HR job responsibilities:

Organization management, mainly to manage the company's organizational structure and its changes; Manage position information and working relationship between positions, and make staffing according to job vacancies. Carry out manpower planning according to the organizational structure, calculate and manage personnel costs, and support the generation of organization headcount tables and organization charts.

personnel information management mainly realizes the management of all kinds of information and the change management of personnel information in the whole process from probation, employment to dismissal or retirement, and provides various forms and angles of inquiry and statistical analysis. ?

recruitment management, which realizes the whole process management from planning recruitment positions, publishing recruitment information, collecting candidates' resumes, selecting personnel according to job qualifications, managing interview results and notifying probation.

in order to make employees more fit with the company and their work not deviate from the company's strategic plan, HRD is the foothold of all work, which should point to: the company's development direction, business focus and major concerns. The logical relationship here must be clarified, thinking about the problem from the strategic level of the company, and practicing the extraordinary business vision.

In addition, cohesion and innovation should be exercised and improved through continuous work summary. In terms of cohesion, HR department can use the typical events and characters in the company to shape the cultural atmosphere of the enterprise. You know, "the power of example is infinite", which can inspire more "typical".

in terms of innovation, HRD should have the consciousness of actively contacting new things, and select and use various innovative methods and channels to create more value for enterprises, such as innovative talent introduction channels and innovative talent evaluation tools, so as to ensure that the development of enterprises can meet the changing market, make internal work more efficient, and ensure the orderly operation and benign development of enterprises.

Extended information:

Provides the management of signing, changing, dissolving, renewing, labor disputes and economic compensation of employees' labor contracts. The probation period and automatic prompt of contract expiration can be set as required. ?

according to the post setting and performance appraisal results, determine the necessary training needs; Make training plans for employees' career development; Manage the training objectives, course contents, lecturers, time, place, equipment and budget, and manage the trainers, training results and training expenses. ?

it mainly provides the management of employee attendance and helps enterprises to improve their operating system. It mainly includes the settings of various holidays, classes and related attendance items, as well as the management of shift adjustment, overtime, business trip, leave, statistics of late arrival and early departure, attendance statistics and so on. Provide interfaces with various attendance machine systems and provide relevant data for salary management system. ?

Performance appraisal can evaluate the effectiveness of staffing and training, reward and punish employees, and provide a basis for personnel decision-making. According to the requirements of different positions in knowledge, skills, ability and performance, the system provides a variety of assessment methods and standards, allowing free setting of assessment items, and qualitative and quantitative assessment of employees' characteristics, behaviors and work results.

Reference: Baidu Encyclopedia -HR (Human Resources)