5 thoughts on “How do I enter human resources work”
Esther
It is indispensable to enter the human resources manager certificate to enter the human resources management division. Secondly, you need to obtain basic knowledge and necessary knowledge. Later, you can determine your development direction according to expansion knowledge Basic knowledge: First of all, you must understand the concept of human resources, Human resources also refer to the general term of education, abilities, skills, experience, and physical strength that can be used by people in the organization and contribute to value. In an enterprise, it is the ability to have personnel needed within the enterprise. The six major modules of human resources include 1> Human resources planning, the purpose is to combine corporate development strategies, and through the analysis of the status of corporate resources and the current status of human resource management, find the focus of future human resources work. And direction, and formulate specific work plans and plans to ensure the smooth realization of corporate goals. The focus of human resource planning is to collect, analyze and statute the information of the status quo of human resources in the enterprise, and to formulate a plan for future human resources work in accordance with these data and results and combine corporate strategies. 2> Recruitment and configuration, and employee recruitment: In accordance with the requirements of the business strategic planning of the enterprise, the excellent and suitable people recruit good and suitable people into the enterprise, and put the appropriate person in a suitable position. The work content includes: demand analysis, budget formulation, recruitment plan formulation; release and management recruitment information; screening resume, interview notification, interview preparation and organizational coordination; implementation of the interview process, analysis and evaluation of interview results; determine the final candidates and notifications Receiving; Archives of the interview data, reserve file management and update in time; pioneering and maintenance of recruitment channels, contact with the contact of job fairs, and related materials; continuously submitting and improving the recruitment system, process and system. 3> Training and development, through the means of learning and training, improve employees’ work ability, knowledge level and potential, and maximize the matching of employees’ personal quality and work needs to promote employees’ work performance Improve. 4> Performance management, in terms of connotation, is to evaluate people and their working conditions. The results of people’s work reflect the relative value or contribution of people in the organization by evaluation. In terms of extension, it is a purposeful and organized to observe, record, analyze, and evaluate people in daily work. 5> Salary and welfare management, reasonably formulate a salary system, and keep the relative value of various positions in the organization of the enterprise and its corresponding real -time paid salary rooms in harmony. 6> Labor relationship management, workers and employers (including various types of enterprises, individual industrial and commercial households, institutions, etc.) are managed by the social and economic relationship (labor contract) agreement established during the labor process. 3. Expansion of knowledge: How much can you know how much you can engage in HRBP (HR Business Partner), also known as human resource business partners, or learn one of the six major modules in HRBP (HR Business Partner). If you are more thorough, you can engage in special work. If you want to be an HRM, you must have a lot of information about the company’s structure, strategy, and the detailed information of the six major modules to be competent.
It is difficult. Give you a few solutions. One is to find all the personnel of a small company alone, but there is very little opportunity, unless the boss is your friend. The other is to find a large company from the assistant, but you have to bear loneliness and be able to suffer boring text work.
To figure out why you want to do human resources, maybe your reason can impress the recruiters of the human resources department, the certificate and the like are all clouds (of course better). Several units should interview.
First of all, you have to determine whether you like human resources work. Secondly, you need to learn some corresponding professional knowledge. For example, take personal human resources proof. Third, there must be long -term planning and enter from a module of human resources. If there is no experience, apply for assistant assistants of a smaller company, so there is not much obstacle. Don’t apply for duties such as supervisors from the beginning. Fourth, learn while studying at work (including further studies), and jump jobs a year or two.
It is indispensable to enter the human resources manager certificate to enter the human resources management division. Secondly, you need to obtain basic knowledge and necessary knowledge. Later, you can determine your development direction according to expansion knowledge
Basic knowledge: First of all, you must understand the concept of human resources, Human resources also refer to the general term of education, abilities, skills, experience, and physical strength that can be used by people in the organization and contribute to value. In an enterprise, it is the ability to have personnel needed within the enterprise.
The six major modules of human resources include
1> Human resources planning, the purpose is to combine corporate development strategies, and through the analysis of the status of corporate resources and the current status of human resource management, find the focus of future human resources work. And direction, and formulate specific work plans and plans to ensure the smooth realization of corporate goals. The focus of human resource planning is to collect, analyze and statute the information of the status quo of human resources in the enterprise, and to formulate a plan for future human resources work in accordance with these data and results and combine corporate strategies.
2> Recruitment and configuration, and employee recruitment: In accordance with the requirements of the business strategic planning of the enterprise, the excellent and suitable people recruit good and suitable people into the enterprise, and put the appropriate person in a suitable position. The work content includes: demand analysis, budget formulation, recruitment plan formulation; release and management recruitment information; screening resume, interview notification, interview preparation and organizational coordination; implementation of the interview process, analysis and evaluation of interview results; determine the final candidates and notifications Receiving; Archives of the interview data, reserve file management and update in time; pioneering and maintenance of recruitment channels, contact with the contact of job fairs, and related materials; continuously submitting and improving the recruitment system, process and system.
3> Training and development, through the means of learning and training, improve employees’ work ability, knowledge level and potential, and maximize the matching of employees’ personal quality and work needs to promote employees’ work performance Improve.
4> Performance management, in terms of connotation, is to evaluate people and their working conditions. The results of people’s work reflect the relative value or contribution of people in the organization by evaluation. In terms of extension, it is a purposeful and organized to observe, record, analyze, and evaluate people in daily work.
5> Salary and welfare management, reasonably formulate a salary system, and keep the relative value of various positions in the organization of the enterprise and its corresponding real -time paid salary rooms in harmony.
6> Labor relationship management, workers and employers (including various types of enterprises, individual industrial and commercial households, institutions, etc.) are managed by the social and economic relationship (labor contract) agreement established during the labor process.
3. Expansion of knowledge: How much can you know how much you can engage in HRBP (HR Business Partner), also known as human resource business partners, or learn one of the six major modules in HRBP (HR Business Partner). If you are more thorough, you can engage in special work. If you want to be an HRM, you must have a lot of information about the company’s structure, strategy, and the detailed information of the six major modules to be competent.
It is difficult. Give you a few solutions. One is to find all the personnel of a small company alone, but there is very little opportunity, unless the boss is your friend. The other is to find a large company from the assistant, but you have to bear loneliness and be able to suffer boring text work.
You can start from the personnel of the small company in advance.
To figure out why you want to do human resources, maybe your reason can impress the recruiters of the human resources department, the certificate and the like are all clouds (of course better). Several units should interview.
First of all, you have to determine whether you like human resources work.
Secondly, you need to learn some corresponding professional knowledge. For example, take personal human resources proof.
Third, there must be long -term planning and enter from a module of human resources. If there is no experience, apply for assistant assistants of a smaller company, so there is not much obstacle. Don’t apply for duties such as supervisors from the beginning.
Fourth, learn while studying at work (including further studies), and jump jobs a year or two.