Human resources management is mainly responsible for coordinating and improving labor relations between enterprises and employees, building corporate culture, creating harmonious labor relations and a good working atmosphere, and ensuring the normal development of enterprise business activities. Among them, employee relationship management is another important responsibility of human resources. It needs to handle employee complaints and disputes, and communicate and negotiate with the employee representative team to ensure that the interests of employees are protected. Enterprises need to have excellent human resource management teams to adapt to market changes and challenges.
2. Performance evaluation;
Performance appraisal is one of the important tasks of human resources management. It assesses and evaluates employees' contributions to the enterprise and performance achieved at work within a certain period of time, and provides timely feedback in order to improve and improve employees' work performance and provide Provide the basis for personnel decisions such as employee training, promotion, and compensation. The purpose of performance appraisal is to improve the overall performance of the enterprise by improving the performance of employees. Only when each employee achieves their respective performance goals can the overall goals of the enterprise be achieved.
3. Salary management;
Human resource management is mainly responsible for salary management, including the design and management of salary structures such as basic salary, performance pay, bonuses, allowances and benefits, to motivate employees to work harder for the company. In addition, salary and benefit management is also one of the important tasks of human resources management, including formulating salary strategies, salary surveys, salary structure design, salary grading and salary fixing, control and management of salary systems, etc. Through these tasks, human resource management can help companies attract and retain talented employees and ensure that employees are satisfied and motivated to work in the company.
4. Training and development;
Human resource management is primarily responsible for training and development. Through training, the knowledge, ability, work attitude and work performance of individual employees, groups and the entire enterprise can be improved, and the intellectual potential of employees can be further developed to enhance the contribution rate of human resources. Enterprises use organizational learning and training to improve employees' work ability, knowledge level and potential, maximize the matching of employees' personal qualities with work needs, and promote the improvement of employees' work performance.
5. Employee recruitment and selection;
Human resource management is mainly responsible for employee recruitment and selection. According to the requirements of human resource planning and job analysis, we recruit and select the human resources needed for the enterprise and arrange them into certain positions. At the same time, assist HR recruitment work, including resume screening, interview invitation, candidate talent reserve pool construction, etc. Recruitment and configuration management are the basis of recruitment work. Through the development and maintenance of recruitment channels, the entire process from planning recruitment positions, publishing recruitment information, collecting resumes of applicants, selecting personnel based on job qualifications, managing interview results to notifying trial candidates is realized.
6. Career planning;
Career planning is one of the important tasks of human resource management. By encouraging and caring for employees' personal development, we help them formulate personal development plans and stimulate employees' enthusiasm and creativity. Human resource planning is a beacon and guide for work. Through planning, it helps organizations predict the number and basic quality composition of future personnel needs. The activity process of predicting the demand for human resources for the future development of an enterprise based on changes in the internal and external environment and providing human resources to meet this demand.
7. Training of company human resources;
Proper training of the company's human resources is the key to improving talent capabilities, which requires continuous learning and improvement. According to the company's system and development status, formulate training plans, select training methods and methods, and evaluate training effects. Employee training includes training on company culture, management systems, operational skills, safety and environmental protection knowledge, and emergency management. Different companies have different natures and sizes, and their work content will also be different. Actual operations need to be carried out based on specific circumstances. By doing a good job in training the company's human resources, employees' work efficiency and satisfaction can be improved and the company's development can be promoted.
8. Integration;
Integration is one of the important tasks of human resource management. Through corporate culture, information communication, interpersonal harmony and other methods, we can effectively integrate the goals, behaviors and attitudes of individuals and people within the enterprise to form a high degree of cooperation and coordination, give full play to collective advantages, and improve the productivity and efficiency of the enterprise. At the same time, integration can also maintain employees' work enthusiasm, initiative, and creativity, safeguard the legitimate rights and interests of workers, ensure employees' safety, health, and comfortable working environment in the workplace, enhance employee satisfaction, and enable them to work with peace of mind and satisfaction.
9. Job analysis and evaluation;
人力资源管理主要负责工作分析与评价，即对员工的工作成果、劳动态度、技能水平等方面进行全面考核、鉴定和评价，为作出相应的奖惩、升降、去留等决策提供依据。评价职能包括工作评价、绩效考核、满意度调查等，其中绩效考核是核心，它是奖惩、晋升等人力资源管理及其决策的依据。通过员工培训、工作丰富化、职业生涯规划与开发，促进员工知识、技巧和其他方面素质提高，最大限度地实现其个人价值和对企业的贡献率，达到员工个人和企业共同发展的目的。
10、人事档案管理；
人事档案管理是人力资源管理的重要职责之一。它负责建立和健全公司人事档案管理工作，包括对员工的档案进行分类、登记和保管。通过人事档案管理，可以方便地查询员工的信息变动情况，确保人事信息的准确性和完整性。人事档案管理还可以提供多种形式和角度的查询，为人力资源决策提供重要的依据。通过人事档案管理，可以保证公司人事制度的规范和运作，提高工作效率和管理水平。
11、保持员工积极性；
人力资源管理主要负责保持员工的工作积极性、主动性、创造性，维护劳动者的合法权益，保证员工在工作场所的安全、健康、舒适的工作环境，以增进员工满意感，使之安心满意的工作。保持职能包括两个方面的活动：一是保持员工的工作积极性，如公平的报酬、有效的沟通与参与、融洽的劳资关系等；二是保持健康安全的工作环境。
12、人力资源会计；
人力资源会计主要负责与财务部门合作，建立人力资源会计体系，开展人力资源投资成本与产出效益的核算工作，为人力资源管理与决策提供依据。人力资源会计核算与稽核，人力资源成本预算、核算、决算与过程管控；人力资源利用情况与利用程度的经济活动分析等。人力资源作为一种特殊资源，具有能动性和两重性，是生产者和消费者，因此人力资源会计的工作对于人力资源管理的决策和规划至关重要。
13、年度计划的开展；
在人力资源管理中，参与年度计划的开展是非常重要的一项工作。通过参与年度计划，可以对企业的财务状况和经营情况有全面的了解，为企业的人力资源决策提供重要的依据。同时，参与年度计划的开展还可以帮助企业进行预算编制和统筹与管理，确保资金合理利用。因此，参与年度计划的开展是人力资源管理中不可或缺的一环。
14、员工激励；
员工激励是人力资源管理的重要工作之一。通过采用激励理论和方法，对员工的各种需要予以不同程度的满足或限制，引起员工心理状况的变化，从而激发员工向企业所期望的目标而努力。员工激励可以有效地提高员工的工作积极性和忠诚度，促进企业的发展。同时，员工激励也可以降低员工的工作压力和离职率，提高企业的稳定性和可持续性。因此，合理有效的员工激励对于人力资源管理的成功至关重要。
15、会议、活动组织；
人力资源管理主要负责会议、活动组织。会议、活动组织负责公司企业文化建设，包括各类公关、宣传、演示、文体等活动的组织、宣传、安排工作。同时，人力资源管理还负责公司各类会议的组织、安排、服务工作。这些工作都是为了确保公司活动的顺利进行，提高员工的工作效率和满意度，促进公司的发展。
16、公司的培训计划实施；
人力资源管理主要负责公司的培训计划实施。具体工作包括：新进员工的入职培训、在职员工培训、验厂培训资料整理等。这些工作旨在确保公司能够提供适合员工需求的教育培训，使员工能够更好地适应工作环境，提高工作效率和质量。通过这些工作，人力资源管理能够为公司带来更多的人才和资源，推动公司的发展。
17、业务部门的招聘；
人力资源管理主要负责业务部门的招聘工作。通过利用各种有效招聘途径，满足招聘需求，并根据各岗位实际情况建立相应的人才库，可以确保招聘的有效性和准确性。业务部门的招聘工作是人力资源管理的重要一环，通过招聘合适的人才，可以为企业的发展提供有力的支持。
18、职务分析与设计；
人力资源管理主要负责职务分析与设计，即对企业各个工作职位的性质、结构、责任、流程以及胜任该职位工作人员的素质、知识、技能等进行调查分析，并编写出职务说明书和岗位规范等人事管理文件。这一工作主要是为了确保企业各个职位的职责清晰、运作规范，提高工作效率和质量。通过职务分析与设计，可以更好地匹配员工的工作需求，提高组织绩效和竞争力。
19、撤职与安排领导职位；
人力资源管理的一个重要职责是撤职与安排领导职位。根据公司需求，公司领导可以调配人员，担任领导职位。这一职责是人力资源管理的重要一环，通过撤职和安排领导职位，公司可以更好地管理人力资源，提高工作效率。撤职和安排领导职位是人力资源管理确保组织运转顺利的重要环节，也是公司决策层决策的重要依据。
20、证照年检；
人力资源管理主要负责证照年检。证照年检是指负责办理公司营业执照年检和组织代码证年检的工作。人力资源管理关注的是“人的问题”，其核心是认识人性、尊重人性，强调现代人力资源管理“以人为本”。在组织中，围绕人，主要关心人本身、人与人的关系、人与工作的关系、人与环境的关系、人与组织的关系等。证照年检是人力资源管理的重要环节，通过对人员的基本信息和证件的审查，确保公司合法经营，并且能够及时调整和优化人力资源管理策略，提高工作效率和质量。