Human Resources Specialist

①Job Responsibilities

1. Talent recruitment and onboarding affairs: formulate recruitment plans, publish recruitment information, screen resumes, interview, and send offers Notices, etc., to assist new employees onboarding.

2. Performance management matters: communicate with department heads and confirm performance indicators, conduct performance appraisals, provide feedback, organize rewards and punishment measures, etc.

3. Employee training and development: Participate in employee needs analysis, formulate training plans, organize internal and external training, prepare training materials and course design, etc.

4. New salary and benefit management: setting salary standards, managing the salary and benefit system and performance rewards and punishments, formulating and implementing welfare policies, etc.

5. Personnel file management: establish employee files, record changes in employee information, keep files confidential and standardize the use of files, etc.

6. Maintenance of labor relations: handle employee complaints, help mediate labor disputes, implement statutory labor protection measures, etc.

7. Other daily affairs: such as holiday management, employee attendance, social security provident fund management, HR information system management, employee relationship management, etc.

②Professional knowledge

1. Laws and regulations: Understand and master relevant labor laws, regulations and policies, and ensure that both the enterprise and employees comply with relevant regulations.

2. Performance management: Understand performance appraisal indicators and methods, be able to formulate performance appraisal plans and indicator systems, and be able to conduct performance evaluations and make improvement suggestions.

3. Recruitment skills: Familiar with various recruitment channels and methods, able to accurately analyze recruitment needs, write job descriptions and requirements, and be able to organize interviews and evaluate candidates.

4. Salary management: Understand the basic theories and methods of salary management, be able to formulate reasonable salary plans and reward and punishment measures, and effectively carry out salary management.

5. Training and development: Be familiar with the company’s training needs and goals, and be able to formulate and implement effective training plans and courses.

6. Social Psychology: Be familiar with the basic theories and methods of social psychology, be able to identify employees’ psychological needs and emotional changes, and be able to effectively use social psychology knowledge when dealing with interpersonal relationships to improve employee satisfaction. degree and loyalty.

7. Data analysis: Be able to skillfully use data processing software such as EXCEL, master basic data statistics and analysis methods, and be able to propose effective human resource management plans and optimized decisions based on data analysis.

③Skill requirements

1. Communication skills: The human resources department must handle the relationship well with personnel from other departments and fully realize cooperation in business. This requires human resources practitioners in enterprises to have strong communication skills. For example, in the recruitment interview process, good language expression skills are the first step for applicants to recognize the company. Whether it can enhance the company's attractiveness to applicants and attract applicants to the company can also be achieved through verbal communication.

2. Analytical capabilities: Human resources practitioners need to have basic data analysis capabilities, master basic data statistics and analysis methods, and be able to propose effective human resources management plans and optimize decisions based on data analysis.

3. Coordination ability: As a payroll manager, you must communicate and coordinate with other departments when doing payroll. Provide timely feedback on performance wages, and finally connect the work plan with the Finance Department to ensure timely payment of wages.

4. Expression ability: Expression ability is divided into two parts, one is language expression ability and the other is written expression ability. Good expression skills are required in all aspects of human resource management.

5. Negotiation ability: Human resources work often requires communication and negotiation with colleagues, employees, lawyers, etc. in different departments. Therefore, human resources practitioners need to be good at negotiation.

6. Maintain communication: HR professionals must communicate with management, managers, potential employees, and current employees at all levels. And they must do it in writing, not in small and large groups, and increasingly through social media. They must be convincing, caring and believing.

7. Team awareness: The human resources department needs the cooperation of all employees to complete its tasks before completing its own work. You need to fully understand the needs and plans of other departments, while also playing your role in the team and contributing to the enterprise.

④Professional quality

1. Confidentiality awareness: Human resources practitioners need to protect the privacy of the company and employees, strictly keep company secrets, and properly manage the company's internal information.

2. Integrity and integrity: Human resources practitioners need to abide by professional ethics, maintain an attitude of integrity and integrity, and do not do anything that violates professional ethics.

3. Professional knowledge: Human resources practitioners need to master certain professional knowledge, be able to independently analyze and solve problems, and provide effective human resources management solutions according to the needs of the company.

4. Professionalism: Human resources practitioners need to be professional, devote themselves to their work, and dedicate themselves to the company's cause.

5. Communication skills: Human resources practitioners need to have strong communication skills and be able to communicate effectively with various groups of people, including employees, bosses, customers, partners, etc.

6. Self-management: Human resources practitioners need to have certain self-management capabilities. Including time management, emotion management, stress management, etc. to ensure work efficiency and quality.

7. Teamwork: Human resources practitioners need to play their role in the team. Cooperate with other departments to contribute to the development of the company.

8. Learning and innovation: Human resources practitioners need to maintain the spirit of learning and innovation, follow the pace of the times, constantly learn new knowledge and skills, and improve their overall quality.

⑤Salary and benefits

The salary and benefits of human resources vary from person to person and are affected by many factors. Some common influencing factors include position level, work experience, region, company size and industry background. In addition, the salary systems of different companies will also vary.

Generally speaking, the promotion of human resources practitioners in the position level and the increase in work experience will bring corresponding salary increases. In addition, in cities with higher economic levels, the salary level of human resources practitioners may also be higher. Similarly, the salary package of human resources practitioners in large companies may be more generous than that in small companies.

Salary levels also vary greatly between different industries. In some high-tech, financial and other industries, the salary level of human resources practitioners is usually higher; while in some traditional manufacturing, service and other industries, the salary level of human resources practitioners is relatively low. It should be noted that the salary level depends not only on the individual's qualifications and abilities, but also on the industry, region, company size, etc. Therefore, choosing the right company, industry and region can also have a certain impact on the salary level of human resources practitioners.

⑥Development Prospects

1. In the future, the trend of human resource management is mainly reflected in the following aspects: Digital transformation: With the rapid development of information technology, human resource management is no longer It is no longer simple data collection and personnel scheduling, but it is necessary to use big data, cloud computing and other technologies to manage and evaluate employees, so that human resource management can develop in a digital and intelligent direction.

2. Emphasis on employee experience: In the future, companies will pay more attention to the career development and quality of life of employees. They must not only provide employees with a good working environment and welfare benefits, but also provide personalized career planning. to meet the individual needs of employees.

3. Diversified employment models: With the rise of new employment models, such as flexible employment, remote work, etc., companies will pay more attention to employment flexibility in the future and introduce more outsourcing, short-term employment and freelance work. etc., human resources practitioners also need to possess more types of employment management knowledge and skills.

4. Advocate corporate culture: In the future, companies will pay more and more attention to the construction of their own corporate culture to attract and retain excellent employees. Therefore, human resources practitioners need to be able to participate in the construction and maintenance of corporate culture.

⑦ Entry Guide

1. Understand human resource management: Before starting a career, it is very important to understand the basic concepts, theories and practical experience of human resource management. Relevant knowledge can be obtained by studying professional courses, attending training classes, reading relevant books, etc.

2. Choose related majors: If you want to take human resources management as your career direction, you can choose related majors for in-depth study. Such as human resource management, organizational behavior, labor relations and other majors.

3. Accumulate practical experience: In addition to learning theoretical knowledge, practical experience is also very important. You can accumulate work experience related to human resources management through internships, part-time jobs, or volunteers.

4. Establish a network of interpersonal relationships: Human resources practitioners need to establish an extensive network of interpersonal relationships, establish connections with other industry professionals and human resources experts, and understand industry trends and best practices.

5. Participate in relevant certification training: By participating in certification training related to human resources management, you can improve your skill level and professional competitiveness, such as the certification of the American Society of Human Resource Management (SHRM), International Human Resources Management Institute (HRCI) certification, etc.

⑧Reason for joining the industry

As a human resources practitioner, you will become the bridge between the company and its employees. And it can bring more valuable human asset management to enterprises and employees, with broad development prospects, and at the same time, it can also accumulate rich human resources. If you are pursuing social contribution, development prospects, and interpersonal relationship building, then becoming a human resources practitioner is undoubtedly a very good choice.