The following information is provided so that you can have a clear idea through comparison. In fact, it is very simple. It is to start from the human resources modules and analyze what non-human resources department heads need to do and how to do it.

When giving a lecture on "Human Resource Management for Non-HR Department Managers" to corporate department managers, it is important to clarify the human resource management responsibilities that non-HR departments should undertake. If this issue is not explained clearly, it will definitely affect the effectiveness of the course. Here, we plan to introduce the division of labor and cooperation between the non-human resources department (hereinafter referred to as the "non-HR department") and the human resources department (hereinafter referred to as the "HR department") on the main functional modules of human resources management, as a way to draw out ideas.

1. Position analysis (or job analysis, job analysis)

HR department: the organization that conducts job analysis; writes job descriptions based on the information provided by the department head.

Non-HR department: Explain the job requirements and scope of responsibilities of the position under discussion and analysis, and provide assistance to the position analysts.

2. Human resource planning

HR department: organizational analysis; and coordinating the human resource planning of various departments; formulating the enterprise's overall human resources plan.

Non-HR department: Understand the overall strategy and business plan of the enterprise; propose the human resources plan of the department.

3. Recruitment

HR department: formulate recruitment plans and publish recruitment information; carry out recruitment activities to expand the pool of applicants; organize and coordinate the selection process (interviews, written tests, assessments, background Investigate); have the authority to publish employment information and issue employment notices after approval by the supervisor; newly hired personnel will report for employment.

Non-HR department: Propose the department’s employment plan and job application requirements to the human resources department; provide selection test questions; interview candidates; comprehensively review the information provided by the human resources department and make employment opinions; press The company and work requirements arrange new employees and determine onboarding guides.

4. Training

HR department: support the onboarding and probation period management of newly hired personnel; prepare training materials together with non-HR department heads; provide management personnel development plans according to the needs of corporate development. Business leaders make suggestions; provide necessary information and suggestions in training, improvement, team building, etc.

Non-HR department: implement new employee induction training plan, guide and train new employees; prepare department or professional training materials, establish internal lecturer team; evaluate and promote management personnel for new business development; Improve management, reasonably delegate authority, and build an efficient learning team.

5. Salary and benefits

HR department: implement job evaluation procedures to determine the relative value of each position; conduct salary surveys to understand the salary levels of the same or similar positions in other companies ; Make recommendations on compensation plans, etc.; Develop benefits and service programs and negotiate with front-line supervisors.

Non-HR department: Provide information on the nature and relative value of each position to the human resources department as the basis for salary decisions; make suggestions on the method and amount of rewards for subordinates; understand external salary market information, Inform the HR department; make suggestions on benefits and services that the company should provide to employees.

6. Performance

HR department: develop performance management system; provide training guidance on performance management knowledge and skills; supervise and evaluate the implementation of performance management system; participate in employee development planning.

Non-HR department: setting performance goals; performance communication and feedback; performance interviews and evaluations; performance improvement; guiding employees' career development planning; providing feedback to the head of the human resources department on the performance management system.

7. Labor Relations

HR department: Provide training to front-line supervisors to help them understand relevant labor laws and regulations; analyze the underlying causes of relevant dissatisfaction; report to the HR department when handling employee complaints Front-line supervisors make suggestions to help relevant parties reach a final agreement; introduce communication skills to front-line supervisors to promote effective communication up and down.

Non-HR departments: Create an atmosphere of mutual respect and trust and maintain healthy labor relations; implement the terms of the labor contract; ensure that employee grievance procedures are implemented in accordance with relevant labor regulations; pay attention to employee expectations and career development; Keep communication channels open with employees and be good at listening to their opinions.

8. Construction of human resources management system

HR department: formulate the organizational structure of the human resources department (implemented after approval) and job descriptions; formulate the company's various human resources management systems; formulate human resources Resource management workflow and standardize human resource management work behaviors.

Non-HR department: Understand the human resources management responsibilities that non-human resources departments should undertake; understand the human resources management work process and master the time limit of various human resources tasks; participate in the revision and improvement of the company's human resources management system , and be responsible for the implementation of human resources management systems and requirements in the department; know how to implement various human resource management functions such as talent recruitment, training, assessment, and incentives in conjunction with the department's work priorities.