Know the company personnel regulations to know the company's personnel regulations, One of the key companies is clearly related to the current. As a corporate personnel management regulations must external environment with appropriate changes and adjustments So non-human resources manager of the Personnel Management regulations is very important to understand that only a very understanding. can operate in human resources management process are able to follow. Therefore, understanding the personnel regulations is the primary task. 1. New staff to report back we have to give the human resources department know such as recruitment of staff. New staff from the human resources department to offer, or from department managers to the offer? Company personnel in the whole recruitment process, which in the end is a human resources to do, Which section of the department in charge of making sure that these will be clearly defined. 2. Whether the company provides jobs for staff salaries cap companies pay staff salaries, different jobs often will have a ceiling over the post if the salary cap, it will cause the company internal unfair, and the company to write very clearly. Such things should be kept confidential, but as a department manager, have the power to know the employees of the departments of state salary, Whether human resources manager did not provide this information. From the above two points of view, the company must first clear the existing relevant, Every non-human resources managers must understand the company's personnel management process. Compliance with the existing staff understand their processes in operational procedures to be followed in the work it is necessary to understand the processes of order. In all, regardless of the recruitment, training, salaries or operational procedures, as a non-human resources manager, in the process which section should occur, which is a decision made by you must be very conscious. 1. Performance assessment of the performance evaluation process in general, Human Resources departments will begin by assessing questionnaire was sent to all departments, then all department managers are assessed to the staff, After the manager to fill out evaluation. To be assessed and staff interviews, and then assess the results to the human resources department. Departments in charge of the Human Resources Department with the interaction must know the company's operational procedures, each have a very clear link to confirm correct. 2. Grasp of various operational requirements for the time period all the relevant operations have a deadline, the department managers must grasp this period, otherwise the process behind would be impeded. Also a performance evaluation as an example. All companies in the sector are based on the assessment, its duration will affect the entire assessment process. Therefore, the non-human resources manager for performance assessment at the time, we must ensure that the assessment will be carried out on schedule. usually within a month, in the case of internal assessment, may be completed within two weeks. BUSINESS period is very important. 3. Supervise staff complement of non-human resources manager, to urge support staff personnel processes. Staff personnel processes is the middle part of a department manager, You certainly do not want anyone to delay your departments. For example, performance evaluation, the department managers to staff evaluation forms, to request more long period return, For example, a week or 50 minutes must pay scales back. Visibility and supervise employees do not cooperate with the Human Resources Department is the responsibility of the manager. Of course, the whole production process may also involve other sectors, particularly in the human resources department. This requires concerted effort with everyone. Human Resources Department to clear a function. The human resources management department was the first to identify the company has formal human resources management professional. In China, 500 people in the scale of enterprises in human resources management operation is not complete, only focus, but there is no comprehensive integration. No formal human resources management professional sector companies, and its functions may be provided to the management of Human Resources Section, Some SMEs from financial and personnel departments work concurrently. 2. Human Resources Department to the Human Resources Department to function most functional recruitment and training, This is the strongest national Human Resources Department to the two projects. Like other pay, performance, and the relative benefits is the need to strengthen the part. Generally speaking, the Human Resources Department functions can be cited about : Appointing recruitment training and development performance evaluation pay and benefits ex situ transfer labor relations in the enterprise Resources, of course, hope to put these functions into play, but the importance of those functions is not the same. To experience, the most important thing is appointing recruitment and training development. This is not to say that performance evaluation, and other functions is not important, but if not ahead of these important areas Performance appraisal is very difficult. Although it expects to human resources development prospects of getting better, but as a manager it is not necessary to learn so much. Manager of the focus is how to achieve these functions with or understand the profile of these functions and how it is applied. not too professional school. ◆ such as the recruitment of appointments, department managers will have to understand is to know how to find talents learn some interview skills, a real help enterprises to find good talent, and this is with use. ◆ Again training, a department manager needs to be done Jinping? As long as the demand for the training provided to the Human Resources there. The departments can establish their own training systems for their own department staff members to learn more integrity, This is you can do. But the whole enterprise training to the design department manager of speaking may be too specialized. ◆ As for the pay, as a non-human resources manager, you do not have to spend too much time, you can do is look at the outside world on behalf of the company pay the market situation, and then take the information back to allow the human resources department for you to solve, Human Resources Department to allow access to information, take appropriate adjustment. These operate in the process of follow closely with the human resources department. - Human Resources Department and the Human Resources Department between the two more closely, enterprises in a number of related problems will be easily solved. Company to the department of human resources management requirements 1. Manage the assets of the company -- the company manager in human resources management requirements is what? Right companies, people are assets, the capital, So managers to play the role of watching the asset, the asset manager from the coming elections, he grew up to the training, use him to increase staff or even dismissal, selection, training, education and used to stay, the entire process of withdrawal and department managers are closely related. Can say, the assets placed in the other side, if we fail to give him a fertile soil for the germination he grew up, he may deserted. Therefore, since the assets to you, you should properly protect him properly nurtured him, These human resources management. Well, it will continue to add value, such as real estate, in a good economic environment, it will continue to add value. Well, for the assets of the company -- "people" in terms of who is going to nurture such an environment? That is the asset managers -- department managers. Manager let the asset value-added effect, the company will be realized in the sector of human resources management requirements. 2. Respect for human resources professional regulations also hope the department managers to respect human resources management professional to the rules and regulations between the two do not conflict. Often this phenomenon, for example, provisions to be able to apply for leave, but managers feel that too much work. refused to approve or prohibit employees leave, which destroyed the companies leave the system, it may even cause brain drain. Therefore, managers should respect the human resources management professional to the rules and regulations of human resources management, if done well, your department, and even the whole company would have been a nice, pleasant cooperation, high team morale. Human Resources Department to determine the resources can be given to one. Human resources management professional circumstances described above many with the Human Resources Department to meet the reason, the human resources department can give department managers what resources? They can give you Jinping help? First understand the human resources management position. General human resources management is not just some administrative services, More importantly, human resources planning and related system design and implementation. These are very professional knowledge, not in a shorter length made clear, but this book is very professional, can see. 2. Manager with the Human Resources Department to consolidate the current, Many enterprise human resources management professional level is not high enough yet to be developed. As human resources management only started, not the accumulation of years of professional experience, Some companies simply do not have the human resources professional, only an administrative assistant, can not expect much help. How to solve this problem? One way is to make these human resources management programs, into the corporate sector manager of the training. This will enable enterprises to the non-Human Resources Department to upgrade human resources management professionals, to cover human resources management professional level is not high status. Generally speaking, a department manager with the Human Resources Department about the integration of the following categories : ◆ regular meetings to exchange many enterprises often held meetings department manager at the meetings, Human Resources Department must be required during this time with the other departments to do things a report. Similarly, the human resources department managers are also made in human resources management problems found or the difficulties encountered, Requests the Human Resources Department to provide professional support. ◆ correctly handle some personnel matters sometimes the staff and department managers say, but direct the human resources department to find some personnel issues. Then as a manager to calmly look at the issue, not to the staff extremely angry. but find out the facts first, then decide how to deal with. ◆ in the formulation of rules and regulations if the human resources department manager with the human resources department managers to develop an work flow regulations division of collaboration in the discussions and to express their views, the company's personnel regulations formulated would be of considerable help. For example, enterprises should approach mission design, mission related to the flow, the length of time for approval travel cost reimbursement methodology, and so on, must be requested non-human resources department managers to participate in the development.