First of all, talk about the recruitment function. Recruitment and appointment are the most basic functions of human resources department. Employees entering the enterprise, job probation, job transfer, promotion and demotion, including resignation, are all under the jurisdiction of the human resources department. Decentralization and prevarication are irresponsible. Second, talk about the training function. After employees enter the enterprise, whether they are novices, veterans, experienced or inexperienced, they should be trained in a unified way. Pre-job training is very important. The organization and management of pre-job training belongs to the Human Resources Department. Any enterprise has different practices and corporate culture from other enterprises, and has its own rules, regulations and operational procedures. Employees must be trained before taking up their posts. Otherwise, there will be differences or frictions in the future: you speak according to company regulations and he speaks according to his own experience. Pre-job training is only an important part of the whole enterprise training system, but it is by no means the whole training. There are also on-the-job training, job transfer training, promotion preparation training, full-time training for key positions, and external expert training. For brand enterprises, there are franchisee training, dealer manager training, terminal training and so on, which are all organic parts of the enterprise training system. All training must be planned, arranged and organized in a unified way. We should not only consider the integration of resources, but also consider the consistency of goals and effects. A fragmented enterprise often lacks training or unified training. Training is the guarantee of employee development and enterprise development. Nowadays, many young people are keen on working in foreign companies. They are interested in the training opportunities and development prospects of foreign companies. Third, the performance appraisal function. Fourth, the salary and welfare management function Salary and welfare management belongs to the Human Resources Department. There should be nothing to say, right? To your surprise, the salary and welfare management of some enterprises is also fragmented by various units and departments. There is no unified salary system, no unified calculation formula, no unified payment standard and no unified salary adjustment regulations. What a mess! Bread is the pillar of life. Salary and welfare management is the core and top priority of enterprise management. Any enterprise can not do without all other functions, except the salary management function! To put it bluntly, management is the distribution of benefits, the return is disproportionate, and all employees are comfortable and happy with the money. For the boss, it is whether the salary I pay can be exchanged for the profit I want. Of course, in today's society, people's needs are diversified, and the composition of salary and welfare is also diversified. Therefore, the design of salary and welfare combination and a series of special management activities have been developed. However, no matter how the combination mode changes, its functions belong to the human resources department but can never be changed. V. Labor Relations Management Function If the Human Resources Department only keeps one file and reports it to personnel statistics, it is really unnecessary to exist! The factory ignores a work-related injury and lets the factory director solve the contradiction between employees and enterprises, then the human resources department is seriously dereliction of duty (the factory director can help solve it and should help solve it, but he is not the protagonist in solving the problem). All departments and units in factories and enterprises are only employers, and management cannot be separated from human resources departments. All units and departments are not satisfied with the use of their subordinate employees, and can return them to the Human Resources Department for other arrangements. All units and departments have the right to suggest and deal with employees who do not listen to deployment and management, but they have absolutely no right to dismiss. Therefore, all issues related to labor relations are handled by the human resources department. Handling is beyond the authority of others, and it is dereliction of duty for the human resources department to give up. Sixth, finally talk about the role of human resource planning. Originally, this should be said at the beginning, but because many enterprises ignore this function, its importance is not comparable to other functions, so I put it at the end to make a key statement. Whether an enterprise employee is competent and meets the post requirements is very important. Without a practical employment plan, there will be no direction and standard for recruitment, and there will be no quality. When and where to recruit, how to choose recruiters, how to use them ... Without reasonable planning in advance and cramming temporarily, you can't recruit the right people, and you can't guarantee the quality of recruitment. Therefore, the collection and confirmation of employment demand information is very important. The development strategy and direction of enterprises also affect the employment planning of enterprises. All this should be planned in advance. To do a good job in human resources planning, the human resources department should do both. First of all, understand enterprise strategy, including development strategy and talent strategy; The second is the head count, the growth of the existing staff of the enterprise and the demand of each employer in the future. This is inside information. Do a good job in human resources planning, but also understand external information. Understand the supply and demand information of external talent market, understand the information of talent flow in the same industry, and understand the adaptability of talents to enterprises. Personnel in the human resources management department should not only go on, but also go out. Sitting in the office, asking for data and information, it is impossible to do a good job in human resources planning. All the work of human resource management is even more difficult to do. The above six functions of human resource management can only be said to be the most basic functions of human resource management. With the development of enterprises and social progress, the function of human resource management will only increase, not decrease. For example, corporate vision management, employee career planning and design management, employee personality psychological evaluation, etc., can all be attributed to the management functions of the human resources department. (Author: Zhang Guoxiang)