Employee relations job responsibilities, in the workplace, as a qualified employee, we need to know some of our corresponding job responsibilities. Such a responsibility is our responsibility in this position. Let's share the job responsibilities of employee relations for everyone.

Employee relations job responsibilities 1 1. Assist the Minister of Human Resources to establish a personnel file management system.

2. Be responsible for identifying the authenticity and integrity of employee files and inputting the information in the talent information table into the ERP system.

3. Responsible for cleaning up and destroying the files of employees who have left.

4, according to the provisions of the government and local authorities, prepare the company's unified labor contract text.

5. Be responsible for the signing, alteration and termination of employee labor contracts, and handle employee insurance management.

6, responsible for employee social security procedures.

7. Send the list of employees who need to become full members to the back office of each department every month.

8. Submit the employment confirmation application form filled in by the employee to the relevant person in charge for approval and file it.

9. At the end of each month, prepare a formal personnel change table and employee position change table, and submit them to the salary Commissioner for salary accounting.

10, responsible for the statistics of employee attendance information.

1 1, responsible for the management and statistics of employee leave, vacation, overtime and vacation.

12. Summarize the attendance information and submit it to the salary specialist for salary accounting.

13, responsible for employee resignation interview, resignation data analysis and information feedback.

14, responsible for the distribution and recycling management of employee resignation related forms.

15. Be responsible for preparing employee resignation form, and notify the salary specialist to settle the salary.

16. Manage and optimize the company's employee relationship management system to establish harmonious, happy and healthy labor relations.

17, prevention, monitoring and handling of rumors and slowdown

18, organize employee satisfaction survey, analyze and feedback the survey results.

19. Participate in the construction of corporate culture, and create a working environment and atmosphere in line with corporate culture for employees.

20. Provide employees with consulting services on national laws, company policies, personal body and mind, etc.

2 1, career development counseling for employees, to promote employees to maintain a good professional mentality.

22. Organize and arrange employees' entertainment activities to help employees balance their work and life.

23, organize employees to carry out interpersonal communication and communication skills training.

24. Handling of labor disputes

25. Handle employee complaints, personnel disputes and accidents.

Job responsibilities of employee relations 2 The job responsibilities of the employee relations specialist are:

1. Manage and optimize the company's employee relationship management system to establish harmonious, happy and healthy labor relations;

2. Organize employee satisfaction survey. Analyze and feedback the survey results;

3. Handle employee conflicts. Solve employee complaints and labor disputes;

4. Organize and arrange employees' entertainment activities;

5. Participate in the construction of the company's corporate culture and create a working environment and atmosphere that conforms to the corporate culture.

The post requirements of employee relations specialist are:

1, familiar with relevant labor laws and regulations, with strong experience in handling labor disputes;

2. Strong affinity and initiative;

3. Have a strong sense of responsibility and dedication.

Job responsibilities of employee relations 3 Job responsibilities of employee relations management

1, formulate and improve employee relations policies, and carry out activities to promote harmonious employee relations and improve work efficiency;

2. Organize employee satisfaction survey, analyze and feedback the survey results;

3. Responsible for employees' entry, resignation, job transfer, labor contract signing and other related work;

4. Responsible for employee social insurance payment and other social security work;

5. Provide career development counseling for employees and maintain a good professional mentality;

6. Participate in the construction of the company's corporate culture and create a working environment and atmosphere that conforms to the corporate culture;

7. Handle employee conflicts and solve employee complaints and labor disputes;

8, do all kinds of personnel statistics, timely update and maintain the employee personnel information system.

The job function of employee relationship management

1, with professional knowledge and skills in employee relationship management, wide knowledge and high knowledge literacy;

2. Have good leadership and management skills;

3, good at communication, can accurately understand the meaning of others, and can effectively communicate with others;

4. Excellent organization and coordination skills and analytical judgment skills;

5, have good observation ability and adaptability, can properly solve emergencies.

Employee relationship management post conditions

1, bachelor degree or above in human resource management;

2. Have more than 3 years working experience in human resource management and 1 year working experience in employee relationship management;

3. Have the professional knowledge and skills of employee relationship management, be familiar with the relevant laws and regulations of human resource management, and understand the rules and regulations of enterprise human resource management;

4. Have good interpersonal and management skills;

5. Have good planning and control ability;

6. Understanding the art of motivation can improve the work efficiency of employees;

7. Have affinity and persuasion ability;

8, serious and responsible work.

If you want to retain employees, salary and benefits are very important.

It is an urgent task for human resource managers and general managers of many companies in China to establish a salary system that is "fair internally and competitive externally". How to motivate employees to actively do a good job for enterprises, in which salary is the most critical means. According to different positions, how to design a salary structure that best reflects the labor value of the position itself is the most basic problem of salary management concept.

Salary and benefits requirements

In quite a few companies, once the salary and welfare plan is made, it has been "lying" on it for many years. Few people take the time to think about what problems exist in the implementation of these plans, whether they are needed by employees, what aspects can be improved, and how effective welfare plans are in motivating employees. This requires someone to be responsible for improving the existing salary and welfare plan and developing new projects as needed.

There are roughly three requirements for doing a good job in salary and benefits:

Pay attention to the management and operating efficiency of enterprises. The work direction, content and methods should be consistent with business priorities and business strategies.

situation

The use of hospitality, enterprises may generally directly find money for employees, which is the practice; In addition, you can also organize everyone to travel or other activities. How does this combine with the business activities and management of enterprises? If it is a high-tech enterprise, the working rhythm of employees is relatively tight. How to make good use of hospitality, so that everyone can have a better body and devote themselves to work with good body and mind? This is the direction that entertainment expenses should be spent.

For example, some enterprises arrange entertainment and club fitness on weekends and spend half a day engaged in these activities. Everyone has the function of rest and recovery except communication. This arrangement directly supports the business. In fact, all salary and welfare work should have such ideas and practices.

market orientation

Combined with the annual market salary and welfare survey, the strategic positioning of enterprises in the human resources market is clear and guaranteed.

The content of strategic positioning is whether the wage standard should remain in the middle of the market or in the top 25%; Should welfare work provide the most attractive service or just general welfare? Although this is aimed at the market, relative to competitors, it directly affects whether enterprises can attract talents and what kind of talents they attract.

Performance-oriented

All kinds of salary and treatment should be linked to employee performance or performance factors (performance factors, such as skills and job performance). Welfare items can also be linked to employees' basic salary or some performance factors, such as medical insurance and employee leave, which are linked to employees' basic salary and length of service respectively.

Wage system design

Salary management is reflected in the salary structure, which is the salary standard of each position. This salary standard should properly reflect the efforts made by employees.

How can we achieve a balance, so that wages can motivate employees to the maximum extent, and at the same time ensure the economic benefits of enterprises? The principle of salary management is: to be competitive in the market, fair to internal employees and meaningful to employees within the range that enterprises can bear.

The basic method is to establish the basic value standard of the enterprise: the determination of the value of each post within the enterprise → the value evaluation of post level and salary, performance in a certain period → performance salary, value evaluation of various contributions → bonus. If an enterprise wants to realize the wage balance among its employees, it must have a good wage structure.

The idea and method of salary system design are: the salary system design should take the position system design as the core, and formulate the salary structure and salary standard for the position. For enterprises, the post system is their basic support system.

To provide fair and reasonable salary for all employees, the position system should have the following contents: position setting, position type, position standard and position requirements. The content of the position system is directly determined by the business nature and operation process of the enterprise. Both job description and job evaluation must be based on the determination of job elements.

To design a reasonable and scientific salary system and salary system, it generally goes through the following steps:

Job Analysis: Based on the company's business objectives, the company's management defines the functions and working relationships of various departments on the basis of business analysis and personnel analysis, and the human resources department and the heads of various departments cooperate to prepare the job description.

Position evaluation: compare the relative importance of each position in the enterprise and get the position ranking sequence; Establish a unified evaluation standard for salary survey, and eliminate the differences in job difficulty caused by different job names among different companies, or even if the job names are the same, the actual job requirements and job contents are different, so that different positions can be compared and the foundation for ensuring the fairness of wages can be laid. It is the natural result of job analysis and also based on job description.

Salary Survey: The object of salary survey is to select companies that are competitive with themselves or similar companies in the same industry, with the focus on the direction of employee turnover and recruitment sources. The data of salary survey should include salary growth in the previous year, comparison of different salary structures, salary data of different positions and levels, bonus and welfare status, long-term incentive measures and future salary trend analysis.

Salary Positioning: After analyzing the salary data of the same industry, what needs to be done is to choose different salary levels according to the enterprise situation. In terms of salary positioning, you can choose the leading strategy or the following strategy.

Salary structure design: consider three factors comprehensively:

First of all, its location level,

Second, personal skills and qualifications,

The third is personal performance.

Corresponding to the salary structure are post salary, skill salary and performance salary. Others consider the first two together as the basis for determining a person's basic salary. To determine the post salary, it is necessary to evaluate the post; To determine the skill salary, it is necessary to evaluate the qualifications of personnel; To determine performance pay, it is necessary to evaluate work performance; To determine the company's overall salary level, it is necessary to evaluate the company's profitability and ability to pay. Every assessment needs a set of procedures and methods.

The implementation and revision of the salary system: When determining the salary adjustment ratio, the overall salary level should be accurately budgeted. For the sake of accuracy, this calculation is best done by the human resources department at the same time. Because according to the practice of foreign companies, the financial department is not clear about the specific salary data and personnel changes. The human resources department needs to establish a salary account and design a better calculation method.

How to retain resigned employees?

Communication. Bosses should communicate with employees in private. Everyone's real thoughts should be said together, and a reason and an answer should be given. Long live understanding. Only when everyone stands up and explains, the problem will not exist.

Emotional. Let's pull together. After such a long time in the company, everyone should have some feelings more or less. This feeling is more important than money. It will bring the feelings of both sides closer, make employees reluctant to leave, make employees uneasy to leave, and make employees stick to it.

Let profit. Is it not enough preferential treatment for employees, and give some tangible benefits? Sometimes a small salary increase can keep many employees, and sometimes a small welfare can attract employees to work for a long time. Giving benefits is at this critical time.

Procrastinate. Let's talk about the difficulties of the company first and express the importance of this employee. This employee is the backbone of the company. His departure will bring huge losses to the company, so that employees can't leave temporarily and can work temporarily. These days, they will continue to impress him and let him stay.

Reform. There are many employees who have left the company, which shows that the company should reform. A company cannot grow up in confusion. Many people leave their jobs to prove that the company has problems. Only when the boss takes the lead in reform can people have more room to play and a brighter future.

Dreams give people a dream and people will stick to it. This is not brainwashing, but real hope. Only when people are close to their dreams will they try to fly forward.