Professional profile for Human Resource
Formation:
Graduated in laws or organizational Engineer. The director of HR should have wide knowledge about labour Chinese legislation (prevention of risks, sanitary system, etc.), managerial organization, and minimum knowledge of economy and psychology of the work.
It would be important that he had graduate degree formation and/or courses turned in human resources, organizational culture, security regime, negotiation, etc.
Experience:
It is important that the profile belongs to a worker (masculine) with experience contrasted as coordinator or director from 3 to 5 years in the important industrial sector; on the other hand, it would be advisable that he had been collaborating or responsible implanting for department of human resources.
Abilities:
Precise ability of the office equipment handling, computer tools or instruments characteristic of the work, adapted to the personal, but being able in relationships while making decisions that can affect these relationships.
RELATE OF THE POSITION:
Holding in high-level committees, permanent working commissions, with the managing, company committee or consultant ship at superior or inferior levels. Attention and resolution of reclamations on the part of the previous ones or of managing.
RESPONSIBILITY FOR THE SECURITY OF OTHER PEOPLE:
Possibly the negligences in supervision of the tasks can mean a risk in the security of other people.
APPROACH AND TAKING OF DECISIONS:
He will assume the responsibility of the position since the same one will allow him to be unwrapped with own approach guided by programs, budgets and procedures. He will propose or he will look after the correct application of norms, political, laws and specific regulations of the area.
SUPERVISION OF PERSONAL:
He supervises and coordinates employees that execute activities of professional type directly; indirectly he supervises the personnel that carry out the qualified tasks.
MENTAL EFFORT:
Attention for periods prolonged in the troubleshooting and working analysis. The worker is subjected to tension for pressure to even carry out activities in unskilful hours.
Work
Next we will develop the functions that the director of HR and his team will carry out.
Selection, Evaluation and Orientation of Personal
- Recruitment, selection and evaluation of personal.
- Analysis of the requirements of workstation, determination of critical factors in the development of the work, design and application of instruments and techniques of evaluation.
- Observation of the work and interview with supervisors and workers leave the determination of physical, mental requirements, of formation and others. Employment search, planning and development of careers.
- Work for the acquisition of personal, for the quantitative improvement of the human resources, from the point of view of the company or public or private organization and from the individual's point of view as for to improve and to guide their qualification and suitability.
Formation and Development of the Personnel
- Analysis of formative necessities, design and impartation of programs and Normative stocks.
- Evaluation of normative stocks,
- Reduction of accidents, absenteeism, organization of the programs of formation, direction and implementation of programs of qualitative improvement of the Human Resources.
- Position, address, administration and execution of plans for the qualitative improvement of the human resources through the systematizing of normative stocks and qualification programs in the organization.
Condition working and Health
- Health, Hygiene and Prevention of Labor Risks .
- Ergonomics, improves of the working conditions; security and hygiene in the work.
Organization and development of Human Resources
- Organization, structures and working processes;
- Formal and informal interpersonal communication; analysis of necessities in the work; development of careers.
- Climate and labour satisfaction; insole restructurings and departmentalizations.
- Analysis and classification of positions; analysis and description of workstations.
- Valuation of workstations.
- Recompensing systems.
- Formation.
- Resolution of individual problems with labour incidence, evaluation of the acting, conflict and negotiation;
Direction and Management
- Advice to the Direction on Social Police, Personal, Working Conditions and Labour Health.
- Organizational development; direct managerial Responsibility, Direction and Administration of organizational units in the company’s work, advice to the Direction.
注：获得国际高级人力资源管理师IPMA-CP的优先考虑。 |
