1. Personnel Management
(1)To establish and boost the progress of organization chart, key process manual and post description manual of the head office and secondary teams;
(2)To collect, analyze and issue HR data of the head office and secondary teams;
(3)To feedback, deal with and track personnel problems of the head office and secondary teams.
2. Employee Relationship Management
(1)Entry, becoming regular, reassignment and dismission management; (2)Signing and renewal of labor contract; (3)Archives management.
3. Management of Head Office Employees in Probation Period
4.Management of Current HR System and Process
(1)System documents management(drafting, amendment, archiving and abolishment )
(2)Process Management(drafting, amendment, archiving and abolishment ).
5.Management of Personnel Attendance Data
(1)Daily attendance management（recording data of punching in, punching out and overtime work)
(2)Review and count of asking for leave.
6. Application and Arrangement of Employee Welfare
7.Employee Satisfaction Management and Subsequent Handling and Tracing
8. Daily Admin Affairs Management
-1. To Build and Optimize Salary and Welfare System (1)To develop performance incentive system for the head office and secondary teams; (2)To develop salary system for the head office and secondary teams; (3)To develop welfare system for the head office and secondary teams; (4)To revise and optimize salary and welfare systems; (5)To develop detailed rules for the implementation of salary and welfare systems.
- 2.To Calculate and Analyze Salary and Welfare (1)To calculate salary, welfare and bonus of the head office employees;
(2)To statistically treat and analyze all salary statements and reports so as to control labor cost and put forward suggestions for improvement. -3.Comprehensive Salary Counseling (1)In charge of interior and exterior salary investigation and analysis of salary data to put forward suggestions for salary adjustment;
(2)To train employees in laws and regulations about salary, and solve questionsconcerning salary.
-4. Salary Counseling to Secondary Teams (1)To train secondary team in salary theories comprehensively; (2)To introduce salary calculating tools and methods, and to improve employees’ skills to use.
-5.To Establish Head Office Performance Management System (1) To establish performance assessment criteria for main departments and posts of the head office;
(2)To establish matched performance management system and rules for implementation; (3)To manage and control performance process and related key points.
-6.To Drive the Performance Management Work of the Head Office (1)To assist all departments to put performance management into practice through training, publicity, supervision, inspection and other steps;
(2)To make continuous and effective communication with all departments and coordinate with others so as to ensure the performance management work can proceed well; (3)To collect, feedback and record the performance information of employees to carry out performance assessment; (4)To assist all departments to conduct performance counseling,to collect objections and complaints raised by employees, and give assistance to deal with them.
-7. To Optimize Secondary Performance Management System (1)To establish performance assessment criteria for secondary key posts; (2)To improve secondary performance management system and optimize workflow.
-8.To Organize and Develop Secondary Performance Management Work (1)To Organize and implement performance plan so as to ensure the clearness of performance indicators and tasks; (2)To organize and develop the tracking work of weekly performance; (3)To take charge of making and analyzing monthly performance reports; (4) To organize and develop performance assessment and implement the result of performance assessment effectively.
1.Recruitment Management (1) To establish standards, procedures and systems of recruitment and interview; (2) To establish annual recruitment demand plan; (3) To check and review applications and recruitment procedure; (4) To develop and maintain recruitment channel(by methods of school recruitment, online recruitment, job fairs and so on ); (5) To promote methods of recruitment and interview(interview question bank, interview methods and interviewer training); (6)To analyze and optimize the effect of recruitment channels.
2.Training Management (1) To establish and optimize training system; (2) To dig into training demand and key points; (3) To design and implement training projects (in 5 series: senior executive, middle level, backup, discipline and newbies );
3.Recruitment Implementation (1) To count recruitment data(demand gathering, recruitment schedule, recruitment expense, availability rate and survival rate); (2) To maintain information about recruitment channel and coordinate time(information issue and update of external online recruitment and internal network platform recruitment, time arrangement of school recruitment and job fairs);(3) Resumes selection and interview schedule; (4) Subsequent arrangement after interview;(5)Recruitment expense reimbursement.
4.Traning Implementation (1)Training implementation(coordination and arrangement of time, place, staff, material, accommodation and traffic); (2)Training record, data statistics, and expense reimbursement (name list, expense, assessment result and training test result); (3)Establishment of staff records(records and performance at all junctures after entry).
Vivo Pakistan started its Operations in the Country in 2017 and is Head Quartered in Lahore. Vivo is the 5th Largest Smart Phone Brand in the World. Vivo is a global company that specializes in Mobile Internet products and services. It serves a wide range of markets including China, India, Southeast ...Read More