How do small and medium-sized education and training institutions establish a human resource management system?

Dear colleagues in education and training, hello everyone!

  At the beginning of the Education, Training and Personnel Bureau, we will discuss how small and medium-sized education and training institutions can establish a human resource management system?

  01 Content of human resource management system

  The human resource management system generally includes six modules: human resource planning, recruitment allocation, training and development, compensation and benefits, performance management, and employee relations.

  In most small and medium-sized organizations, recruitment, training and compensation are often 80% of human resources work, especially recruitment.

  In the absence of a plan and plan, basically complete the training content that the superiors consider important；

  What about the salary? It's the salary.

  02the current situation of human resource management in small and medium-sized education and training institutions

  The status quo of human resource management in most small and medium-sized education and training institutions is as follows：

  1. There is no human resource management system and no human resource personnel；

  2. There is no management system and full-time personnel, and the boss, principal or manager shall serve concurrently.；

  3. There are full-time personnel, but there is no complete human resource management system, and the work is limited to daily affairs.；

  4. There is a basic human resource framework, but the focus is wrong and the system is not systematic enough.；

  5. A basically perfect human resource system cannot give power to business departments.

  The above five situations are problems in the human resource management of most institutions.

  So, how should small and medium-sized institutions establish a human resource system?

  The process of establishing a human resource system for small and medium-sized education and training institutions

  1-Evaluate the current situation of human resources

  The person in charge of a small or medium-sized organization needs to evaluate the situation and data of the organization itself to determine the basic framework of the human resource system.

  Main evaluation indicators：

  Employee structure, quantity, education, age, salary, per capita output value, human resource expense rate, etc.

  2-Establish a human resource management framework

  At present, the human resource management model commonly used in enterprises is divided according to job functions, but this model requires the establishment of teams and professional skills as support. However, most small and medium-sized education and training institutions do not have such conditions in the early stages of development, but they must establish a human resource management system. It is recommended that small and medium-sized education and training institutions take employees as the main line and establish a management framework: selection, education, and retention.

  3-Determine the content and responsibilities of human resource management

  -Recruitment, interview, entry——

  -Staff training, induction, and correction——

  -Employee salary, assessment, communication——

  -Employee benefits, incentives, and promotions——

  4-Form a human resource management team

  In the process of development, small and medium-sized institutions have set up full-time human resources teams based on the growth of the number of employees/students. 20 employees/200 students are not allowed to set up full-time staff; the number of employees is 20-60, and the number of full-time staff is allocated; the number of employees; 60-130 can be configured with 2 full-time staff……

  For small and medium-sized organizations, the top management is the first responsible person for human resource management and is responsible for human resource management.

  Taking the 80-person organization as an example, analyze the human resource management system and division of responsibilities：

  -Manpower planning, system, and preparation-Principal (part-time)

  -Recruitment specialist

  -Staff training, assessment, communication, motivation-Department head (part-time)

  -Employee wages, benefits, files, contracts-personnel Specialist

  Postscript：

  There is no standard answer for whether small and medium-sized education and training institutions establish a human resources department, and it needs to be determined according to the different circumstances of each institution. However, it is certain that even without a human resources department, a human resource management system needs to be established to cultivate managers' human resource management skills to ensure the healthy development of the organization.