Work experience (case i)
Working hours: 2015-11 - present
Name of company: cvi interact ltd. Department: 岗位 position: assistant general manager and pay performance manager
Job description:
Work of assistant general manager:
1) assisting in the formulation of corporate development strategies at the decision-making level, responsible for short- and long-term corporate decision-making and strategies in functional areas, with important implications for the achievement of medium- and long-term corporate objectives
2. To promote the optimization and improvement of the corporate organization system in the light of the company's operations, to establish sound management mechanisms, to optimize the existing workforce and to enhance the overall capacity of the company's operating teams
3) to provide advice to companies at the decision-making level in terms of human resources, organization, etc., and to work to improve the level of integrated corporate management and control human resource costs
4) to promote team-building in the company as a whole, with an effective recruitment system, a staff development system, a mobility and promotion system and optimal integration of the existing workforce
5) the establishment and improvement of a corporate training development system, the systematic and targeted training of staff, the introduction of new management concepts and working methods, and the overall enhancement of the normative and working capacities of the existing workforce
6) establish a comprehensive performance appraisal system that integrates the characteristics of company operations and controls, achieves an effective incentive orientation, stimulates the creativity and dynamism of the workforce and ensures its long-term stable development
(7) to refine and summarize the cultural philosophy of the company in the context of its brand-building and development strategy and to organize a variety of entrepreneurial cultural activities
8) coordinating the company's various interpersonal and work disputes, establishing sound and effective communication and interaction mechanisms and promoting intersectoral collaboration and coordination。
Pay performance module:
1) responsible for the establishment and improvement of the remuneration benefit management system, the development of a remuneration management system, the salary and sales adjustment for interns, the application of the broadband pay system, the completion of the cost analysis of the related remuneration benefits, the production of statements for reference by management, the study of external pay, the development of programmes and policies for pay benefit plans, the provision of advice to management on relevant programmes, the development of operational guidelines for the implementation of various remuneration benefit projects and plans, the identification and assessment of possible non-compliance risks in the implementation of remuneration benefits, the proposal of solutions, ensuring that companies ' remuneration benefits work in accordance with national and local laws and regulations, participation in various remuneration benefit-related projects such as annual remuneration market research, audit of remuneration benefits, etc.
2) responsible for establishing and improving the company's performance management system, introducing kpi and pbc, with a 100 per cent penetration rate for the sales team; completing quarterly, annual performance appraisals, making recommendations for improvement in response to differences in appraisals, and communicating feedback with heads of departments; responsible for completing the accounting for performance bonuses, the issuance of individual income tax, etc.
3) is responsible for reviewing the monthly social insurance of employees, accounting for the provident fund, contributions, etc., and for adjusting the annual social security and pension base and auditing the social security of project companies。
Work experience (case ii)
Working hours: 2002-04 - 2009-02
Name of company: cvn network technology ltd
Job description:
Job description: responsible for:
1. The formulation of the objectives of the performance appraisal of the sector, the measures and methods adopted, the appropriateness of communicating above and below the measures and methods used to achieve that objective, the need for overhaul, and the award and sanction of the completed persons upon completion of the objectives. (a) monthly cycle
2. Administration of remuneration: statistics on staff time and attendance, leave, hours worked, time and hourly scales for all employees
3. New and different types of social insurance for employees (old age, health insurance, industrial injury, unemployment, maternity). (a) the employee leaves the service, helps him/her with pension insurance, transfers from health insurance, unemployment benefits, accidents at work, accompanying him/her to a municipal hospital, processing claims and receiving compensation
4. Management of personnel files (including electronic slots) for company employees, recruitment, induction training, reassignment, separation, etc.
5. Drafting, formulation, promotion and implementation of personnel rules and regulations
Control and oversight of administrative costs
7. Responsible for the quality certification of iso 9001 and cc and for obtaining the internal auditor certification。
Work experience (case iii)
Working hours: 2013-07 - 2015-04
Company name: cv recruitment consultant ltd. Department: human resources centre
Job description:
Human resources and integrated management:
1. Organization of the preparation of provisional regulations on the allocation of responsibilities and responsibilities for the management of companies ' operations, based on the model of group and property block control (group control model) and the model of corporate control of property block headquarters and areas (mother and subsidiary control model)
2. Organization of organizational structures and placement programmes for companies at headquarters and in the regions based on group and parent-subsidiary models
3. To develop, revise and improve human resources management systems and human resources workflows, in accordance with the provisional rules for the allocation of managerial responsibilities and responsibilities of companies
Remuneration management:
1. Collecting and collating market pay data and company pay data to understand the current state of corporate pay levels
2. Organization of job value assessments under the practical and placement programmes for the development of companies, and determination of job value sequences
3. Defining the overall remuneration structure of the company according to the rank of the post and the value of the post
4. Establishment of a corporate payroll system based on the positioning of corporate pay levels and internal pay strategies, combining internal and external data
5. The development of procedures, processes, etc., relating to employee remuneration, salary variations, adjustment, etc., and the development of a corporate remuneration management system
Monthly accounting for remuneration and benefits, supervision and inspection of the implementation of the pay and benefits system of regional companies。
Performance management:
1. The development of a corporate performance management system based on the actual development of the company, the revision and refinement of the performance appraisal system for the initial period of the company's operation
2. Organize the development of an annual business plan for the company, based on a corporate performance management system, and establish annual statements of responsibility for the sector's objectives
3. Organize the implementation of the establishment of the kpi indicators and the adjustment and identification of the target values, weights, points, etc., according to job duties and work processes, and establish the kpi indicator system
4. Organization of the break-up of the implementation of the company's annual operating objectives and the collection, aggregation, auditing and feedback of the quarterly work plan
5. Collection and validation of performance appraisal data, statistics and reporting of performance appraisal results
6 statistics and feedback on performance appraisal results, determination of performance appraisal factors and related application
7. Revise and improve performance management systems and processes based on performance system implementation。
Work experience (case iv)
Working hours: 2014-08 - to date
Name of company: cvi information technology ltd
Job description:
1. Responsible for the construction of the system of remuneration benefits for company employees, the revision of relevant management systems and practices, the development and introduction of payroll accounting and payment systems, systems such as the management of the five-risk lump sum scheme, annuity rules, supplementary health insurance implementation programmes, and the design of job business processes, control points and risk points
2. Responsible for the accounting and distribution of employees'salaries, performance awards and annual bonuses, as well as tax preparation, day-to-day remuneration management and the consolidation of monthly payment arrangements with taxation
3. Responsible for the operations related to the five-risk-one-year insurance of company employees. Multi-family representation, contribution accounting, validation and day-to-day interface, combined with personnel agency recruitment for off-site personnel reception services。
Responsible for managing the company's annuities. Annuity establishment phase: lead the completion of work that includes the development of annuity programmes, the revision of calculations, special incentive arrangements, the validation of internal organizational procedures, the filing of programme approvals, the payment of annuity accounts, etc., and the coordination of parties, the advancement of phases, and the timely establishment of the corporate annuity scheme. Day-to-day management of the annuities: day-to-day contributions to the recipient institution, feedback on account management and investment management, development of annuities management rules, fine-tuning of related work processes and forms, treatment simulation distribution and measurement, and overall financial control of the annuities account
5. Responsible for the implementation and improvement of the company's supplementary health insurance plan. (a) develop differentiated, multi-level implementation programmes in conjunction with the motivational orientation of company personnel, contact with trustees, demand research, type and amount of security design, differentiated design of programmes, premium measurement, establishment of a corporate health line platform for corporate employees, payment matching and resolution of related special problems
6. Responsible for annual budget and control of company labour costs. The preparation of the company's gross wage and labour cost budget, statistical monitoring of the implementation of total wages and labour costs, historical review and current statistical analysis of personnel in sectors of exceptional focus, with a view to providing feedback on the relevant control recommendations and increasing the relevance of recruitment, performance communication, salary change management and personnel movements。
7. Participating companies ' performance tracking and regular personnel counts, establishing and maintaining company talent mapping desk accounts, and creating company personnel performance tracking desk accounts。
Quarterly and annual performance appraisals of company functionaries, participation in new business performance studies, staffing studies, etc., and development of programmes to establish and improve the pay benefits and performance management practices of molecular companies, taking into account corporate regulatory needs
In the construction of the company e-hr system, the work related to the alignment of the work systems for which it is responsible, the identification of the programme for the system, the debugging of functions and the up-line
10. Coordination of compliance documentation for company listing, internal control audit, disclosure of company annual reports, availability of data and writing of annual reports of work and external audit-related data。
