Human resource simulation teaching experiment software planning book

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Human resource simulation teaching experiment software planning book
Game type: single role or multi-role / management type, a total of 26 experiments, more than 30 levels.
The software involves work:
1. Professional content
2. Text planning
3. Programming
Design difficulties:
1. Limitations: selection, judgment, calculation
2. Breakthrough: table design, case analysis
Virtual company:
This game is set to be conducted within a certain company. The game will show a complete and detailed company environment, including buildings, institutions, and characters.
building:
Fake 3D modeling at an angle of 45 degrees, such as a scene like "Simulation City 2000", but the proportion should be larger, drawn by hand, and you can see the real scene types such as buildings. In terms of operation, if you can use the mouse to click on buildings or characters for general movement, it will be very convenient for players.
mechanism:
Government administrative agencies, commercial organizations, financial institutions, service industries, and corporate departments.
company background
1. Company name: (named by the student)
2. Nature of the enterprise: state-owned enterprise, private enterprise, foreign enterprise
3. Industry
4. Years of establishment
5. Registration location
6. Registered capital
7. Total assets
8. Business scope (hope to have a background template)
9. Department setting: administration department (office), human resources department, finance department, production department, marketing department, R & D department, customer department affairs department
Note: Students can fill in here (the student's ideal work unit), but some projects require the system to provide categories for students to choose
character:
A: XXXX, 21 years old, a vocational graduate of a college's human resources management major, applied to XXXX Limited as a human resources specialist. The role name and college can allow students to register themselves, and then the system will prompt with the role name, asking A to complete each experiment
B: Brother or sister, if the student's registered gender is male, it will be the sister; otherwise, it will be the brother. Age: 32 years old, the school's first human resources major graduate, and also a student of Professor Xu, is currently the manager of a human resources department of a multinational company, and a senior industry veteran. When A encounters general problems, he can ask for help
C: Professor Xu, a professor in the school where the student is located, a human resources expert with rich theoretical literacy and practical experience, and also the instructor of A. When A encounters difficult problems, you can ask the teacher for advice
D: General manager, general manager of A's company, male, 36 years old, graduated from a famous university in his early years
E: Manager of the human resources department, graduated from the master's degree in human resources management of RM University, and came to XXX Co., Ltd. three years ago. He is familiar with the way of human resource management and the development history and general style of XXX Co.
Department managers
Applicants
Scene (Note: It is required to make a three-dimensional picture here):
Access control
Front desk
Company offices
bathroom
staff canteen
teahouse
Cafe
Talent Market
Labor Bureau
Props
Office desk (boss chair, manager chair, employee chair)
Desktop
laptop
signing pen
notebook
air conditioning
humidifier
flowers
Calculator
Safe
Filing cabinet
hanger
Newspaper stand
Note: Here you can allow students to configure each department according to the imagination at the beginning of the game, and give students the experience value according to the distribution
Game character score setting angle:
Experience
wage
position
Office environment
Independent office
Office supplies configuration
Car
Buy a house
charm
Manager tips: so that students can consolidate their knowledge after each experiment.
Set up a resource library: provide various forms and model templates.
Set up a legal library: provide various laws and regulations related to human resource management
experiment one:
Name: Write resume
Note: Here is also a registration, role selection (job search intention): human resources planning specialist, recruitment specialist, staffing specialist, training specialist, performance specialist, compensation specialist, labor relations specialist. After registration, the system automatically judges the completeness of its resume. (How the computer judges whether a consensus is reached) After the student registers, it can be submitted and then judged by the teacher.
Choose a school (ie the school where the student is)
Fill in the username and password
Personal information: name, gender, date of birth, place of origin, ethnicity
Educational experience:
practical experience:
Training certificate:
personal strength:
Others:
salary requirement:
Reference answer:
Resume (for graduates' reference)
Resume personal profile:

Career Objective; ________________
Name: ________________ Gender: ________
Year of birth: ____year__month__dayHealth status: ___________
Graduated from: _______________ Major: ____________________
Email: _______________ Page: ____________________
contact number: _______________
Mailing address: _______________ Postcode: ____________________
Education background:

____ year-- ____year___________ University __________ major (please increase or decrease according to individual circumstances)
major:

________________________________________________ (Note: If you need detailed transcripts, please contact me)
Paper status:

____________________________________________________ (Note: Please indicate whether it has been published)
English language proficiency:

* Basic skills: listening, speaking, reading and writing skills * Standard tests: national grade four and six; TOEFL; GRE ...

computer skill:

Programming, operating application systems, networks, databases ... (please increase or decrease according to personal circumstances)
Awards:

________________, ________________, ________________ (please increase or decrease according to personal circumstances)
practise and intern:

____ year__month-- ____ year__month _________ company __________ work ____ year__month-- ____year__month_________company__________work (please depend on individual circumstances (Add or subtract as appropriate)
work experience:

____ year__month-- ____year__month_________Company__________work (please increase or decrease according to personal circumstances)
Personality characteristics:

___________________________________ (Please describe your personality, work attitude, self-evaluation, etc.)
another:
(If you have anything else to write, please fill in here!)
* Postscript: (please write down your hopes or summarize a refined sentence of this resume!)
For example: I believe your trust and my strength will bring us common success! Or hope that I can contribute to your company!
Resume: Staff
----------------------------------------content--------- ------------------------------
Name: XXX
Gender: Female Ethnicity: Chinese Politics Face: League Member Education: College Major: Public Relations and Secretarial Graduation Institution: Nankai University Chinese Department Courses: Secretarial Studies, Secretarial Writing, PR Practice, Negotiation, Interpersonal Psychology, Public Relations, PR Language , Applied writing, political economy, philosophy, foreign cultural history, archive management, Chinese cultural history, etc.
Another: self-study Xu Guozhang English one to four volumes. He is currently studying for a bachelor degree in administrative management and a second degree in English. And I have a driving license. I have four years of practical experience working in a large enterprise of international standards.

work experience:

* May 1995 --- 1997 XX company's front office receptionist and front desk management work, and was well received by superior supervisors and colleagues * 1997 --- 1999 XX company's personnel department staff relations head for new employees In-plant training, daily briefing, management and coordination of all employees ’welfare undertakings, input, maintenance, changes and inquiries of the established basic information database of all employees, feedback to the superior department on time to the work of the personnel department, management and supervision of employee applications Procedures and the handling of various procedures Organization, preparation, presiding over various large-scale activities * In early 1999, the head of the XX company ’s personnel department supervised and managed the overall employee services and various activities of the employee welfare committee. ： Salary and welfare, training, etc. report the overall work situation to the superior on time and formulate a work plan, supervise and manage the communication between the personnel department and all employees.

Working in a large enterprise has taught me a lot of knowledge and management skills that the school does not have. I use the Wubi font Chinese input speed 80 to 90 words per minute; English listening, speaking, reading and writing skills reach level 4 (currently undergraduate education in administrative management); better at social activities, more Experience in organizing various literary and art activities; able to skillfully use the various functions of Microsoft Office (such as: Word, Excel, Exchange, PhotoEditer, Powerpoint, Frontpage, Ulead Iphoto Express, etc.) for efficient office daily work; foreign companies with several years of experience work experience. I work seriously, be responsible and meticulous, and have a strong sense of responsibility and aggressiveness.

hobby:

He is the backbone of the company's literature and art. He has twice served as the host of the year-end celebration party, fashion show (as a member of the company's fashion team, and has performed several times within the company), etc., and also likes singing and skating.

Personality:

Moderate, humble, self-disciplined, confident.

Email Address:

Another: The most important thing is ability, I believe your company will feel that I am a very suitable candidate for this position!

Thanks a lot!
Resume: Human Resources Assistant
----------------------------------------content--------- ------------------------------
Personal Profile Name: XXX Gender: Female Ethnicity: Chinese Political Face: Mass Education (degree): Undergraduate Major: Economic Information Management Contact Phone Mobile Address: No. 10, XX Street, Dongcheng District, Beijing Postcode: 100007
Email Address: Pager education background Graduation institutions: Liaoning University 1994.9-1997.7 Bachelor of Money Banking Other: Other training situation * Proficient in using Word, Excel, Power Point, E-mail software and other office equipment * English passed the national level 6 exam , Proficient in listening, speaking, reading and writing * Mastering certain financial knowledge Work experience * 1999.4 --- present XX foreign company human resources department director personal assistant assists the director management department daily business / assists the director to formulate the department budget, and supervises the budget implementation / assists the director Recruitment of middle and senior management talents / management director's office through various channels Home, and exercised good communication skills, cultivated good business management capabilities.

Personal profile Having excellent talents is the premise and guarantee for the sustainable development of the enterprise, so the management of human resources also has a very important position in the system management of the enterprise. After a period of work in the human resources department, I have a certain understanding of the procedures and management methods of human resources work. I am cheerful, hard-working, hard-working, and dare to face challenges and enjoy challenging work.

I am cheerful, humble, self-disciplined, and confident (according to my situation).

Another: The most important thing is ability, I believe your company will feel that I am the right person for this position!

Looking forward to an interview with you!
How to write a good resume? (Basic knowledge and skills for job search)
Before writing your resume, you have to think about it from the perspective of the employer: what is the purpose of paying salaries every month to hire employees? After understanding this problem, writing resumes can be targeted.
A qualified resume should be accurate, complete, clear, concise, and concise. It must not be sloppy or overly simple.
First, typos should be eliminated on your resume. If the employer finds a typo on your resume, you will be eliminated immediately without any chance. Typos on your resume are fatal mistakes for job seekers.
In general, a resume should be one or two pages in length. Busy personnel supervisors are often impatient with resumes longer than two pages. When drafting a resume, the first draft can be longer, write all the relevant content, and then delete it, carefully scrutinize each word and each piece of content, leave some useful content, and express it in the most concise language.
When writing resumes, the principle of advancing strengths and avoiding weaknesses should be adopted. The contents of your resume should be realistic and never fictitious. But this does not mean that you have to write everything about you on your resume. The main role of the resume is to let the employer understand your qualifications for a certain job, so the content that is not related to yourself can not appear on the resume. For example, if you post photos, you should consider the job requirements and your own conditions to make appropriate arrangements. Some jobs, such as public relations and secretaries, pay more attention to appearance, and generally photos should be posted; some jobs, such as scientific research and design, do not pay much attention to appearance, generally you can not post photos; however, if you do have beautiful facial features 3. It ’s better not to be buried, and you should post your recent photos on your resume.
The role of the resume is to promote yourself, express yourself, what are your specialties, try to show it on your resume, and let the employer discover your value. Do n’t be too humble and embarrassed to present your strengths and achievements to others. If you don't make it clear what you can do, then who will know that you are a useful person? Therefore, on your resume, you should not only list the work you have done, but also emphasize the skills you can do for a certain job and the achievements and certificates you have achieved.
The overall image of your resume will affect how employers think about you. Therefore, you should pay attention to the format of your resume to make it look very comfortable. The layout of the resume should be reasonable, the expression form should be simple and elegant, and the language expression should be simple and concise. Show your honesty and cleanliness.
Experiment two:
Name: Division of Human Resources Responsibilities
Note: After registration, the interface displays: Welcome to the human resources department of a certain company! (The company name is automatically formed by the system based on the name registered in front of the student) The company provides you with 7 positions of human resources, each position will be You are faced with some challenging work. I hope that you can play this "18" Luohan formation like a disciple of Shaolin Temple, pass all the way, successfully complete the test of each position, and become an outstanding human resources professional. You can choose any position to start your professional journey!
Start
After clicking, the system pops up the following:
Human Resources Planning Specialist
Human Resources Recruiter
Human Resources Allocation Specialist
Training Specialist
Performance Evaluation Specialist
Salary Management Specialist
Labor Relations Commissioner
When the student clicks on any position, the system will pop up the following content, allowing the student to accurately select the duties of the position. If the selection is all correct, the following experiment can be conducted; if the selection is wrong, the experiment cannot be continued. The choice of responsibility is wrong, do you want to choose again? Give the student three opportunities. If there are three errors in the selection, the system will ask the student to re-select the job channel. Before each re-selection, the system automatically disrupts the order of responsibilities, and prompts the last selection according to the needs of students, so that students can compare. Put "ν" after the correct duty
(1) Investigate various existing human resource supply and vacancies in the organization
(2) Analyze the flow of human resources in the organization
(3) Forecast and plan the future human resources supply of the organization
(4) Anticipate and plan the organization's future demand for human resources
(5) Formulate policies and measures to address human resource needs
(6) Formulate policies and measures to resolve surplus human resources
(7) Review and evaluation of human resource planning
(8) Determine the type of personnel recruitment, number of recruitment, recruitment tools and recruitment progress
(9) Post job advertisements
(10) Accept application information
(11) Organize interviews, conduct selection and recruitment
(12) Evaluation of recruitment results. Improve recruitment
(13) Establish employee profiles
(14) Responsible for employees' daily labor discipline and attendance management
(15) Responsible for the promotion, transfer, rotation, demotion and other procedures of employees
(16) Regulations on the organization and deployment of authors
(17) Preparation of employee codes and codes of conduct
(18) Prepare regulations for employee registration, trial and recruitment
(19) Design, distribute, recycle training demand questionnaire and analyze it
(20) Interview with the heads of various departments of the enterprise on training needs and make a summary
(21) Draft training plan. Including training time, location, teachers, content, objects and inputs, etc.
(22) Implement comprehensive training plan
(23) Supervise, guide and assist various business departments in implementing business training
(24) Conduct an evaluation of the training effect and make an evaluation report
(25) Perform daily maintenance and improvement of the training system
(26) According to the plan, help to formulate the career development plan for the employees of the enterprise
(27) Determine the positions and items to be assessed
(28) Formulate assessment standards and choose assessment methods
(29) Follow-up inspection, timely collection of assessment information, and record and archive
(30) Assess the assessment level and feedback the assessment opinions
(31) Formulate and implement a performance improvement plan, and use the assessment results as the basis for promotion and salary increase
(32) Determine the corporate salary system
(33) Determine the total salary of the enterprise
(34) Identify all positions of the enterprise and list the positions
(35) Sort the various positions and determine the level of the positions
(36) Evaluate individual functions according to different factors, and determine individual grades according to points or points
(37) Determine wage multiples and wage differentials
(39) Preparation of employee payroll
(40) Dealing with employees' social insurance, social welfare and safety and health matters
(41) Labor contract operation: including the drafting of labor contract implementation measures, the drafting of labor contracts and various special agreements, the drafting of labor contract changes, the formulation of termination and termination labor contract notifications, the termination and termination labor contract notification Book delivery
(42) Collective contract operation: including participating in collective negotiation activities as the representative of the employer in collective consultation, preparing draft collective contract, and submitting draft collective contract
(43) Participate in the handling of labor disputes: including participating in labor dispute mediation as the employer ’s representative in the labor dispute mediation committee, and participating in labor dispute arbitration and litigation activities as the employer ’s agent
correct answer:
The main responsibilities of the human resources planning specialist:
(1) Investigate various existing human resource supply and vacancies in the organization;
(2) Analyze the flow of human resources within the organization;
(3) Forecast and plan the future human resources supply of the organization;
(4) Anticipate and plan the organization's future demand for human resources;
(5) Formulate policies and measures to address human resource needs;
(6) Formulate policies and measures to solve the surplus of human resources;
(7) Review and evaluate human resource planning.
The main responsibilities of human resources recruitment specialist:
(1) Determine the type of personnel recruitment, number of recruitment, recruitment tools and recruitment progress;
(2) Publish job advertisements;
(3) Accept application information;
(4) Organize interviews, conduct selection and recruitment;
(5) Evaluation of recruitment results. Improve recruitment.
The main responsibilities of the human resources allocation specialist:
(1) Establish employee files;
(2) Responsible for employees' daily labor discipline and attendance management;
(3) Responsible for the promotion, transfer, rotation, demotion and other procedures of employees;
(4) Regulations on the organization and deployment of authors;
(5) Prepare employee codes and codes of conduct;
(6) Prepare regulations for employee registration, trial and employment.
The main duties of the training specialist:
(1) Design, distribute, recycle training demand questionnaire and analyze it;
(2) Interview with the heads of various departments of the enterprise on the training needs and make a summary;
(3) Draft training plan. Including training time, location, teachers, content, objects and inputs, etc .;
(4) Implement comprehensive training plan;
(5) Supervise, guide and assist various business departments in implementing business training;
(6) Conduct an evaluation of the training effect and make an evaluation report;
(7) Perform daily maintenance and improvement of the training system;
(8) According to the plan, help to formulate the career development plan for the employees of the enterprise.
The main responsibilities of the performance appraisal specialist:
(1) Determine the positions and items to be assessed;
(2) Formulate assessment standards and choose assessment methods;
(3) Follow-up inspection, timely collection of assessment information, and record and archive;
(4) Assessment level. Feedback assessment opinions:
(5) Formulate and implement the performance improvement plan. And use the assessment results as the basis for promotion and salary increase.
The main responsibilities of the salary management specialist:
(1) Determine the corporate salary system;
(2) Determine the total salary of the enterprise;
(3) Clarify all positions of the enterprise and list the positions;
(4) Sort the various positions and determine the level of the positions;
(5) Evaluate individual functions according to different factors, and determine individual grades according to scores or points;
(6) Determine the wage multiple and wage differential;
(7) Preparation of employee salary slips;
(8) Handle the affairs of employees' social insurance, social welfare and safety and health.
The main duties of the Labor Relations Commissioner:
(1) Labor contract operation: including the drafting of labor contract implementation measures, the drafting of labor contracts and various special agreements, the drafting of labor contract changes, the formulation of termination and termination labor contract notifications, the termination and termination labor contract notification Book delivery
(2) Collective contract operation: including participating in collective negotiation activities as the representative of the employer in collective consultation, preparing draft collective contract, and submitting draft collective contract:
(3) Participate in the handling of labor disputes: including participating in labor dispute mediation as the employer ’s representative in the labor dispute mediation committee, and participating in labor dispute arbitration and litigation activities as the employer ’s agent
Experiment 3:
Name: Human resources worker quality model
Background: After passing the second experiment, the students enter the real picture of the company. The characters walk to the human resources department. The human resources manager welcomes them. After sitting down, the human resources manager and the characters talk about how to adapt to the human resources management of the company. Diagram of the quality model of the person:
Skill name:
Business skills
Human resource management skills
Comprehensive quality
Content options:
Business insight
Customer orientation
External relations
human resource planing
Recruitment
Staffing
Training management
Career development
Performance appraisal
Salary design
Communicate and coordinate employee relations
Build and promote corporate culture
Interpersonal relationships and influence
Solve the problem
enthusiasm
communication
Stick to principle
trust
correct answer:
Business skills: business insight, customer orientation, external relations
Human resource management skills: human resource planning, recruitment, staffing, training management, career development, performance appraisal, salary design, communication and coordination of employee relations, building and promoting corporate culture
Comprehensive qualities: interpersonal relationships and influence, problem solving, enthusiasm, communication, adherence to principles, trust
Note: Here, the quality and the content included in each quality are disturbed to allow students to choose and match.
Experiment 4:
Name: Organizational Structure Design
Note: After the third experiment, the manager of the human resources department said that the company had to adjust its organizational structure recently, requiring A to collect relevant knowledge, information and cases for his reference. A will review what he has learned, please call the teacher for advice There are five main types of organizational structure, and then the system displays the name of the organizational structure separately, requiring students to draw pictures.
Student: Teacher, what are the organizational charts?
Teacher: There are five main types: linear system, functional system, linear functional system, business unit system, and matrix system.
Please draw the structure charts of various organizational structures according to the requirements of the topic. How to judge whether the organization chart is correct or not. After giving the name, the system will pop up all the frame diagrams, and then drag the box.
Linear system

General manager
Business department
Business department
Business department
Homework group
Homework group
Homework group
Functional system

General manager
Functional department
Functional department
Functional group
Functional group
Business department
Business department
Business department
Homework group
Homework group
Homework group
Linear function

General manager
Functional department
Functional department
Functional group
Functional group
Business department
Business department
Business department
Homework group
Homework group
Homework group
Divisional System

Division 1
Division 2
Division 3
Division 4
Manufacturing
R & D
Sales
General manager
Functional department
Functional department
Matrix system

General manager
Item 1
Item 2
Item 3
Functional Department 1
Functional Department 3
Functional Department 2
Then, A has searched the organization charts of some other companies on the Internet. Please determine the type of organization according to the example of the enterprise given by the title.
Linear function


Linear function
Divisional System
Matrix system
The human resources manager asked A, how is the information research going on, and talked about the development of the organizational structure of a training school affiliated to the company. According to the examples given in the title, let students design the organizational structure at different stages of enterprise development. Experimental method and judgment
Three stages of the development of a training school
Startup phase
School market characteristics
Big market investment
Large amount of consultation
Enrollment is relatively large

Center Principal
Marketing Manager
Academic Manager
Head of Administration
Consultant
Consulting Assistant
teacher
Technical Support

development stage
School characteristics
Enrollment leveled off
Increased regularity of market investment

Center Principal
Marketing Manager
Academic Manager
Teaching Quality Manager
Employment Manager
Administration Manager
head teacher
Academic Commissioner
teacher
Technical Support
Consultant
Consulting Assistant

Daily market communication
Focus on market quality indicators
Mature stage
School characteristics
Word of mouth> Market

Center Principal
Marketing Manager
Academic Manager
Manager of Teaching Quality Management Department
Administration Manager
Consultant
Consulting Assistant
teacher
Technical Support
head teacher
Academic Commissioner
Administrative Commissioner
Marketing Specialist
Employment Manager
Employment Commissioner
accounting
Cashier

Experiment 5:
Name: Traditional Personnel Management and Modern Human Resource Management
Ａ After a few days of work, I was a little confused. At this time, my brother / sister called him, and then the two came to the cafe to talk about the work of human resources. What is the difference in management. Let students judge:
HR management
human resource Management
Options:
Lack of planning to solve local needs
Focus on overall planning
Meet the immediate needs of businesses
Solve immediate employee problems
Meet the long-term strategic needs of enterprises
Low trust (mainly rules and regulations, theory X)
High trust
Personnel department
Full participation
Clerk, Service Department
Planning, counseling and education
Executor, middle level
Decision makers, senior
correct answer:
Item
HR management
human resource Management
Planning
Lack of planning to solve local needs
Focus on overall planning
work goals
Meet the immediate needs of the enterprise
Meet the long-term strategic needs of enterprises
Reason
Low trust (mainly rules and regulations, theory X)
High trust
Executor
Personnel department
Full participation
Departmental functions
Clerk, Service Department
Planning, counseling and education
Location
Executor, middle level
Decision makers, senior
Experiment 6:
Name: Division of Human Resources Manager and Line Manager
A returned to the company, and the manager of the marketing department went to the human resources department to ask for two salesmen. A asked the manager of the marketing department to say the specific requirements. As a result, the manager of the marketing department said, the people in your human resources department think about it, and then turn away When the manager of the human resources department came back, A said the situation just now. The manager of the human resources department told A about the division of labor between the human resources manager and the line manager, so that students can match:
Simply draw the experiment page
Absorbing aspects
Human Resources Manager's Responsibilities
Line manager's responsibilities
Options:
l Formulate the company's overall human resources planning
l Conduct job analysis and prepare job descriptions
l Cooperate with line managers to do recruitment services and provide various legal consultations
l Post job advertisements
l Make job search application form, resume form
l Organize written examinations and assist interviews
l Check background and recommended materials
l Psychological and sexual test of the applicant
l Tissue physical examination
l Publication of employment information
l Provide information about job analysis
l Propose to the human resources department the employment plan of its own department, so that the human resources plan of the department is consistent with the overall strategic plan
l Interview job applicants
l Comprehensive data collected by the human resources department to make the final decision
correct answer:
Responsibilities of Human Resources Manager: 
Formulate the company's overall human resources planning;
Conduct job analysis and prepare job descriptions;
Cooperate with the line manager to do recruitment services and provide various legal consultations:
Post job advertisement
Make job search application form, resume form
Organize written examinations and assist interviews
Check background and recommended information
Psychological and sexual test of applicants
Tissue examination
Recruitment information release
Responsibilities of the line manager: 
Provide relevant information for job analysis;
Propose to the human resources department the employment plan of its own department, so that the human resources plan of the department is consistent with the company's overall strategic plan
Interview job applicants;
Synthesize the data collected by the human resources department to make the final employment decision.
Development aspect
Human Resources Manager ’s Responsibilities
Line manager's responsibilities
Options:
l Formulate the overall enterprise training plan and organize the implementation
l Provide various services for employee training
l Lecturer, venue, equipment, funds, logistics  Conduct overall employee career planning and design of the company
l Training management theories and methods for managers at all levels, especially human resources development and management
l Engaged in human resources management research
l Provide various consulting services
l Develop departmental training plan, provide on-the-job training for employees
l Enrich job methods and promote innovation
l Use various incentive methods to motivate employees to develop themselves
l Timely feedback various job information to employees
l Guide and help employees design their personal development plans
correct answer:
Responsibilities of Human Resources Manager: 
Formulate the overall enterprise training plan and organize implementation;
Provide various services for employee training:
Lecturers, venues, equipment, funds, logistics, and overall employee career planning and design of the enterprise;
Training management theory and methods for managers at all levels, especially human resources development and management;
Engaged in research on enterprise human resource management;
Provide various consulting services.
Responsibilities of the line manager: 
Formulate departmental training plans, conduct on-the-job training for employees, and bring new ones to the old;
Enrich job methods and promote innovation;
Use various incentive methods to motivate employees to develop themselves;
Feedback all kinds of job information to employees in time;
Guide and help employees design their personal development plans
Maintenance
Human Resources Manager ’s Responsibilities
Line manager's responsibilities
Options:
l Develop communication system to ensure smooth communication channels
l Coordinate conflicts between departments and deal with various information in time
l Actively spread corporate culture and enhance employee cohesion
l Regularly investigate employee complaints, establish employee morale investigation system, and take into account the rights of employees and the company
l Maintain the health and safety of employees
l Provide various services for employees and manage employee files
l Terminate labor relations in accordance with labor regulations
l Treat each employee fairly and respect personality
l Actively advocate communication and collaboration among employees
l Timely resolve conflicts between employees
l Listen to employees' complaints and resolve various labor disputes face to face
l Regular morale survey within the department
correct answer:
Responsibilities of Human Resources Manager: 
Formulate a communication system to ensure the smooth flow of communication channels;
Coordinate conflicts between departments and deal with various information in a timely manner;
Actively spread corporate culture and enhance employee cohesion;
Regularly investigate employee complaints, establish employee morale survey system, and take into account the rights of employees and the company;
Maintain the health and safety of employees;
Provide various services for employees and manage employee files;
Dissolve labor relations in accordance with labor regulations
Responsibilities of the line manager: 
Treat every employee fairly and respect personality;
Actively advocate communication and collaboration among employees;
Resolve conflicts among employees in a timely manner;
Listen to employees' complaints and resolve various labor disputes face to face;
Conduct regular morale surveys within the department.
Compensation
Human Resources Manager ’s Responsibilities
Line manager's responsibilities
Options:
l Formulate the company's overall performance assessment methods and systems
l Organize and implement job evaluation
l Formulate a salary and welfare system for the entire company
l Accounting total wages to ensure the ability of the company to pay
l Supervise the performance assessment and the implementation of the salary and welfare system to ensure fairness
l Provide timely assessment indicators to the human resources department
l Directly responsible for the performance appraisal of employees in the department
l Implementation of salary, reward and punishment system and other incentives, and awards according to the size of contributions to ensure fairness
correct answer:
Responsibilities of Human Resources Manager: 
Formulate the company's overall performance assessment methods and systems
Organize and implement job evaluation
Formulate a salary and welfare system for the entire company;
Accounting total wages to ensure the ability of the company to pay
Supervise the performance evaluation and the implementation of the salary and welfare system to ensure fairness;
Responsibilities of the line manager: 
Provide assessment indicators to the human resources department in due course;
Directly responsible for the performance appraisal of employees in this department;
The implementation of wages, reward and punishment systems and other incentives, and awards according to the size of contributions to ensure fairness within the department.
Adjustment aspect
Human Resources Manager ’s Responsibilities
Line manager's responsibilities
Options:
l Establish a scientific competition mechanism and formulate employee adjustment policies
l Review and implement the adjustment decision of the line manager, specifically handle personnel matters such as promotion, transfer, reward and punishment, dismissal, etc.
l Assist the CEO to adjust the line manager
l Reemployment service for laid-off workers
l Provide policy advice and services for retired personnel
l Responsible for the supervision and implementation of labor discipline in this department
l Provide decision-making opinions on promotion, transfer and dismissal to the human resources department
correct answer:
Responsibilities of Human Resources Manager: 
Establish a scientific competition mechanism and formulate employee adjustment policies
The straight line manager adjusts the review and implementation of decision-making, specifically handles personnel matters such as promotion, transfer, rewards and punishments, and dismissal
Assist the CEO to adjust the line manager;
Reemployment services for laid-off workers;
Provide policy advice and services for retired personnel.
Responsibilities of the line manager: 
Responsible for the supervision and implementation of labor discipline in this department
Provide decision-making opinions on promotion, transfer, and dismissal to the human resources department.
Experiment 7:
Name: Work analysis and preparation of work instructions
The human resources manager explained to A that the company is in the stage of rapid development, so the marketing department ’s manager ’s request for employment is representative, but because the company put more energy on the business in the past few years, so The company's overall human resources management foundation is still relatively weak. Our human resources department should take this opportunity to do an analysis of human resources work to formulate work instructions. You will list a work plan.
让学生在游戏中根据工作分析的流程走程序，系统中同时显示各部门及学生在游戏中的角色走到各部门时应该做的工作,让学生按顺序到各部门开展相应的工作。顺序正确，则系统显示对话框，继续让学生选择在此部门应该作的工作，顺序错误，则系统无任何提示，但当学生往下走部门的时候，系统显示不开门或者涉及到的人物不说话。实验界面的设计。
让学生选择所做工作和所需信息
涉及部门或人物：
HR部各部门总经理HR总监直接上级
走到每一个部门时系统显示的对话框中的工作：
企业目标
部门目标
确定职位
确定“职位说明书”中的职位名称
访谈
提供咨询
完成电子版的“职位说明书”
确认部门书写的“职位说明书”是否符合规范
正确答案：
1、HR和各部门根据企业目标与部门目标进行工作分析，确定职位及“职位说明书”中的职位名称
2、HR通过与各部门访谈和提供咨询等形式，协助部门确认“职位说明书”中的内容
3、由该职位的直接上级完成电子版的“职位说明书”
4、HR确认部门书写的“职位说明书”是否符合规范
5、由总经理签字批准
6、HR总监核准签字后，该“职位说明书”正式生效
注:上述内容中标黑体字并带方框的属于应走的部门，标黑体字并带下划线的属于应做的工作
计划通过后人力资源部经理要求Ａ设计一份岗位说明书样例。把岗位说明书的各个部分分解，然后让学生象拼图一样，把其填写完整。如何分解、填写哪些内容
让学生在word里直接制作职位说明书，然后粘贴到系统里提交给老师，由老师进行判断。
参考答案：
人力资源总监
职位名称
人力资源总监
职位代码
所属部门
职 系
职等职级
直属上级
总经理
薪金标准
填写日期
核准人
职位概要:
规划、指导、协调公司的人力资源管理与组织建设，最大限度地开发人力资源，促进公司经营目标的实现和长远发展。
工作内容:
%全面统筹规划公司的人力资源战略；
%建立并完善人力资源管理体系，研究、设计人力资源管理模式（包含招聘、绩效、培训、薪酬及员工发展等体系的全面建设），制定和完善人力资源管理制度；
%向公司高层决策者提供有关人力资源战略、组织建设等方面的建议，并致力于提高公司的综合管理水平;
%塑造、维护、发展和传播企业文化；
%组织制定公司人力资源发展的各种规划，并监督各项计划的实施；
%为公司主管以上的管理者进行职业生涯规划设计；
%及时处理公司管理过程中的重大人力资源问题；
%完成总经理临时交办的各项工作任务。
任职资格:
教育背景:
◆人力资源、管理或相关专业本科以上学历。
培训经历:
◆受过战略管理、战略人力资源管理、组织变革管理、管理能力开发等方面的培训。
经 验:
◆8年以上相关工作经验，3年以上人力资源总监或人力资源部经理工作经验。
技能技巧:
◆对现代企业人力资源管理模式有系统的了解和实践经验积累，对人力资源管理各个职能模块均有较深入的认识，能够指导各个职能模块的工作；
◆具备现代人力资源管理理念和扎实的理论基础；
◆熟悉国家、地区及企业关于合同管理、薪金制度、用人机制、保险福利待遇、培训等方面的法律法规及政策；
◆熟悉办公软件及相关的人事管理软件；
◆较好的英文听、说、读、写能力。
态 度:
◆具有战略、策略化思维，有能力建立、整合不同的工作团队；
◆具有解决复杂问题的能力；
◆很强的计划性和实施执行的能力；
◆很强的激励、沟通、协调、团队领导能力，责任心、事业心强。
工作条件:
工作场所:办公室。
环境状况:舒适。
危险性:基本无危险，无职业病危险。
直接下属 间接下属
晋升方向 轮转岗位
人力资源经理
职位名称
人力资源经理
职位代码
所属部门
人力资源部
职 系
职等职级
直属上级
人力资源总监
薪金标准
填写日期
核准人
职位概要:
协助制定、组织实施公司人力资源战略，建设发展人力资源各项构成体系，最大限度地开发人力资源，为实现公司经营发展战略目标提供人力保障。
工作内容:
%参与制定人力资源战略规划，为重大人事决策提供建议和信息支持；
%组织制定、执行、监督公司人事管理制度；
%协助人力资源总监做好相应的职位说明书，并根据公司职位调整需要进行相应的变更，保证职位说明书与实际相符；
%根据部门人员需求情况，提出内部人员调配方案（包括人员内部调入和调出）， 经上级领导审批后实施，促进人员的优化配置；
%与员工进行积极沟通；
%制定招聘计划、招聘程序，进行初步的面试与筛选，做好各部门间的协调工作等；
%根据公司对绩效管理的要求，制定评价政策，组织实施绩效管理，并对各部门绩效评价过程进行监督控制，及时解决其中出现的问题，使绩效评价体系能够落到实处，并不断完善绩效管理体系；
%制定薪酬政策和晋升政策，组织提薪评审和晋升评审，制定公司福利政策，办理社会保障福利；
%组织员工岗前培训、协助办理培训进修手续；
%配合人力资源总监做好各种职系人员发展体系的建立，做好人员发展的日常管理工作；
%完成人力资源总监交办的其他工作。
任职资格:
教育背景:
◆人力资源、管理或相关专业大学本科以上学历。
培训经历:
◆受过现代人力资源管理技术、劳动法规、财务会计知识和管理能力开发等方面的培训。
经 验:
◆5年以上人力资源管理相关工作经验。
技能技巧:
◆对现代企业人力资源管理模式有系统的了解和实践经验积累，对人力资源战略规划、人才的发现与引进、薪酬设计、绩效考核、岗位培训、福利待遇、公司制度建设、组织与人员调整、员工职业生涯设计等具有丰富的实践经验；
◆对人力资源管理事务性的工作有娴熟的处理技巧，熟悉人事工作流程；
◆熟悉国家、地区及企业关于合同管理、薪金制度、用人机制、保险福利待遇和培训方针；
◆熟练使用办公软件及相关的人事管理软件；
◆较好的英文听、说、读、写能力。
态 度:
◆对人及组织变化敏感，具有很强的沟通、协调和推进能力；
◆高度的敬业精神及高涨的工作激情，能接受高强度的工作，工作态度积极乐观；
◆善于与各类性格的人交往，待人公平。
工作条件:
工作场所:办公室。
环境状况:舒适。
危险性:基本无危险，无职业病危险。
直接下属 间接下属
晋升方向 轮转岗位
人力资源助理
职位名称
人力资源助理
职位代码
所属部门
人力资源部
职 系
职等职级
直属上级
人力资源经理
薪金标准
填写日期
核准人
职位概要:
执行人力资源日常性事务工作，辅助人力资源经理完成人力资源目标规划。
工作内容:
%协助上级执行公司的培训和绩效评价的组织、后勤保障工作，例如收集审核各类表格、表单；
%协助做好招聘与任用的具体事务性工作，包括发放招聘启事、收集和汇总应聘资料、安排面试人员、跟踪落实面试人员的情况等；
%协助计算员工薪资、福利，参与薪酬与福利调查；
%管理员工信息资料及各类人事资料；
%办理人事招聘、人才引进、内部调动、解聘、退休、接纳和转移保险、公积金缴纳的相关手续；
%办理各类职称评定；
%办理劳动年检；
%执行各项公司规章制度，处理员工奖惩事宜。
任职资格:
教育背景:
◆人力资源、劳动经济、心理学、管理学等相关专业本科以上学历。
培训经历:
◆受过现代人力资源管理技术、劳动法律法规等方面的培训。
经 验:
◆2年以上人力资源管理工作经验。
技能技巧:
◆熟悉国家相关法律法规；
◆熟悉人力资源管理各项实务的操作流程；
◆人力资源管理理论基础扎实；
◆熟练使用相关办公软件。
态 度:
◆办事沉稳、细致，思维活跃，有创新精神，良好的团队合作意识；
◆较强的学习能力和责任心，能自我激励，具备较强的独立处理事务的能力。
工作条件:
工作场所:办公室。
环境状况:舒适。
危险性:基本无危险,无职业病危险。
直接下属 间接下属
晋升方向 轮转岗位
实验八：
名称：招聘渠道的选择
公司根据发展需要招聘不同的人，让学生根据所招对象选择相应的渠道，选择正确，系统显示招聘成功，选择错误，系统提示：对不起，这里没有您需要的人。
一、公司下属一酒店要招聘餐厅服务员30人，
二、公司招聘1名副总经理
三、公司招聘2名高级工程师
经理提示：
招聘渠道
main feature
适用对象
不太适用
媒体广告
覆盖面宽 权威性强
时效性强 费用合理
中下级人员
一般职业
中介机构
地域性强
费用不高
中下级人员
热门、高级人员
人才网站
开放互动性强，传播面广，速度快，信誉度存在一定问题
中高级人才、初级专业人员
低级人员
猎头公司
专业服务水平高，费用高
热门、尖端人才
中下级人员
上门招聘
合适人选相对集中
初级专业人员
有经验的人员
熟人推荐
了解情况，有保证作用，但是有人际关系干扰
专业人员
非专业人员
正确答案：
一、媒

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