人力资源管理的英文简历
【简介】感谢网友“oceanbaby”参与投稿，这次小编给大家整理了人力资源管理的英文简历（共15篇），供大家阅读参考，也相信能帮助到您。
篇1：人力资源管理英文简历
人力资源管理英文简历模板
下面这是人力资源管理的简历模板介绍，请看
Sandy Bin 15/F,TOWARD ,BRIGHT CHINA,BUILDING1,BEIJING.
OBJECTIVE
To contribute managerial skills to a challenging position as a recruiter.
SUMMARY OF QUALIFICATIONS
Extensive public relations work,dealing with all levels of employment.
Self-motivated;able to organize,analyze and meet operational deadlines.
Respond well in high-pressure atmosphere.
Capable of handing a diversity of responsibilities simultaneously.
EXPERIENCE
NORMAN DEPARTMENT STORES,New London,CT
Manager of Executive Recruitment,6/87-1/94
Oversaw college recruiting process,annual budget $75,000.Presented campus recruitment workshops;developed internship program.Hired/recruited support and merchandising staff.Organized senior executive involvement.Received award for overall achievement and outstanding performance in Human Resources,3/92.
Department Manager,9/05-6/87
Merchandised childrens clothing and accessories.Analyzed/marketed $2 million inventory.Coordinated inventory control.Trained/developed staff of 15 sales associates in customer services skills and selling techniques.Achieved 20% sales increase over one year period.Chosen manager of the year for excellence in execution of responsibilities,1986.
SEINFELDS Redding,CT
Selling Supervisor Trainee,6/05-8/05
Coordinated merchandising and overall appearance of Mens Department.Evaluated sales data.Controlled inventory and placement of incoming merchandise.Executed price revisions.
EDUCATION
CONNECTICUT COLLEGE,New London,CT
B.A.,Spanish Modified with Government Studies,May
NOTICE
Specific contributions display candidates achievements and problem-solving abilities.
Specific dates of employment (month and year) are ideal for candidates with no gaps in work history.
篇2：人力资源管理英文简历
yjbys
The 23-year-old cantonese
Degree: bachelor's degree
Length of work: fresh graduates
Expected salary: 3000-5000 yuan
Working location: guangzhou - unlimited
Objective: hr specialist/assistant recruitment specialist/assistant | | wages and benefits specialist/assistant | | training specialist/assistant performance appraisal specialist/assistant
Work experience
(working 4 months, doing 1 job)
Shanghai baiyi animation culture communication co., LTD. Guangzhou branch
Working hours: December to April
Position name: hr assistant
Job description: plan and execute projects such as the company's annual meeting, outdoor activities, Christmas activities, etc.
To assist in the recruitment of recruitment, to take charge of the call, to follow up the interview.
To assist the daily attendance monitoring and the employee monthly attendance report;
Assist performance management and organize relevant materials;
Education experience
In July 2016, he graduated from guangzhou institute of south China university of science and technology
Certificate award
Certificate name: three levels of human resource management: the ministry of human resources and social security in January 2016
self-description
I want to thank every HR person for every visit.
篇3：人力资源管理英文简历
yjbys
A man is 43 years old in hunan
Degree: bachelor's degree
Working life: more than 10 years
Expected salary: discuss
Working location: guangzhou - unlimited
Job objective: hr specialist/assistant | accountant
Work experience
(worked 20 years, 1 month, got 1 job)
Sinopec group baling petrochemical co., LTD
Working hours: July 1995 to August 2015 [20 years]
Job title: accountant
Work content: 1995- worked in finance department of baling petrochemical company of sinopec group, head of the company's raise, the financing work, each year for the company, raise the financing one around one hundred million yuan, commended by the company praise.
- at the personnel department of baling petrochemical company, sinopec group, director of the company's salary and education training work, because of work hard solid got yueyang city bureau of finance, social security bureau.
-2015 worked in sales department of baling petrochemical company of sinopec group, served as the baling petrochemical company in langfang sales company, the finance manager of baling petrochemical company in Shanghai, sales of the company's financial manager, sales of the company's financial manager, baling petrochemical company in chengdu, because of work earnestly, strong coordination ability during the stagnation point managers and local tax bureau, bank.
Education experience
He graduated from hunan institute of finance and economics in August 1995
self-description
20 years working experience in management. I am adaptable, open-minded, communicative and helpful. Responsible for the work conscientiously, with strong sense of responsibility and enterprise, and has a strong sense of teamwork and management. We hope to enrich and perfect ourselves in the continuous learning and work, and better grasp the opportunity of development.
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篇4：人力资源管理英文简历
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篇5：人力资源管理英文简历
人力资源管理英文简历模板
Name: XXX
Sex: Female
National: Han
Political features: members
Education: tertiary
Profession: public relations secretary
Graduate institution: Nankai University Department of Chinese
The course: secretarial, clerical writing, public relations practices, school talks, interpersonal psychology, public relations, public relations language, application writing, political economy, philosophy, foreign culture, file management, such as China's cultural history.
Another: Xu Guozhang English self-study have been 1-4. Undergraduate education is the administration of academic qualifications and English II. And I have a driving license. I have in the international standard of the work of large-scale enterprises in four years of practical experience.
Work experience:
* --- XX company
Ministry of Personnel Relations staff
For the new factory to do the training of staff, making a daily briefing, the cause of all employee benefits management and coordination, the establishment of the basic information database for all staff input, maintenance, changes and inquiries, feedback from higher authorities from time to time the work of the Ministry of Personnel Management supervision of staff with a variety of application procedures for the processing of the case organization, preparation, presided over a variety of large-scale activities
* Early in 2006 - the company now XX
Personnel in charge of
The overall staff supervision and management services, employee benefits committee of the various activities, is responsible for nearly 5000 employees of a variety of welfare services such as: pay and benefits, training, etc. to report on time to the overall work of the higher level and to develop work plans, supervision and management of all staff and the Ministry of Personnel communication
篇6：人力资源管理专业英文简历
yjbys
OBJECTIVE
To contribute managerial skills to a challenging position as a recruiter.
SUMMARY OF QUALIFICATIONS
Extensive public relations work,dealing with all levels of employment.
Self-motivated;able to organize,analyze and meet operational deadlines.
Respond well in high-pressure atmosphere.
Capable of handing a diversity of responsibilities simultaneously.
EXPERIENCE
NORMAN DEPARTMENT STORES,New London,CT
Manager of Executive Recruitment,6/87-1/94
Oversaw college recruiting process,annual budget $75,000.Presented campus recruitment workshops;developed internship program.Hired/recruited support and merchandising staff.Organized senior executive involvement.Received award for overall achievement and outstanding performance in Human Resources,3/92.
Department Manager,9/85-6/87
Merchandised children's clothing and accessories.Analyzed/marketed $2 million inventory.Coordinated inventory control.Trained/developed staff of 15 sales associates in customer services skills and selling techniques.Achieved 20% sales increase over one year period.Chosen manager of the year for excellence in execution of responsibilities,1986.
SEINFELD'S Redding,CT
Selling Supervisor Trainee,6/85-8/85
Coordinated merchandising and overall appearance of Men's Department.Evaluated sales data.Controlled inventory and placement of incoming merchandise.Executed price revisions.
EDUCATION
CONNECTICUT COLLEGE,New London,CT
B.A.,Spanish Modified with Government Studies,May 1987
NOTICE
Specific contributions display candidate's achievements and problem-solving abilities.
Specific dates of employment (month and year) are ideal for candidates with no gaps in work history.
篇7：人力资源管理专业英文简历
yjbys
OBJECTIVE
Human Resources and Office Specialist
RELOCATE
DC
OBJECTIVE
To secure responsible position that will challenge my abilities allowing me to fully utilize my problem solving, organizational, customer service and communication skills.
PROFILE
Well qualified Professional. Experienced in fast paced environments that depend on efficiency and accuracy. Exceptionally competent. Self-starter with strong Human Resources background. Recipient of American Bankers Association coveted Outstanding World-Class Customer Service Award.
WORK HISTORY
Bank of America, MidAtlantic Consumer Bank, Personnel
January - Present
Responsibilities include but not limited to employee relations, benefits, payroll Specialist, database management, ensuring compliance of all legal and government reporting and policies for the divisions
Participate in recruitment efforts for exempt and non-exempt positions; schedule interviews, coordinate temporary staffing for the division
Serve as the point of contact for all personnel employee matters and provide guidance to associates
Coordinate and monitor leaves of absences in designated markets in the division
Ensure compliance and consistency of company policies, procedures and best practices
Track reviews and handle performance management issues with managers and associates
Salary Specialist that includes merit increase, salary adjustment and changes, transfers, leave of absence, etc.
Participate in recruitment effort for exempt and non-exempt personnel; coordinate advertisements and position postings;
Monitor personnel hiring and terminations and ensure accuracy of data input and systems access for associates
Prepares and compile data for staffing and diversity related reports and distribute to management
Maintains employee confidence and protects operations by maintaining personnel data confidential and accurate
Communicates with executives and line management to gather and convey relevant information to associates
Washington Hospital Center, Recruitment &Employment, Human Resources
February - January 2005
Provided direct support for recruitment in a 6,000 employee healthcare organization that include recruitment efforts
Processed over 100 new hires on a monthly basis that include assigning employee numbers, scheduling pre-employment physicals, background and reference checks, verification of education and credentials/licensures
Ensured that the employment process is in compliance with hospital philosophy, policies and procedures and Federal and District of Columbia laws and coordinates and facilitates new hire orientation
Recruit candidates for various department positions and ensure that the application process meets standards
Duties included maintaining long-term customer relationships and act as primary liaison between employees and outside vendors
Verified identification and the authorization to work in the United States for new employees, requisition employees, and rehires
Screened resumes and applications and conduct preliminary interviews for entry-level and nursing positions to identify qualified applicants
Generated monthly queries for management review; administer HR tracking system for new hires and terminations
Coordinated and participate in job fairs/open houses and maintain calendar for upcoming events
American Bankers Association (1995-), Administrative Manager, Membership
February -November 2002
Managed the administrative processes that include supervising support staff, compose correspondence, departmental calendars, office supplies, expenditures, and technical support and vendor relations
Managed departmental $3M budget; forecast changes and monitor all monthly expenses
Managed logistics for executive committee meetings that include but not limited to facility, attendees, agendas and travel arrangements and attendees for events
Developed and coordinated members and nonmembers membership invoice mailings and track payments for membership dues
Ensure adequate phone coverage for the department
Sr. Human Resources Partner
November 1995 -January 2001
Assisted the Association of 500 employees with staffing and recruitment processes; administered pre-employment test, screened resumes, scheduled interviews, employment verifications, completed background and reference checks Processed personnel actions that included salary adjustments, merit increases, transfers, leave of absence, pension Calculations, metro check deductions and benefits programs
Coordinated new employee orientation and ensure that new hires paperwork is completed accurately
Updated the vacancy announcements, bulletin board, ABA web pages, job line and external web sites
Composed and submitted job ads to various recruitment sources and tracked monthly advertisement expenses
Managed the internal temporary staffing pool and youth employment programs for various internship positions
Scheduled and interviewed candidates for administrative positions
Formulated and assembled personnel policies and procedures to various department in the Association
Scheduled and coordinated blood drives and influenza shot programs for the Association
MCI Telecommunications Corporation (1987-1995), Accounts Payable Analyst, Marketing Analysis
October 1994 -August 1995
Researched financial reports on the Accounts Payable database system Processed invoices and reconciled accounts
Maintained overdue invoice reports, discrepancy ledger accounts and tracked purchase orders
Developed and maintained a filing system to track invoices more effectively and managed accounting related projects
Executive Secretary/Administrative Assistant, Marketing
August 1987 -September 1994
Assisted the Director of Marketing with the daily operations of the department and provided administrative support to Director and staff that include composing correspondence, office supplies, travel arrangements, technical support and vendor relations
Coordinated logistics for executive committee meetings, calendars and travel arrangements
Tracked departmental expenditures that include but not limited to purchase order management, petty cash and vendor payments
Maintained specialized database system on workstation occupancy
Supervised temporary employees on special projects and provided administrative and project management support to department
National Coalition, Receptionist/Word Processor
December 1986-August 1987
Provided receptionist and word processing support to staff
Typed correspondence and developed presentations, travel arrangements, meeting planning and coordinate fundraising events
Performed clerical duties assigned that included distributing mail, filing, faxing and Xeroxing
Georgetown University Hospital, File Clerk, Medical Records
January 1985-December 1986
Retrieved medical records requested by physicians and filed lab work in patients records
Transcribed physicians diagnosis on patients care by using a Dictaphone
Performed duties assigned by Office Manager
EDUCATION
Thomson Education Direct
May - Present
Human Resources Management
American University
January - June
Society for Human Resources Management - Certificate Program -May 1997 Management Practices, Selection &Placement, Training &Development, Health/Safety &Security, Employee &Labor Relations, Compensation &Benefits
Strayer Business College
January 1992 -December 1992
Business Specialist
TRAINING &DEVELOPMENT
Basic Supervision, Business Writing, Dale Carnegie-Effective Speaking &Human Relations, Time Management, Speed-Reading, Stress Management, Myers Briggs, Interviewing People, Management Skills, Project Management, Medical Terminology, Telemarketing, CPR Certification, SHRM -Professional Membership
COMPUTER SKILLS
Microsoft Suite, Outlook, Word, Excel, PowerPoint, Access, Publisher, WordPerfect 6.1, Lotus Notes, HTML/Web Site Design, HRIS Systems, Database Management Systems, PDS/Client Server
篇8：人力资源管理的英文简历
Personal information
yjbys
Gender: male
Education: bachelor's political landscape: 0
Birthday: the 1986-04-10 national: han
Marital status: married native: henan anyang
Height: 176 cm weight: 85 kg
Profession: the human resource management work experience: 5 years
Expect work location: xinxiang
objective
Industry/position: hr/management/recruitment/performance other anticipated salary: RMB 5000 nature of work: full-time
Education experience
School name: zhoukou normal college major: human resource management at the time: the -09-01-2006-09-01 degree: bachelor
Language ability
Language: English: general
Work experience
Company name: henan cologne group co., LTD
Working time: 0000-0000-00-00
Company size: more than 1000 people
Department: the human resources department
Job classification: human resources management/hiring/recruitment training competent performance
Position monthly salary: 4000 and above
Job description:
Company name: henan cologne new energy co., LTD
Working time: the -02-14-2012-02-14
Company size: 500 ~ 1000
Department: comprehensive management department
Job classification: human resources management/hiring/recruitment training competent performance
Position monthly salary: -2999
Job description: henan cologne new energy co., LTD is a subsidiary henan cologne group. The main battery cathode material, the top ten in the same industry.
In February 2012 - March successive company hr specialist training, recruitment training supervisor
In March 2014 - November 2014 as a new energy industrial company subsidiary zhengzhou comprehensive management department (management, business administration human 1 person 1, procurement bidding commissioner, 2 customs affairs, logistics safeguard 3), their salary is responsible for the performance management work
In November 2014 - December Because of its transfer back to xinxiang job, because of job transfer back to new energy company do lithium electricity institute a line production, warehouse management.
Company name: henan cologne group
Working time: the -07-08-2011-07-08
Company size: more than 1000 people
Department: matters, the human resources department
Job classification, other the other
Position monthly salary: 1500-
Job description: matters:
1, responsible for group all bidding files, and import company in the bidding management appraisal platform.
2, contact suppliers, audit supplier qualification and offer, according to each company offer to talk about price, and collect the leadership after examination and approval, the letter of acceptance to the purchasing department.
3, learning, tender management system of the company
The human resources department
1, followed the head of executive recruiter and training learning, training and recruitment process, study the company's human resources related system
Company name: anyang wenfeng avenue of wide hair negotiable securities sales department
Working time: the -07-15-2010-07-15
Company size: 500 ~ 1000
Department: Marketing Department
Job classification: customer service/consultant Customer service manager
Position monthly salary: 1500-1999
Job description: 1, according to the company's latest products, engaged in the development and maintenance of the clients
Self assessment
1, 5 years of human resources management professional knowledge and speaking ability
2, strong execution, communication and coordination ability
篇9：人力资源管理英文简历表格
人力资源管理英文简历表格
在人力资源管理英文简历中知无不言，言无不尽的将自身优势叙述出来，似乎只有如此才可确保自己递交至招聘方手中的`个人简历能够发挥出应有的色彩，尔后在运用过程中帮助求职者获得心仪工作，其实这种想法固然有效，但我们还需对话不投机半句多这句话有所理解，如若因叙述的缘故而导致求职者书写出来的简历不受招聘方喜爱，如此一来，最终受到影响的也只有求职者自身。
要知道划分层次书写出来的简历，也可达到另一番效果。一份合格且优质的简历并不要求它有多么的出色，而是在乎其能够发挥出怎样的运用效果，若仅仅是因增加简历受认可程度而对其创作，如此难免有一些太过于简单了。如若我们在简历中随意的对一些敏感内容进行书写，这样一来，如若招聘方在这些简历中观察到一些他们并不认可的信息后，反而会对其表现出并不认可的效果。
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篇10：人力资源管理英文简历表格
人力资源管理英文简历表格
| Introduction | |||
| Name | Sex | ||
| Birthday | Birth Place | ||
| Degree | Subject | Human resources management | |
| Graduated college | Tel | ||
| Self assessment | |||
| ² | |||
| Knowledge Frame | |||
| （1）Professional knowledge² | |||
| （2）English² | |||
| （3）Computer and IT² | |||
| Experience | |||
| （1）² Position：² Position: | |||
| （2）2005,Dem—,Jan² Position: | |||
| Certificate and Credit | |||
| ² | |||
| Hobbies | |||
篇11：人力资源管理经理英文简历表格
人力资源管理经理英文简历表格
英文简历实际上也是一份求职的广告，能够让对方接受你，其广告要起到包装的作用，能够让用人单位来认可你的能力才行。在求职中竞争非常激烈，而要想脱颖而出，还需要有自身的优势所在。如果你本身的能力不足，在求职中的要求又高，那么英文简历写的再完美，也不能起到作用。要知道，英文简历的筛选首先就是从基本的'条件限制开始的。
编写英文简历的也是一种写作方式，优秀的英文简历在语言的使用上也非常讲究，比如说同样的工作经历，不同语言方式在描述中的效果不同，最后给招聘官流下来的印象也不同。那么，英文简历在效果上就会有很大的区别。
影响英文简历的质量因素之一，也在于编写前的准备上，什么样的英文简历更受欢迎，如果来编写英文简历的结构、英文简历的技巧运用等等，这些都是其前提准备。
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篇12：人力资源管理专业英文简历表格
人力资源管理专业英文简历表格
对于求职者来讲，目的`明确、语言简练是其简历行之有效的基础。如在教育背景中写相关课程，不要为了拼凑篇幅，把所有的课程一股脑儿地都写上，如体育等。这样不会有效，别人也没耐心看。
与中文简历大体一致，英文简历也包括求职者的姓名、性别、出生年月等。第二部分为教育背景(EDUCATION)，必须注意的是在英文简历中，求职者受教育的时间排列顺序与中文简历中的时间排列顺序正好相反，也就是说，是从求职者的最高教育层次(学历)写起，至于低至何时，则无一定之规，可根据个人实际情况安排。
以下是yjbys小编分享的人力资源管理专业英文简历表格，更多内容请访问(jianlli.yjbys.com)。
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篇13：人力资源管理专业大学生英文简历
据悉，在人力资源管理师改革前并不要求报考人力资源管理师的考生提交有关工作证明，而自改革后，有关人事工作经验成为报考人力资源管理师的判定标准之一，而且考生还应该根据报考的等级提交相应的学历证明和从事职业工作年限证明。
Name CN人才网 Gender Date of Birth Location Contact No Address E-mail Job Target Target Industry The hope responds to a call for recruits profession scope Target job The hope responds to a call for recruits post Target address Hope work area, urban scope Target salary Anticipation wage level welfare demand，Discussing in person To hillock time The new post can in the long time assume the post Working Experience /01―Present XXX Industry: FMCG( Food, Beverage, Cosmetics)HR Dept. of East Region Human Resources Manager
Responsibilities & Achievements:
Work with business managers on organizational capability and translate business plans into strategic HR plansWork with business managers to determine resource plansact as HR management advisor to the business managersdrive employee engagement and lead the development of action plans to close gapslead and facilitate talent and leadership review discussionssupport business managers to drive and increase performance level, implement and facilitate performance reviewsanalyze and determine development needs and facilitate discussionsimplement rewards programs to attract, motivate and develop staffReport Directly to: RSD 2006/05―2008/01 Shanghai Huntel Technologies Co., Ltd. Industry: Telecom Operators/Service ProvidersHR & Admin HR & Admin Manager
Responsibilities & Achievements:
According to company development, organize to formulate and perfect documents of HR & Admin.Assist senior managers to adjust organization structure and set out personnel number.Charge in hiring ,make the stably of core staff and attract the excellent people.Formulate and perfect the performance management, assist managers to implement it.Formulate compensation system and make sure its rivalrousness, justice and economy.Formulate training system and implement training programe.Harmonize relationship among departments. Assist department manager to department construction and employment layout.Organize staff activities, perfect benefit system, construct company culture.Charge in admin. Stuff and external affair./12―2006/01 Xi’an Jiao tong University Industry: Education/TrainingConsulting Project Team Consultant
Responsibilities & Achievements:
The consulting project about the Third Assembling Factory of the First tractor Co. Led.――Design of organizational system and human resource system. The consulting project about Jiang Nan Machinery (Group) Co. Ltd.―Design of organizational system and human resource system, etc. Be charge in the efficiency of project, the diagnoses of employee satisfaction, position analyzing ( position direction、operation flow、arrangement of employee )、compiling and framing of performance、compensation and training system . /09―2004/07 Xi’an XinXing Property Management Co. Ltd. Industry: Property Management
Training Department Human Resources Manager
Responsibilities & Achievements:
Be charge in the layout of human resource, implementation of plan, inviting applications for a job, performance assessing, compensation and training. 1994/08―2001/08 The Bayannaoer Post Office of Inner Mongolia Industry: Others
HR Human Resources Specialist
/06―2001/08 HR Dept. HR Specialist
Responsibilities & Achievements:
Charge in assignment of employee and file management.
1994/08―1999/05 Operational Maintenance Technical Support Engineer
Responsibilities & Achievements:
Be charge in the maintenance and management of hardware, software and internet of whole city post system. Developed the staff file and retirement management system. Education/Training 2004/08―2006/06 Xi’an Jiao tong University Business Administration Master 1992/08―1994/07 Ningxia University Computer Application Associate 2008/01―2008/01 Development Dimensions International Ltd.
Targeted Selection: Quick Hire Interviewer /08―2005/10 Shanxi Heroes Human Resource Ltd. Registered Certificate of International Human Resource Professional Certificate of Professional Registered International Human Resources 2005/04―2005/06 Xi’an Huading Project Management Consultation Co. Ltd. International Project Management Professional International Project Management Practitioner (IPMA Level D) Certificate 2005/10 Certificate of Professional Registered International Human Resources 2005/06 International Project Management Practitioner (IPMA Level D) 131 2004/12 Driver's License Self-appraisal All-around knowledge system of human resource, 4 years management experience and 1 year consulting experience; Hands on experience in MS Word, Excel and PowerPoint; strong communication skill, mature and always think from others perspectives; Hard working and strong ownership.
篇14：人力资源管理
| 个人基本简历 |
| 简历编号： | 更新日期： | |||
| 姓 名： | 国籍： | 中国 | ||
| 目前所在地： | 天津 | 民族： | 汉族 | |
| 户口所在地： | 天津 | 身材： | 157 cm?40 kg | |
| 婚姻状况： | 未婚 | 年龄： | 34 岁 | |
| 培训认证： | 诚信徽章： |
| 求职意向及工作经历 |
| 人才类型： | 普通求职? | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| 应聘职位： | 人力资源经理/主管：人力资源主管、人力资源经理/主管：人力资源经理助理、人事专员：人事专员 | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| 工作年限： | 14 | 职称： | 中级 | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| 求职类型： | 全职 | 可到职日期： | 随时 | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| 月薪要求： | --3500 | 希望工作地区： | 天津 天津 天津 | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| 个人工作经历： |
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| 教育背景 |
| 毕业院校： | 中国石油大学（北京） | ||||||||||||||||||||||||||||||||||||||||||||||||||||||
| 最高学历： | 本科 | 毕业日期： | -07-01 | ||||||||||||||||||||||||||||||||||||||||||||||||||||
| 所学专业一： | 法律 | 所学专业二： | 人力资源管理 | ||||||||||||||||||||||||||||||||||||||||||||||||||||
| 受教育培训经历： |
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| 语言能力 |
| 外语： | 英语 一般 | ||
| 国语水平： | 优秀 | 粤语水平： | 精通 |
| 工作能力及其他专长 |
| 由于公司配备给人事部的人员不多，所以，人事部的工作基本上由本人完成。由招聘、面试、录取、培训、绩效考核、辞职、社保全个过程，都由我一个人完成。另外，我还负责公司的行政管理工作，协调各部门的工作，监督其工作的完成程度，确保公司交付的任务在指定的时间内完成，并作为绩效考核的依据。还有，人事部的制度和公司的各项制度都是由本人根据公司的情况而参与编写、制定的，包括最后的格式制定。 本人有多年的行政管理经验和3年的人力资源管理经验，而且已经继续参加人力资源的理论知识进修。我会继续努力，不断学习，吸收和积累更多、更丰富的管理经验。 | |
| 详细个人自传 |
| 本人毕业于法律本科，一直从事行政同人力资源工作。比较熟悉合同法、劳动法、仲裁法。并熟悉办公软件的应用，对工作认真负责，做事有条理，服从公司安排，按领导意图办事。在工作中能做到细心、热情，自觉完成本职工作。 有丰富的.管理经验，并且为人勤奋、努力，有较强的沟通、协调能力，在同事之间能做到和睦相处，团结同事。 除了取得法律本科后，已再次进修人力资源管理本科，进一步提高人力资源管理工作的水平；并且希望把法律知识运用到人力资源管理中去，务求令人力资源管理工作更加出色。 本人很感谢贵公司在百忙之中查阅本人资料，为我提供一个合适的机会。如有幸成为贵公司中的一员，我会继续坚持自己工作原则，努力工作，积累更多、更丰富的管理经验。谢谢！ 注：保险与中介免问 | |
| 个人联系方式 |
| 通讯地址： | |||
| 联系电话： | 家庭电话： | ||
| 手 机： | QQ号码： | ||
| 电子邮件： | 个人主页： |
篇15：浅谈人力资源管理
所谓人力资源管理，就是指运用现代化的科学方法，对与物力相结合的人力进行合理的培训、组织和调配，使人力、物力经常保持最佳比例，同时对人的思想、心理和行为进行恰当的诱导、控制和协调，充分发挥人的主观能动性，使人尽其才，事得其人，人事相宜，以实现组织目标。随着“知识经济”时代的到来，人力资源管理因与人的密切联系使其重要性日显突出。应该看到，企业管理已经从强调对物的管理转向对人的管理，这是竞争加剧的结果。无论是管理领域的扩大，还是现有管理的提升，人力资源是基础、是前提、是根本。
企业即人。如何选择、培育、合理使用、充分发挥每个人的潜能?如何赢取员工的献身精神，留住人才，实现企业长久稳定的发展?这一系列问题，困扰着每一个企业、每一位人力资源经理。探讨人力资源管理的目的就是要充分开发每个员工的潜能，打造人才团队，发挥人力资源规模效应。下面从“选、育、用、留”人力资源管理的全过程进行探讨。
一、选人。
好的开始是成功的一半，企业成功的最先决条件就是要找对人。企业一旦找对了人，无疑为企业和部门今后健康的发展提供了智力保障。
1、选人要与企业的战略目标相匹配。
人力资源是战略规划实施及战略目标实现的保障，各个企业在不同的阶段都会制定不同的与实际相适应的总体战略规划，我们在选择人才时，必须考虑到资源配置要与战略目标的实现相适应。企业没有战略目标，就谈不上上人力资源规划，更谈不上人力资源规划的实施，企业在选人时就会盲从。
2、选人要与行业环境和企业地位相适宜。
由于行业环境和企业地位的不同，也会影响到我们选择人才的具体操作。首先要分析所在行业的环境，在整个产业结构中所处的地位如何?其次，分析企业在行业中所处的地位，行业和企业的地位不同所对应的人才层次也不同，为企业量身制定人才选拔策略，才不会导致人才的滥用或者流失。
3、选人要与地域的经济水平和人文环境相结合。
我们还要考虑到地域的经济水平和人文环境因素，不能好高骛远，要讲求实际，尤其是在选拔高校毕业生时，我们应尽量帮助其认识本企业的地域环境、行业环境、人文环境和当地的实际经济水平，实现自身的透明度，这样，选与被选双方才能互相了解，才能有益于企业选择合适的人才，真正做到物有所值甚至物超所值。
4、选人要考虑人才市场的供应现状。
人才市场的供应与需求总的来说是不为企业所操控的，然而企业在选人时却逃脱不掉供求现状的影响，所谓计划没有变化快，企业需要具体情况具体分析，及时调整人才招聘计划，市场人才兴旺时，适当增加招聘人才数量，加强人才储备;市场人才紧缺时，可适当减少招聘数量和标准，以适应市场变化。
5、选人要兼顾短期和长期人才需求。
企业根据公司战略目标要制定短期和长期的人才战略。根据人才战略选择和储备相应人才，以满足短期人员需求和长期人才储备，只有合理储备、优化配置，才能使企业长期的处于正常的运转与发展状态。
6、选人要考虑人力资源成本。
人力资源成本是为取得和开发人力资源而产生的费用支出，包括人力资源取得成本、使用成本、开发成本和离职成本。选人要根据岗位所需素质条件，选择适合人员，切忌处处用高人。用高人不但会使直接工资成本升高，还会容易引起人才流失，造成机会成本升高。
错误雇用是人才流失的真正原因，选人环节不到位，容易造成人才的流失。所以选好人不但会促进企业目标的实现，还会大大降低人力资源成本。
二、育人。
人力资源发展与培训是组织为了提高员工在执行某项特定工作或任务时所必要的知识、技能及态度或培养其解决问题之能力所采取的一系列活动。每一个组织都需要受过良好训练并具有丰富经验的人去运作，以维持组织生存所必要的活动。如果组织中现任人员不能符合这些要求，提升员工的技术层次、知识水平及适应性就变得非常必要。此外，员工培训的重要性是随着工作的复杂性而增加的。特别是由于现代社会变迁的加快，使得每一个人都面临完成工作所需的知识和技能的更新与调整，以适应市场的竞争。因此，加强员工的培训与训练便成为组织维持其高度工作力时所必须投注的一项活动。
1、对员工能力现状进行分析。
员工培训要有针对性，要有效地进行人本的能力现状分析，根据不同的员工群体，进行分类培训，也就是说，要衡量员工行为或工作绩效差异是否存在。企业可以从生产、成本、能力测验、个人态度调查等指标，了解组织员工的现有水平与企业目标之间的差异。根据差异，安排培训内容、方式。
2、确定培训内容与方式。
(1)培训内容专业化。不同的企业，所培训的人员状况是不同的，不同的岗位所需要的知识、技能也是不同的，所以企业要根据自身的需求，以专业化为主，制定特定培训内容，不要贪心，总是希望所有的人才都是通才，实际上企业也并非需要很多的通才，拔尖的专业人员才可能为其岗位创造的有效价值也许是我们所无法估量的。
(2)培训方式自主化。企业的员工培训有很多种方式，企业可以根据实际情况做出适当的选择。要根据不同的人员，不同的状况，选择多样的培训方式，让培训真正起到实效。每个企业的实际状况都有所不同，没有通用的模式，所以企业要根据自身的实际情况，以自主培训为主，这样不仅有利于特定培训目标的实现，还有利于在其过程中查找差距甚至发现弊端。
3、培训效果的评价。
培训的效果评价在整个培训中起着至关重要的作用，实质上就是对有关培训信息进行处理和应用的过程。通过建立效果评估，对培训是否达到预期目标、培训计划是否具有成效等进行检查与评价，然后把评估结果反馈给相关部门作为下一步培训计划与培训需求的依据。
三、用人。
发挥员工的聪明才智是人力资源管理的重要组成部份，它是通过用人机制发挥作用的。用人机制的核心是因材适用，用最合适的人做最合适的事。另外，通过学习、培训、经验累积等人力资源开发手段所形成的潜在的人力资源也只有通过用人机制才能转化为现实的人力资源，为企业的生产经营服务，否则，就会造成这种潜在资源的浪费。因此企业应该不拘一格用人才，不求全责备，用才所长，不惟资历，不惟文凭，建立科学的选人用人机制，为各种人才脱颖而出创造宽松、公平环境。同时，也只有通过科学的用人机制，实现能力与岗位的最佳配置，才不至于使人力资源开发浮于形式，为开发而开发。
1、因事设岗、“人岗匹配”。
能力强、业绩佳、个人素质好的人，并不一定就是合适人选。试想在一个观念陈旧、员工素质普遍偏低的环境或组织，选聘一个观念超前、能力优异的人才，会出现什么样的结果?因此，选聘人才的过程中，除了关注人才个体的素质外，还应认真分析人才拟任职岗位及团队的结构特点，如团队成员的学历、性别、年龄、观念等。强调人才与其拟任职位的兼容匹配，应该减少聘用人才的“鹤立鸡群”而带来的不必要的“孤独感”，否则会影响人才能力的有效发挥，甚至会逼使人才流失，造成人力资源浪费和成本升高
2、工作目标要有挑战性
要使工作的要求和目标尽量明确合理并富有一定的挑战性，能真正激发职工内在的工作热情。工作目标和要求太低，员工很容易完成，久而久之会造成员工的懈怠，不思进取;工作目标和要求太高，员工通过自己的努力无法完成，会使员工失去自信，放弃努力;要设立员工“跳着脚”能完成的目标，这样不但会使企业目标能够得以实现，还会使员工能力得到不断提升。
3、岗位应动态调整
应对职工与工作的配合进行不断的调整，使能力提高的职工去从事更高层次的、承担更多责任的工作，保持职工与工作的动态平衡。企业不同的岗位需要的知识和技能不同，同一岗位不同的级别要求也不同，每个员工所掌握的知识和技能也在不断的发展变化，所以企业应对职位和工作进行分层细化，变单一的层级制为多级制，使员工随着自身能力的发展，相应的职位、薪酬不断的提升变化，才能调动员工积极性，不断挖掘其潜力。
4、加强考核评价
通过合理公正的考核制度，实现“人尽其才，物尽其用”的最终目的。考核前将考评的标准量化、公开化，让员工明白怎样得到萝卜和能得到怎样的萝卜。只有人人都明白目的和要求，才能竭力去争取实现。将考核结果与工资、福利、晋升、末位淘汰制挂钩，使公司整体素质不断的周而复始、螺旋上升。
四、留人。
如何使用员工，发挥其才能，并留住他为公司长期效力、创造效益，是人力资源管理的关键。高薪为何留不住人才?因为人的需要不只是高薪，作为管理者没有真正了解人才的心。留才之道在于留心。企业领导者应该创造足够的沟通机会，从言谈中、从生活工作交往的琐碎中去充分了解人心的迥异需要，建立个人的需求库，以个人需要为基础进行激励，并利用相应的留“心”手法，配合高薪，才能留住人才。
1、薪酬、福利留人。
作为一种激励措施，无疑从根本上影响着员工的行为。因此，薪酬、福利仍是现阶段的主要留才手段之一。如何将公司战略及文化所需要的产出和行为与薪酬体系进行有效链接，是薪酬设计要解决的问题。薪酬制度种类繁多，不同的类型适用于不同的企业，例如：岗薪制适用于专业化程度较高，分工较细，岗位固定，职责明确的企业;即使是同一种薪酬制度，在不同的企业也不尽相同，例如：宽带薪酬在不同的行业，它的“带宽”是不一样的。企业应根据自身情况确定相应的薪酬制度。结合自己的实际情况，对各种薪酬进行组合，制定适于本企业的薪酬制度。
薪酬、福利包括劳动报酬、文化娱乐、进修学习、医疗保健、劳动保护、年终奖励、家属安置、员工持股等。要留住人才，激励方式的选择和应用也是极为重要的，要针对不同人选择不同的激励方式。企业应改革分配激励机制，实行多元化的分配，建立重业绩、重贡献，向关键岗位和优秀人才倾斜的分配机制。真正实现“一流人才、一流业绩、一流报酬”的人才激励机制，使
[浅谈人力资源管理]
