1. Set up HR target and strategy:
- Join in information network/ specific surveys to make target of human resources and method
to get target.
2. Recruitment:
- Co-ordinate with head section to set up recruitment demand through evaluation job target of section. Based on “recruitment demand”, making plan to get demand about time and recruitment quality for section that has demand.
3. Training/ Development:
- Training demand: Determine demand with all section which based on evaluate the degree of individual working completion, development demand of section or development product.
- “Job Description“: build the job description system which is based for analysis demand of ability development and process for recruitment.
- Evaluation the degree of working completion: controlling process to evaluate the degree of working completion from building target – evaluation and using evaluation result for related to human process ( bonus – increase salary – training – transference …)
- Developing skill: based on process “Job analysis” – “Ability analysis” – “Evaluation of the degree of working completion”, making plan to develop employee to create ability to complete job target.
- Perform training programs (internal & external) about skill development for employee.
4. Wage – Bonus – Benefit:
- Join in specific surveys to make propose competitive wage/ bonus/ benefit policies.
- Based on evaluation of the degree of working completion to make propose annual review salary/ bonus for each area (individual, level, function section…)
5. Labor relations:
- Perform survey employee and improvement plan to make a harmonious, activity, and fair working environment.
- Building regulations/ policies to adjust, encourage and develop company’s culture
- Join with all section in investigate process, solving problems related to discipline/ reconciliation/ labor conflict process …
- On behalf of employer (when authorized), transaction with external or internal organ function related to solve labor problems and labor policies.
