What is the essence of human resources?

Question 1: The essence of human resources On the contrary, human resources are the most important in an organization at any time. People are organic and can think and respond. Machines are inorganic and cannot do these things.

The purpose of human resources research is to maximize the role of people. This is not a simple sum of numbers but an overall synergy.

Question 2: What is the core and essence of human resource management? 1. The core of human resources is the development, utilization and management of human resources. The purpose is to achieve the continuous maximization of talent value and the continuous maximization of company value!

The specific direction of operations is reflected in the construction of hardware and software environments. The working methods are mainly guided by constraints, incentives, affirmations, and goals. Specific work requires meticulousness, attentiveness, love, and principles to lubricate it. The software environment can be called "company culture", values, etc. Development includes recruitment, training and development; management includes the reduction or expansion of human resources, daily maintenance, response to market and social changes, overall planning and balance (called PRODUCTIVITY management), as well as the "rules of the game" in terms of corporate culture, teamwork, communication, etc. "wait. The use of hard environment includes management and fairness policies such as salary, performance, personnel policies, etc.

If you want to be an outstanding human resources manager, in addition to having the attitude of fighting a tiger, it is even more important to have a deep awareness of human nature, character, your own values, and the world, which requires special talents. !

2. Centralization and decentralization; Centralization refers to the concentration of decision-making and command power at a higher level in the organizational hierarchy system, which means that lower-level departments and agencies can only act in accordance with the decisions, orders and instructions of their superiors, and all actions must obey the command of their superiors. The practice of organizational management tells us that the consistency of organizational goals must require the unity of organizational actions. Therefore, it is very necessary for organizations to implement a certain degree of centralization.

Decentralization is the dispersion of decision-making and command authority to lower management levels in an organizational hierarchy. The top management of the organization assigns part of its decision-making and command power to the heads of subordinate organizations and departments, allowing them to fully exercise these rights, control certain resources of the organization, and solve certain problems autonomously within the scope of their work responsibilities. To implement professional division of labor within an organization, power must be decentralized. Otherwise, the organization cannot function.

Centralization and decentralization are two relative concepts. Absolute centralization means that all the power in the organization is concentrated in the hands of a supervisor, and all decisions about organizational activities are made by the supervisor. The supervisor directly faces all order executors, without any managers or middle management agencies. . This is almost impossible and impossible in modern social and economic organizations. Absolute decentralization means dispersing all power down to various management departments, and even to various executive operations levels. In this case, the position of supervisor is redundant, and a unified organization no longer exists.

Therefore, effectively combining centralization and decentralization is a basic condition for the existence of an organization, and it is also a basic requirement for an organization to maintain both unity of purpose and flexibility.

Question 3: What is the essential difference between human resources and human capital? "Human resources" is from the perspective of management, while human capital is from the financial perspective. People are regarded as an asset of the company, and the value of human capital is maximized through human resource management and allocation. The same position is often done by different people, and the results are often different, thus creating different values ??for the enterprise. Therefore, maximizing the value of human capital through effective human resources management is the key to human resources management

Question 4: What is the essence of human resource planning? The essence of human resource planning is the planning process of human capital investment, allocation, application, appreciation and income.

Human capital, the modern concept regards human resources as a kind of capital, which is different from ordinary capital, and its possibility of profit creation is unlimited.

Investment: Education. Assignment: Vocational Professional Training. Application: career planning. Appreciation: Career advancement. Revenue: Generate profit.

Question 5: HR refers to human resource management or the people engaged in human resource management? What does hr mean in the workplace?

hr has only been known to Chinese people in recent years, but everyone only knows "hr" but does not know what hr means. In fact, HR represents more than just a professional title in the workplace.

What does hr mean?

HR is the abbreviation of human resource, which refers to human resource management.

But this is only the superficial meaning of hr. If you want to understand what hr means, you must also understand the definition of hr.

Human resources refers to the general term for the education, abilities, skills, experience, physical strength, etc. possessed by people in an organization within a certain period of time that can be used by the enterprise and contribute to value creation.

But what does hr mean? How should it be explained?

From this definition, we can see that the essence of human resources is the sum of the brain power and physical strength of a person. Collectively referred to as labor ability, this ability must be able to contribute to the creation of wealth and become a source of social wealth. This ability must also be utilized by organizations. The "organization" here can be as large as a country or region, or as large as a country or region. As small as a business or workshop.

At the same time, you must not only understand what HR means, but also what HR includes. The six major modules of human resource management: Human Resource Planning - Recruitment and Configuration - Training and Development - Performance Management - ―Salary and welfare management――Labor relations management

Question 6: What is human resources? Definition of human resources technology terms

Chinese name: human resources English name: human resources Definition: refers to a In a country or region, the sum of the population at working age, under working age and over working age but with the ability to work. Or expressed as: the total population of a country or region minus the population who have lost the ability to work. Relevant disciplines: Resource Technology (first-level subject); Human Resources (second-level subject)

Human Resources (Human Resource, referred to as HR) refers to the abilities possessed by people in an organization within a certain period of time. A general term for education, abilities, skills, experience, physical strength, etc. that are used by enterprises and contribute to value creation.

Explanation

This explanation includes several key points: (1) The essence of human resources is the sum of brain power and physical strength possessed by people, which can be collectively referred to as labor ability. (2) This ability must be able to contribute to the creation of wealth and become a source of social wealth. (3) This ability must also be utilized by an organization. The “organization” here can be as large as a country or region, or as small as an enterprise or workshop.

Characteristics

It has certain timeliness (its development and utilization are limited by time), initiative (it is not only an object to be developed and utilized, but also has the ability to develop itself), Duality (being a producer and a consumer), intelligence (intelligence is inherited and can be accumulated, continued and enhanced), regenerative (based on population reproduction and social reproduction process), continuity (can continue to be developed after use) , contemporary nature (the quality of human resources will be different at different levels of economic development), social nature (cultural characteristics are expressed through the carrier of people) and consumptive nature.

Quantity

Generally speaking, the quantity of human resources refers to the number of people with labor ability, and its quality refers to the physical fitness, cultural knowledge and labor skill level of the economically active population. A certain amount of human resources is a necessary prerequisite for social production. Generally speaking, sufficient human resources are conducive to the development of production, but their quantity must be compatible with the production of material data. If it exceeds the production of material data, not only will a large number of new products be consumed, but the excess manpower will also be unable to find employment. On the contrary, it has a negative impact on social and economic development. With the rapid development of modern science and technology, economic development mainly depends on the improvement of the quality of the economically active population. With the widespread application of modern science and technology in production, the quality of human resources will play an increasingly important role in economic development. Human resources, also known as labor resources or labor force, refers to the total population with labor capacity that can promote the development of the entire economy and society.

Edit this paragraph learning requirements

1. Master the basic theories and basic knowledge of management, economics and human resources management; 2. Master the qualitative and quantitative analysis methods of human resources management ; Human resources learning materials

3. Have strong basic abilities in language and literary expression, interpersonal communication, organizational coordination and leadership; 4. Be familiar with the guidelines, policies and regulations related to human resources management; 5 . Understand the theoretical frontiers and development trends of this discipline; 6. Master the basic methods of literature retrieval and data query, and have certain scientific research and practical work capabilities. Basic aspects include physical strength and intelligence. From the perspective of practical application, it includes four aspects: physical fitness, intelligence, knowledge and skills. People with the ability to work do not generally refer to all people with certain mental and physical strength, but refer to people who can independently participate in social labor and promote the development of the entire economy and society. Therefore, human resources include both the population within the working age who have the ability to work, and the population outside the working age participating in social labor. As for the working age, due to different socioeconomic conditions in various countries, the working age regulations are different. Generally, countries set the lower limit of working age as 15 years old and the upper limit as 64 years old. Our country’s regulations for recruiting employees generally require them to be 16 years old or older. The retirement age for employees is 60 years old for men (retire at 60 years old, excluding 60 years old), and 55 years old for women (excluding 55 years old). Therefore, the working age range in my country should be male. 16-59 years old, female 16-54 years old. From a macro sense, human resources are divided and measured based on countries or regions; from a micro sense, human resources are divided and measured based on departments or enterprises and institutions.

The components of human resources: body, working ability, working attitude

Edit related concepts in this paragraph

Human resources, population resources, talent resources

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Population resources refer to the resources of a country or region...>>

Question 7: What does human resources refer to? Human Resources Dave Ulrich is known as the founder of human resources management. He first proposed the concept of "Human Resources". Before that, human resources was called "personnel management" (HumanManagement). Ulrich believes that the only competitive weapon left now is organization, because those traditional competitive factors, such as cost, technology, distribution, manufacturing and product characteristics, can be copied sooner or later, and they have no guarantee You are the winner. In the new economy, victory will come from organizational capabilities, including speed, responsiveness, agility, learning and employee quality. The new mission of the human resources department involves the development of excellent organizational capabilities. Human resources refers to the general term for the education, abilities, skills, experience, physical strength, etc. possessed by people in an organization within a certain period of time that can be used by the enterprise and contribute to value creation. This explanation includes several key points: The essence of human resources is the sum of brain power and physical strength possessed by people, which can be collectively referred to as labor ability. This ability must be able to contribute to the creation of wealth and become the source of social wealth. This ability must also be utilized by organizations. The "organization" here can be as large as a country or region, or as small as an enterprise or workshop. Economics refers to all factors invested in production activities in order to create material wealth as resources, including human resources, material resources, financial resources, information resources, time resources, etc. Among them, human resources are the most valuable of all resources and are First resource. Human resources refers to the total number of people with intellectual and physical labor abilities who can promote the development of the national economy and society. It includes both quantity and quality. The most basic aspects of human resources include physical strength and intelligence. From the practical application state, it includes four aspects: physical fitness, intelligence, knowledge, and skills. Human resources, like other resources, are idiosyncratic, available, and limited. Generally speaking, the quantity of human resources refers to the number of people with labor ability, and its quality refers to the physical fitness, cultural knowledge and labor skill level of the economically active population. A certain amount of human resources is a necessary prerequisite for social production. Generally speaking, sufficient human resources are conducive to the development of production, but their quantity must be compatible with the production of material data. If it exceeds the production of material data, not only will a large number of new products be consumed, but the excess manpower will also be unable to find employment. On the contrary, it has a negative impact on social and economic development. With the rapid development of modern science and technology, economic development mainly depends on the improvement of the quality of the economically active population. With the widespread application of modern science and technology in production, the quality of human resources will play an increasingly important role in economic development. 1) The material nature of human resources means that only with a certain population can there be a certain amount of manpower; a certain amount of human resources must be represented by a certain number of people. 2) The availability of human resources means that greater value can be created through the use of physical fitness, knowledge, abilities, personality behavioral characteristics and tendencies (such as personality, values). 3) The limitation of human resources means that human resources are limited in quality and quantity. They can only be formed under certain conditions and can only be utilized on a certain scale. In order to accurately understand and grasp the connotation of human resources, it is necessary to understand the related concepts of human resources: population resources, labor resources and talent resources. The figure below shows the relationship between population resources, human resources, labor resources and talent resources.

Question 8: Multiple-choice question on the nature of human resources in the introduction to human resource management. The essence of human resources is to achieve the best advantages and status of the organization through the combination and decomposition of the major parts of human resource management.

Question 9: Folklore Resources and Tourism in Erya General Course: What is the essence of human resources? This allows tourists to understand various ethnic customs. Many tourists and various folk are still very interested in it. The cost of folk tourism is not very high and it has a certain sense of freshness, so many people are willing to choose this kind of folk tourism.

Question 10: What is the essential difference between administration and personnel? Large-scale administration mainly includes daily office management work, personnel management work, etc. Human resources is only a part of administration. Such companies may put human resources under the administration department for management. However, large companies will directly set up a human resources department and separate it from the administrative department. The two are independent departments. The Human Resources Department is responsible for the management of employees, while the Administration Department is responsible for the daily management of the company. One manages people and the other manages affairs. Main responsibilities of administrative personnel: 1. Resolutely obey the unified command of the deputy general manager in charge, conscientiously implement his work instructions, and be responsible to the leader for all management actions; 2. Strictly implement the company's rules and regulations and conscientiously perform their work responsibilities; 3. Responsible for organizing the formulation, inspection, revision and implementation of human resource development, labor employment, and labor utilization index plans; 4. Responsible for formulating the company's personnel management system.

Design personnel management work procedures, research, analyze and put forward opinions and suggestions for improvement; 5. Responsible for the formulation, implementation and control of the department's work objectives; 6. Responsible for rationally allocating labor positions and controlling the total labor force. Organize the preparation of labor quotas, do a good job in determining the number of employees in the company's various departments' workshops and related positions, reasonably control the total labor force and total wages based on actual production, and organize the control, analysis, revision, and supplementation of quotas in a timely manner to ensure the rationality and accuracy of labor quotas. Accuracy and eliminate waste of labor; 7. Responsible for personnel assessment and examination work. Establish a personnel file database, standardize talent training, examination and selection procedures, and organize regular or irregular personnel examination, assessment, and examination selection work; 8. Prepare annual, monthly and monthly labor balance plans and salary plans. Do a good job in the reasonable flow and arrangement of labor force; 9. Formulate a labor and personnel statistics work system. Establish and improve personnel and labor statistical accounting standards, regularly compile labor and personnel related statistical reports; regularly prepare and submit annual, quarterly, and monthly labor and personnel comprehensive or special statistical reports; 10. Responsible for the labor discipline management of company employees. Regularly or irregularly conduct random inspections of the company's labor discipline implementation, make timely assessments, and be responsible for handling management work such as attendance, rewards and punishments, leave, and transfers; 11. Strictly abide by labor laws and local *** labor and employment policies and the company's labor management system, be responsible for recruitment, employment, and dismissal, organize the signing of labor contracts, and manage employees in accordance with the law; 12. Responsible for determining salary standards for each position. Do a good job in labor wage statistics, be responsible for the approval and review of daily wages and overtime wages, and handle attendance, rewards and punishments, leaves, transfers, etc.; 13. Responsible for the quota and plan management of employee labor protection supplies; 14. Cooperate with relevant departments to carry out safety education work. Participate in the investigation and handling of employee casualties and provide handling opinions; 15. Responsible for preparing training syllabus and doing a good job in employee training. While paying attention to the basic popularization of education for employees, gradually implement pre-job training and professional knowledge training on skills and business, and alternate education and improvement training models and systems that combine professional technical knowledge with comprehensive management knowledge; 16. Seriously complete other tasks assigned by company leaders.