How many modules does the personnel management system have?

Each module of HR has its own emphasis, but it is inseparable. The lack of any module will affect the function of the whole human resources system.

According to the different development stages of enterprise human resource management, it can be divided into:

Low stage

Personnel Administration Department 1-2 Commissioner, mainly responsible for household registration, archives, insurance and a small number of recruitment.

initial stage

The organizational structure of each business module has been gradually established, and the company generally has 100-200 employees. At this time, the daily work of the human resources department has been taken care of by special personnel, such as recruitment and salary accounting.

intermediate stage

The human resources department has more perfect functions, including recruitment, assessment, salary management, personnel service and staff training.

later period

Set up the director of human resources and the manager of human resources department, and set up the personnel supervisor, personnel Commissioner and personnel assistant. Responsible for recruitment, assessment, qualification management, salary management, training and corporate culture construction. To fully support the business operation of the enterprise.

original price

A direct costs of acquiring human resources: personnel recruitment, personnel selection and allocation, employment and placement.

B Direct costs of human resources development: induction training, career management, training and education.

C. Indirect costs of human resources development: production loss during training, time investment of career development counselors, and time investment of teachers in the organization.

replacement cost

A direct costs of acquiring human resources: personnel recruitment, personnel selection and allocation, employment and placement.

B. Direct cost of human resource drain: drain compensation fee and drain management fee.

C. Indirect cost of human resource flow: loss of vacant positions and loss caused by new recruits not being as good as former employees; Job performance loss of those who left before leaving their jobs.

definition

Based on the strategic planning and development goals, the enterprise predicts the demand for human resources in the future development and the activity process of providing human resources to meet this demand according to the changes of its internal and external environment.

procedure

1. Collect relevant information. 2. Forecast the demand for human resources. 3. Forecast the supply of human resources. 4. Determine the net human resource requirements. 5. Prepare the human resources plan. 6. Implement the human resources plan. 7. Evaluate the human resources plan. 8. Feedback and revision of human resources plan.

Causes of recruitment demand information

1. Organize natural attrition of human resources, such as employees leaving or transferring to other departments, employees retiring normally, taking short-term vacations, etc. There will be job vacancies and recruitment needs;

2. The change of organizational business volume makes the existing personnel unable to meet the needs;

3. The existing allocation of human resources is unreasonable.

Main steps of selecting recruitment channels

1, analyze the company recruitment demand;

2. Analyze the characteristics of recruiters;

3. Determine the appropriate recruitment sources;

4. Choose a suitable recruitment method.

Basic procedures of personnel recruitment

1, preparation stage. Including: recruitment demand analysis, clear recruitment characteristics and requirements, making recruitment plans and recruitment strategies.

2. Implementation stage. The implementation of recruitment is the core and the most critical part of the whole recruitment activity, which has gone through three steps: recruitment, screening and employment.

3. Evaluation stage. Finding problems in time, analyzing reasons and finding solutions will help to adjust relevant plans in time and provide reference for the next recruitment.