What are the six modules of human resources management?

The six major modules of human resource management are as follows:

1. Human resource planning

Human resource planning is one of the strategic goal plans of the enterprise and is the foundation of human resources , macro work, involving the establishment of relevant organizational structures, human resources planning direction, etc.

The purpose of human resource planning is to find the focus and direction of future human resources work by analyzing the company's resource status and the current situation of human resources management in conjunction with the company's development strategy, and to formulate specific work plans and plans. To ensure the smooth realization of corporate goals.

The focus of human resource planning is to collect, analyze and compile statistics on the current situation of the company's human resources management. Based on these data and results, combined with the company's strategy, we can formulate plans for future human resources work.

2. Talent recruitment and allocation

Doing a good job in talent recruitment and allocation is the first step for an enterprise to implement its human resources planning plan. It is worth noting that recruitment and allocation are two major parts of the work. "Selection" and "employment" require not only recruiting outstanding talents, but also matching people with positions. Based on the goals of human resource planning, take inventory of the number and competency levels of existing personnel.

According to job requirements, sort out recruitment channels and expected arrival rates, scientifically and rationally attract, select, and hire talents, and allocate the right people to the right positions at the right time, according to job responsibilities. Its appropriate work tasks enable people to maximize their abilities.

3. Employee training and development

Employee training and development are actually “educating people”. Regular employee training can improve employee skills, ensure the sustainable development of talents, and enhance employees' sense of trust and value. For new employees who join the company, they must adapt to and be competent at their jobs as soon as possible. In addition to studying hard, they also need help from the company

For current employees, in order to adapt to the changes in the market situation brought by the company The adjustment of strategy requires continuous adjustment and improvement of one's skills. Based on these two aspects, it becomes very necessary to organize effective training to maximize the potential of employees.

In terms of content, the training includes corporate culture training, rules and regulations training, job skills training and management skills development training. Training must be targeted and take into account the specific needs of different trainee groups.

4. Performance management

A good performance model can effectively motivate and retain talents. Through comprehensive assessment, analysis and evaluation of employees' work results, behavioral performance, work attitude and comprehensive quality, enterprises continuously improve employee behavior, improve skills and tap potential, thereby achieving departmental goals and then achieving corporate strategic goals.

The evaluation of the comprehensive capabilities of job personnel through performance appraisal can measure the role and value of job personnel in the corporate structure, and obtain corresponding salary remuneration based on value, which involves the salary module, that is, performance appraisal and Compensation management is complementary to and closely related to each other.

5. Salary management

A complete salary and welfare mechanism can not only motivate employees, but also better attract talents. The role of salary and benefits has two points: one is to recognize employees' past performance; the other is to promote employees to continuously improve their performance with the help of an effective salary and welfare system.

An effective salary and benefit system must be fair and ensure external fairness, internal fairness and job fairness. External fairness will make the company's salary and benefits competitive in the market, internal fairness needs to reflect the vertical difference in salary, and job fairness needs to reflect the gap in competency among employees in the same position.

6. Labor relations management

Labor relations management mainly covers employee changes, employment disputes, corporate culture construction, etc. While achieving strategic goals, enterprises must conduct risk management, especially the management and control of employment risks. Labor relations management is the management measures implemented for personnel risk management.

The handling of labor relations is based on relevant national laws, regulations, policies and company rules and regulations. At the beginning of the labor relationship, the rights and obligations of the employee and the employer must be clarified. Within the contract period, in accordance with the contract The agreement deals with the rights and obligations between workers and employers.