Five modules of human resources

What are the five important modules in human resources?

Every module is very important. Performance management ensures the normal operation of performance management, and salary and welfare management strives to balance the labor-capital relationship between enterprises and employees. Recruitment and distribution, training and development provide and cultivate talents for the company, and planning provides direction for the company. Human resource management (HRM) is to improve labor productivity through a series of means such as job analysis, human resource planning, employee recruitment and selection, performance appraisal, salary management, employee motivation, talent training and development, etc.

Human resource planning, recruitment and distribution, training and development, performance management, salary and welfare management, and labor relations management. Traditional personnel management regards people as a kind of cost, which is the object to be managed and controlled. The personnel department is an auxiliary department that cannot generate income and repeat routine work. Compared with traditional personnel management, modern human resource management regards people as the most precious and creative resource in enterprises, which needs both management and development. The human resources department has been promoted to the height of enterprise development strategy, and its work efficiency is directly related to the success or failure of an enterprise. Human resource strategy has also become one of the core competitiveness modules of an enterprise-human resource management 1, career development theory 2, internal evaluation 3, organizational development and change; 4. Plan and organize career development; 5. Comparative overview of international human resource management 6 pages. Formulate a strategic plan for human resources development. Performance factors at work. Employee authorization and supervision

Module 2 Human resource training and development module 1, theoretical learning 2, project evaluation 3, investigation and evaluation 4, demand evaluation and training 5, training and development 6, composition of training suggestions 7, training, development and employee education 8, training design, systematic method 9, development management and enterprise leadership; Develop yourself and others 10 project management; Operation management: project development and management practice

Module 3 Salary management of human resources (salary, incentive and welfare) 1, salary 2, building a comprehensive salary system 3, welfare and other salary issues 4, performance evaluation and feedback

Module 4 Human resource management and competition 1, Human resource management and competitive advantage 2, the starting point and environment of human resource management; 3. Human resource planning 4. Job analysis 5. Personnel recruitment 6. Staff training and development 7. Staff performance evaluation 8. Plan to improve productivity.

Module 5 Employee and Labor Relations 1, Employment Law 2, Labor Relations and Society 3, Industry Relations and Society 4, Labor Negotiation 5, Trade Union and Labor Negotiation.

Module 6 Safety, Security and Health 1, Safety and Health Project 2, Safe and Healthy Working Environment 3, Promoting Safety and Health in Workplace 4, Managing Health and Safety in Practice.

Five modules and four mechanisms of human resource management

Human resource management is formally divided into six modules and four mechanisms.

First, the six modules of human resource management specifically refer to human resource planning, recruitment and allocation, training and development, performance management, salary and welfare management and labor relations management.

Human resource planning includes the establishment of organization, the adjustment and analysis of enterprise organization, the analysis of enterprise personnel supply demand, the formulation of enterprise human resource system, and the compilation and implementation of human resource management expense budget.

Recruitment and distribution include recruitment demand analysis, job analysis and ability analysis, recruitment procedures and strategies, recruitment channel analysis and selection, recruitment implementation, special policies and contingency plans, exit interviews and measures to reduce employee turnover rate.

Training and development includes theoretical study, project evaluation, investigation and evaluation, training and development, demand evaluation and training, composition of training suggestions, training, development and employee education, training design, systematic methods, development management and enterprise leadership, developing oneself and others, and project management.

Performance management includes performance management preparation stage, implementation stage, evaluation stage, summary stage, application development stage, performance management interview, performance improvement method, behavior-oriented evaluation method and result-oriented evaluation method.

Salary and welfare management includes salary, building a comprehensive salary system, welfare and other salary issues, performance evaluation and feedback.

Labor relations management includes employment law, labor law and labor contract law, labor relations and labor relations, enterprise incentive and coordination, labor-capital negotiation and mediation, unionization and collective bargaining.

Second, the four mechanisms mainly include traction mechanism, incentive mechanism, restraint mechanism and competition elimination mechanism.

Traction mechanism includes job description, KPI index system, training development system, corporate culture and values system.

Incentive mechanism includes salary and welfare management system, career management, appointment and dismissal system, decentralization and authorization.

The restraint mechanism mainly includes two systems and two concrete systems: "performance management system" with KPI index system as the core; Taking the post qualification system as the core-"evaluation system of professional behavior quality and ability quality"; Code of professional conduct for employees; Employee reward and punishment system.

The competitive elimination mechanism includes the competitive appointment system, the last elimination system and the employee withdrawal system.

Extended data

First, the core of human resource management

Human resource value chain management is the core of human resource management. Namely: the value creation, evaluation and distribution of human resources in the unit-the value chain of human resources.

Two cornerstones of human resource management

1, job analysis and evaluation

Job analysis and evaluation are the foundation and basis of the whole human resource management system. The "job description" formed by job analysis plays a very important supporting role for other modules.

2, personnel quality evaluation

Based on the respect for human nature and human value, this paper systematically studies people's internal abilities and characteristics, tests and analyzes them according to the established model, and obtains the evaluation results.

Baidu Encyclopedia-Six modules of human resource management

Baidu Encyclopedia-Human Resource Management System

What are the main modules of human resources?

Modern enterprise human resource management consists of six modules, namely: 1, human resource planning; 2. Recruitment and configuration; 3. Training and development; 4. Performance management; 5. Salary and welfare management; 6. Labor relations management.

1. Human resource planning, including: 1. Establishment and adjustment of organizational structure; 2. Make personnel plans; 3. Human resource management system and cost budget.

2. Recruitment and configuration, including: 1. Analysis of recruitment demand; 2. Recruitment preparation; 3. Recruitment implementation; 4. Exit talk

Iii. Training development, including: 1. Establish a training system; 2. Make a training plan; 3. Training management; 4. Training effect evaluation

Four. Salary and welfare management, including: 1. Salary management; 2. Welfare insurance management;

Verb (abbreviation of verb) performance management, including: 1. Design of performance management system; 2. Effective operation of performance management system; 3. Methods of performance evaluation

Management of labor relations of intransitive verbs, including: 1. Labor contract management; 2. Negotiation and performance of collective contracts; 3. Labor dispute handling system; 4. employee communication; 5. Occupational safety and health management

What are the five modules of human resources?

Many enterprises, large and small, will have special human resources departments, mainly including the responsibilities of employee recruitment and professional training development, as well as employee performance management, salary and benefits.

Whether you take the human resources qualification examination or engage in human resources-related work, you should know what human resources training modules are available. Many human resources departments of enterprises are responsible for a lot of contents, especially human resources training, which is one of the important factors for the development of the whole enterprise, mainly including human resources planning, recruitment and allocation, training and development, performance management, salary and welfare management, and labor relations management.

Among them, human resource planning is the core factor of the stable development of enterprises, with advanced management experience and strong team strength, so that the demand for personnel and the ownership of personnel match each other. In addition, in human resources training, it is very important to continuously train outstanding talents for enterprises.

According to the requirements of enterprise strategic planning, the recruitment and distribution of employees and the performance evaluation of enterprises are mainly aimed at evaluating the working conditions of employees. You can observe and record your work purposefully and systematically for analysis and evaluation.

What is the human resource training module? Should you understand them clearly? As a professional human resource trainer, we should know more about the human resource allocation training module. In addition to being responsible for the recruitment and deployment of employees, there are also performance appraisal, training and development of human resources, salary and welfare management, labor relations and so on. It is necessary to figure out how to continuously improve the working ability of employees through study and discipline.

What are the six modules of human resources?

Six modules: 1, human resource planning; 2. Recruitment and configuration; 3. Training and development; 4. Assessment and evaluation; 5. Salary and welfare management; 6. Labor relations.

Look for it yourself according to these six rules, and just search online. Give you something human. 1. Human resource planning; When it comes to human resource planning, many human resource managers in China have mixed feelings and some are at a loss. It is not that these human resource managers are inexperienced, but the actual situation of Chinese enterprises restricts and restricts the development of human resource planning to a certain extent. In recent years, we have seen that enterprises in China have paid more and more attention to human resources, but we still have a long way to go to rise to the perspective of human resources strategic planning. Many enterprises are still in the stage of personnel management.

Just like I once went to a company for an interview with the director of human resources, I asked the general manager, "What is your company's five-year development plan and human resources goals?" The general manager told me that the company's development plan basically has nothing to do with human resources. You just need to do your recruitment and basic management well. This sentence may reflect the blank understanding of human resources by many enterprise decision makers.

Perhaps the reason for this phenomenon is that the values and ethics of enterprise decision makers play a key role in the planning and construction of enterprise human resources. Looking through history, it is found that the life cycle of enterprises that focus on profit, rather than culture and people, will not be too long. How to consider the overall planning of human resources from a strategic perspective is a problem that every HR staff and enterprise decision-makers should seriously consider! 2. Recruitment and configuration; If an enterprise wants to develop, it must recruit more excellent talents to join in, so that the whole human resource process presents a virtuous circle of development. In China, especially in the north, recruitment and manpower allocation are obviously not so reasonable.

When we are ready for the recruitment of relevant positions, many HRMs have forgotten the most important question, that is, what kind of outlook on life, values and world outlook should the people we recruit have? Because the time and speed of their integration into corporate culture is an important basis for testing the recruitment effect. Many of our human resources managers have forgotten this.

I have been instructed by leaders to participate in human resources recruitment for many times. Interestingly, when our employees resigned, the boss asked me to recruit, and what was lacking was patchwork. I have suggested that repeated recruitment by the boss is of great benefit to the rational allocation of enterprises and human resources, but every time he tells me, "What are you afraid of? People will talk again when they leave. China lacks everything, but there is no shortage of people. "

I think this is also the idea of many of our bosses now. Another interesting phenomenon is that experience is more important than ability. Now is the era of open economy and high-speed information flow. We don't know how much work experience 30 years ago can contribute to the development of enterprises. Many foreign companies are recruiting in China. What can you do when you join the company? What kind of development do you want? Most of the questions asked by enterprises in China are what they have achieved in the past and what they have achieved now.

China now has a 32-year-old CEO of a listed group, a 19-year-old general manager, and seven years to become an enterprise that the world looks down upon ... There may be too many such examples. How to balance practical ability and experience is a problem that both human resources and bosses should consider. What do we recruiters look at? Personally, experience is one aspect, and more importantly, it depends on the matching degree and ideology with the enterprise. Some positions only need soldiers, not ordinary people with dreams and ambitions. The positions vary from person to person.

China is a relational society, so there are many human feelings, relationships and other factors that restrict the pace of enterprise's progress. What about the configuration? 3. Training and development; As a way of welfare and talent training, training has attracted much attention in many enterprises. I have been a trainer for three years. I have given lectures in many enterprises, met many trainers and met many friends in the consulting industry. However, in our practical application process, both external training and internal training have their relative shortcomings.

Foreign training: the enterprise has spent a lot of money to consult the company's experts and scholars to tailor a set of programs for the enterprise itself. During and after training, you may maintain your enthusiasm for a few days. After a few days, the problem remained as if nothing had changed. Why? Many of our bosses don't know what kind of courses and training can be entrusted to the outside. What kind of training must be completed within the enterprise? What should be the follow-up work of the enterprise itself after training abroad? In addition, many foreign training institutions are simply irresponsible. A famous expert once told me personally: "I just make money by mouth, and the life and death of the enterprise has nothing to do with me."

Internal training: internal training of the company. Due to the great differences in business between companies, the ways and methods of internal training are also very different. The hardest thing about doing internal training is that there is no planning. Many enterprises don't know what the trainers at all levels want to achieve, how to evaluate the training effect, and what is the relationship between courses? This directly led to a lot of futility in our internal training.

4. Performance management; This module is the boss's favorite and the employee's most annoying. It is an irreconcilable contradiction that involves the gain and loss of interests. Since it can't be reconciled, as HR, our work seems to show the achievements that the boss generally agrees with at this time.

Pathetic! A good performance management system can help the healthy development of enterprise internal management to a great extent, that is, at this key point, our enterprise management and human inferiority are more obvious. We are learning and applying many advanced foreign management methods. Why is the effect not so obvious? For example, the once very popular 5S, 6Sigma, 360-degree evaluation, Haier's daily life, Nissin and so on.

There is a simple reason. We don't know the specific indicators and weight ratio of KPI in each position. Busy for a long time, I found it was a waste after careful summary.

5. Salary and welfare management; Money is not everything, but you can't do anything without it. Speaking of this, it seems that the boss and HR have been pushed to the forefront. I don't want to say anything here, just want to tell the company's decision.

How many modules are human resources divided into? What is it?

It mainly consists of the following six modules: 1. Human resource planning: 1. Institutional setting; 2. Adjustment and analysis of enterprise organization; 3, enterprise personnel supply demand analysis.

Second, recruitment and configuration: 1, recruitment demand analysis; 2. Job analysis and ability analysis. Third, training development: 1, theoretical learning; 2. Project evaluation.

Fourth, performance management: 1, behavior-oriented evaluation method; 2. Result-oriented evaluation method. V. Employee relations: 1. Employment law; 2. Labor Law and Labor Contract Law.

VI. Salary and welfare management: 1, salary; 2. Build a comprehensive salary system (job evaluation and salary grade, salary survey, salary plan, salary structure, salary system formulation, salary system adjustment and labor cost accounting). Extended data:

The basic process of human resource management human resource planning human resource management planning is like a ship sailing to the sea. Before going out, we need to find a suitable and clear goal and direction, which is the most suitable system for our company. Therefore, it is necessary to determine the orientation and realization of HR work objectives.

The purpose of human resource planning is to analyze the current situation of enterprise resources and human resource management, find the focus and direction of future human resource work, formulate specific work plans and programs, and ensure the smooth realization of enterprise goals. The focus of human resource planning is to collect, analyze and count the current information of human resource management in enterprises. According to these data and results, combined with enterprise strategy, make the future human resources work plan.

Just like the navigator of the navigation mark of a ship going out to sea, human resource planning plays a role in positioning the target and grasping the route in HR work. Human resource planning is a set of measures to enable enterprises to have a certain quality and necessary amount of manpower to achieve organizational goals, including personal interests, in order to obtain the matching of personnel needs and personnel ownership in the future development of enterprises.

Where: 1. Goal of human resource planning: 1. Obtain and maintain a certain number of people with specific skills, knowledge structure and ability. 2. Make full use of existing human resources.

3. Be able to predict the potential overstaffing or manpower shortage in the enterprise organization. 4, establish a well-trained, flexible workforce, enhance the ability of enterprises to adapt to the unknown environment.

5. Reduce the dependence of enterprises on external recruitment in key technical links. Verification of human resources refers to the verification of the quantity, quality, structure and distribution of human resources.

3. Human resource information includes: personal natural information, employment information, education information, salary information, job execution evaluation, work experience, service and resignation information, work attitude, historical information of work or position, etc. Four, the methods of human resource demand forecasting are: intuitive forecasting method (qualitative forecasting) and mathematical forecasting method (quantitative forecasting).

5. Job analysis, also known as job analysis and job analysis, is an important routine technology in human resource management and the foundation of the whole human resource management. Job analysis is an activity to determine the basic factors such as the nature, structure and requirements of the job through certain analytical means.

(1) Procedures of job analysis: preparation stage, planning stage, analysis stage, description stage, application stage and operation control. (2) Job analysis information includes: 1, job name 2, work quantity 3, work unit 4, responsibilities 5, work knowledge 6, intelligence requirements 7, proficiency and accuracy 8, experience 9, education and training 10, physical requirements 16, and working environment 12. Employee characteristics 15, selection method (3) The information obtained from job analysis is arranged in the following ways: 1, text description 2, job list and questionnaire 3, activity analysis 4, determinant method (4) the role of job analysis: 1, selection and appointment of qualified personnel; 2. Formulate an effective personnel forecasting scheme and personnel plan; 3. Design a positive personnel training and development plan; 4. Provide assessment, promotion and operation standards; 5. Improve work and production efficiency; 6. Establish an advanced and reasonable labor quota and remuneration system; 7. Improve the work design and environment; 8. Strengthen career counseling and career guidance.

Recruitment and configuration publish and manage recruitment information; Screening resume, interview notice, interview preparation and organization and coordination; Where: 1. Common recruitment methods include: leaderless group discussion, group decision-making, scenario simulation of recruitment interview, psychological test, labor skill test, etc. 2. Requirements that employees must meet in recruitment: 1, which is in line with relevant national laws and policies and national interests; 2. The principle of fairness; 3. Equal employment should be adhered to in recruitment.