Recruitment transfer module

What are the six modules of human resources?

The six modules of human resources include: human resources planning, recruitment and allocation, training and development, salary and benefits, performance management and employee relations. The six modules of human resource management are a summary of the contents covered by enterprise human resource management through module division.

1, human resource planning

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.

2. Recruitment and configuration

Recruitment and distribution have their own emphasis. Recruitment consists of a series of steps such as demand analysis, budget formulation, recruitment scheme formulation, recruitment implementation and follow-up evaluation. The key is to do a good job of demand analysis. First of all, make clear what people the enterprise needs, how many people it needs, what requirements it has for these people, and through what channels to find these people the company needs. After the goals and plans are clear, the recruitment work will become more targeted.

In fact, the analysis of recruitment needs should consider staffing, so that a standard is tailored according to the position, and then the personnel needed by the enterprise are recruited according to this standard, and staffing will be simplified as a procedural link. Recruitment and distribution can not be regarded as independent processes, but two links that influence and depend on each other. Only by recruiting suitable personnel and making effective allocation can we ensure the realization of the significance of recruitment.

3. Training and development

For new employees, in order to adapt and be competent as soon as possible, in addition to their own efforts, they need the help of the company. For on-the-job employees, in order to adapt to the adjustment of company strategy brought about by the change of market situation, it is necessary to constantly adjust and improve their skills. Based on these two aspects, it is necessary to organize effective training to maximize the potential of employees. As far as content is concerned, 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 groups of students. For new employees, training can help them adapt to and be competent for their jobs. For on-the-job employees, training can help them master the new skills needed for the post and help them maximize their potential. For the company, training will make the enterprise run smoothly and improve its performance. The importance of training and development is obvious.

4. Performance management

The purpose of performance appraisal is to affirm the past performance through an effective system and look forward to the continuous improvement of future performance. Traditional performance work only stays at the level of performance appraisal, while modern performance management pays more attention to the improvement of future performance. The shift of focus makes the focus of modern performance work shift. The effectiveness of the system has become the focus of human resources workers.

5. Wages and benefits

Salary and benefits have two functions: one is to affirm the past performance of employees; Second, with the help of an effective salary and welfare system, employees can be promoted to continuously improve their performance. An effective salary and welfare system must be fair, ensuring external fairness, internal fairness and post fairness. External fairness will make the salary and welfare of enterprises competitive in the market, internal fairness needs to reflect the vertical difference of salary, and post fairness needs to reflect the competency gap of employees in the same position.

Fairness of past performance will definitely give employees a sense of accomplishment, and commitment to future salary and benefits will stimulate employees' enthusiasm for continuous improvement of performance. Salary and welfare must be organically combined with material and non-material forms in order to meet the different needs of employees and give full play to their maximum potential.

6. Labor relations

The handling of employee relations is based on relevant national laws and policies and company rules and regulations. At the beginning of the establishment of labor relations, the rights and obligations of workers and employers were clearly defined. During the contract period, the rights and obligations between workers and employers were handled according to the contract. For workers, it is necessary to use labor contracts to ensure the realization of their own interests, and at the same time to fulfill their obligations to the enterprise. For employers, labor contract laws and regulations are more about regulating their employment behavior and safeguarding the basic interests of workers.

What are the six modules of human resources and their detailed descriptions?

Human resources are divided into eight modules: human resources planning, personnel recruitment and allocation, training development and implementation, performance appraisal and implementation, salary and welfare, personnel management, career management and employee relationship management. Specific breakdown: human resource planning 1, organization setting 2, adjustment and analysis of enterprise organization 3, analysis of enterprise personnel supply demand 4, formulation of enterprise human resource system 5, preparation and implementation of human resource management expense budget; Recruitment and allocation of human resources 1, recruitment demand analysis, 2, job analysis and competency analysis, 3, recruitment procedures and strategies, 4, analysis and selection of recruitment channels, 5, recruitment implementation, 6, special policies and contingency plans, 7, resignation interview, 8, measures to reduce employee turnover rate 1, theoretical study, 2, 5. Needs assessment and training; 6. Composition of training suggestions; 7. Training, development and employee education; 8. Design and systematic method of training; 9. Development management and enterprise leadership; Develop yourself and others, 10, project management: project development and management practice. Human resource performance management 1, performance management preparation stage, 2, implementation stage, 3, evaluation stage, 4, summary stage, 5, application development stage, 6, performance management interview, 7, performance improvement method, 8, behavior-oriented evaluation method, 9, result-oriented evaluation method. Human resources salary and welfare management 1, salary, 2, building a comprehensive salary system, 3, welfare and other salary issues 4, performance evaluation and feedback. Human resources employee and labor relations 1, employment law, 2, labor relations and society, 3, industry relations and society, 4, labor negotiation, 5, unionization and labor negotiation human resources management and competition 1, human resources management and competitive advantage, 2, human resources management and environment, 3, human resources planning, 4, job analysis, 5. Personnel management, including employee entry procedures, employee information files, personnel files and employee reward and punishment system, is an important part of human resources. Career management Career management is a human resource management measure for enterprises to plan employees' career, guide employees to fully combine their own development goals with those of enterprises, give full play to their own advantages and achieve good development. A good career management system can give full play to the potential of employees, give clear and specific career development guidance to outstanding employees, and maximize the value of enterprises from the perspective of human capital appreciation. With the help of educational metrology, modern psychology, organizational behavior, management, career planning and career development theory, combined with China's characteristic enterprise management practice and personal personality characteristics, a relatively mature and perfect career planning system has been formed.

Overview of six modules of human resources

1. Human resource planning: the navigation mark and navigator of human resource work, and also the starting point of human resource management. It mainly helps organizations to predict the expected demand and basic quality composition of personnel in the future through planning. 2. Recruitment and distribution: the art of combining "introduction" and "use". Taking human resource planning as one of the inputs, it solves the problems of organizational staffing and job matching. 3. Training and development: help employees to be competent and explore their greatest potential. Its theme is that performance management is the core of six modules and the main input of other modules. Its main purpose is to help and improve people and solve the problem of how organizations employ people. Fourth, performance management: different perspectives lead to different results. 5. Salary and welfare management: one of the most effective means to compensate, motivate and benefit employees. 6. Labor relations: To achieve a win-win situation between enterprises and employees, labor relations management aims to manage layoffs and help enterprises form an effective way to rationally allocate human resources.

The specific contents of the six modules of human resource management are as follows

All human resource management is divided into six modules: 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: it is a set of measures to enable an enterprise to have a certain quality and necessary quantity of manpower stably, so as to achieve organizational goals, including personal interests, and thus to obtain the matching between personnel demand and personnel ownership in the future development of the enterprise. In which: ◆ Human resource planning objective: 1. Obtain and maintain a certain number of people with specific skills, knowledge structure and ability. 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. ◆ Human resource information includes: personal natural situation, employment data, education data, salary data, job execution evaluation, work experience, service and resignation data, work attitude, historical data of work or position, etc. ◆ The methods of human resource demand forecasting include intuitive forecasting method and mathematical forecasting method. Job analysis: Job analysis, also known as job analysis and job analysis, is an important routine technology in human resource management and the basis 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.

How to introduce the six modules of human resources in detail?

Module 1 International Human Resource Management 1, Career Development Theory 2, Organizational 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 study II. Project evaluation. Investigation and evaluation. Needs assessment and training. Training and development. Composition of training suggestions. Training, development and employee education. Training design, systematic method 9. Development management and training. Develop yourself and others 10 project management; Operation management: project development and management practice module 3 1, salary 2, building a comprehensive salary system 3, salary issues such as welfare 4, performance evaluation and feedback module 4, human resource management and competition 1, human resource management and competitive advantage 2, order and environment of human resource management; 3. Human resource planning. Job analysis 5. Personnel recruitment. Train and develop employees. Employee performance evaluation. Plan to improve productivity. Employee and labor relations 1. Employment law ii. Labor relations and society. Industrial relations and society. Labor-capital negotiation. Trade unions and collective bargaining. Safety, security and health 1. Safety and health project 2. Safe and healthy work.