Six modules of human resource management system

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

1, human resource planning

Human resource planning, mainly according to the company's development strategy, deduces the company's future human resource needs, including quantity, as well as specific positions and requirements; On the other hand, the existing personnel are counted, so as to calculate the demand gap of human resources and further plan how to adopt the means of cultivating and retaining to meet the final demand of human resources. The work of this module is generally led by the human resources director or human resources manager.

2. Recruitment and configuration

Recruitment and configuration is one of the most familiar modules. In addition to the recruitment function that we usually contact the most, there is also a "configuration" that is often overlooked: the configuration function requires practitioners of human resources-related modules to understand the main characteristics and abilities of employees and arrange them in positions that are more suitable for them, so as to achieve job matching.

3. Training and development

Many enterprises' enterprise universities, training centers, etc. , undertake new employee training, employee professional training, leadership training, new manager training, etc. All these are functions of the training and development module.

4. Wages and benefits

This is a human resource module that ordinary employees usually care most about. Our monthly salary, commission, bonus, various holiday benefits, birthday benefits, year-end bonus, salary adjustment, etc. Are completed by the module and function of human resources.

5. Performance management

Theoretically, performance management includes four links: performance goal setting, performance communication, performance evaluation, performance feedback and improvement. However, the specific implementation of companies at different stages of development is also very different: some companies only pay attention to performance appraisal in performance management, and companies set performance indicators and give clear rewards and punishments to them, and implement them in the form of monthly, quarterly or annual assessment.

6. Employee relations

The core purpose of employee relations is to establish harmonious labor relations, so that employees and enterprises can achieve a win-win situation: enterprises are developing better and better with the joint efforts of employees, and employees can get personal growth and fair treatment in enterprises. In practical work, the human resources department is responsible for the HR of the employee relations module, and its main work includes signing labor contracts with employees, caring for employees, handling labor disputes and other related matters.