Three pillars and six modules of human resources

The three pillars of human resources include recruitment and deployment, training and development, and performance management. The six modules include recruitment and deployment, compensation and benefits, performance management, training and development, employee relationship management, and human resources. information systems.

1. Recruitment and deployment: This is the first important pillar of human resources. It involves recruiting and selecting the right employees and providing the right talent for the job. The recruitment process typically includes steps such as posting a job, screening resumes, interviewing candidates, and conducting background checks. Allocation refers to assigning employees to positions that suit their skills and abilities to increase productivity and employee satisfaction.

2. Training and development: This is the second important pillar of human resources. Training and development aims to improve employees' skills and knowledge, adapt them to job requirements, and enhance their careers through continuous learning and growth. Training can include new employee orientation, skills training, leadership development, performance improvement, and more. Development refers to providing opportunities and resources to employees throughout their careers so that they can continue to learn and grow and achieve personal and organizational goals.

3. Performance management: This is the third important pillar of human resources. Performance management aims to evaluate and improve employee performance levels. It usually includes setting goals, conducting regular evaluations, providing feedback, rewards and incentives, etc. Through performance management, organizations can identify employees' strengths and development areas and provide appropriate incentives to improve employee performance and engagement.

In addition, human resource management can also be subdivided into six modules, including recruitment and deployment, compensation and benefits, performance management, training and development, employee relationship management, and human resources information systems. These modules together constitute a comprehensive human resources management system.

1. Recruitment and configuration: This module corresponds to the pillars of recruitment and configuration mentioned earlier, including recruitment planning, job posting, candidate screening, interviewing and selection processes.

2. Remuneration and benefits: This module involves employee salary management and benefit systems. It includes salary setting, performance bonuses, benefit plans, employee benefits, etc.

3. Performance management: This module corresponds to the pillars of performance management mentioned earlier, including goal setting, performance evaluation, feedback and coaching, rewards and incentives, etc.

4. Training and development: This module corresponds to the pillars of training and development mentioned earlier, including employee training plans, development opportunities, career planning, mentorship systems, etc.

5. Employee Relationship Management: This module deals with the relationship between employees, management and the organization. It includes employee communication, employee engagement, union relations, conflict resolution, and more.

6. Human resources information system: This module involves the use of information technology and systems to support all aspects of human resource management, including the management and maintenance of employee files, salary records, performance evaluations, training records, etc.

The three pillars and six modules of human resources constitute a comprehensive human resources management system. Their goal is to help organizations recruit and deploy suitable talents, provide training and development opportunities, evaluate and improve employee performance, etc., to support the development of the organization and the growth of employees. Each module is important, they are interrelated and promote each other, and together they provide support and guidance for the organization's human resource management.

The importance of human resources

1. Human resources are the core assets of the organization: Human resources are the core assets of the organization and the source of competitiveness. Outstanding employees create value for the organization and drive business growth and innovation. Having highly qualified, skilled and professional employees is an important factor in the success of an organization.

2. Human resources affect organizational performance: Human resource management directly affects the performance of the organization. Through recruitment, training and development, performance management and other means, human resource management can improve the efficiency and quality of employees' work, thereby improving the performance level of the organization.

3. Human resources promote innovation and development: Human resource management plays an important role in promoting innovation and organizational development. Human resource management can provide training and development opportunities to cultivate employees' ability to innovate and adapt to changes. In addition, human resource management can also shape organizational culture and values, promote innovation and teamwork.