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

There are mainly the following six modules:

I. Human resource planning:

1, institutional settings;

2. Adjustment and analysis of enterprise organization;

3, enterprise personnel supply demand analysis.

Second, the recruitment and configuration:

1, recruitment demand analysis;

2. Job analysis and ability analysis.

Three. Training and development:

1, theoretical study;

2. Project evaluation.

Fourth, performance management:

1, behavior-oriented evaluation method;

2. Result-oriented evaluation method.

Verb (abbreviation for verb) Employee relations:

1, Employment Law;

2. Labor Law and Labor Contract Law.

Six, 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:

Basic process of human resource management

Human resources 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 target orientation and implementation method of HR.

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. These include:

I. Objectives of human resource planning:

1, acquire and maintain a certain number of people with specific skills, knowledge structure and abilities.

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) The information of job analysis includes:

1, name of the work

2. Quantity of work

3. Work unit

4. Responsibility

5. Working knowledge

6, intelligence requirements

7. Proficiency and accuracy

8.experience

9. Education and training

10, physical requirements

1 1, working environment

12, the relationship with other work

13, working hours and shifts

14, employee characteristics

15, selection method

(3) The information obtained from job analysis is organized as follows:

1, text description

2. Work list and questionnaire

3. Activity analysis

4. Determinant method

(D) the role of job analysis:

1, select and appoint 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 distribution

Publish and manage recruitment information; Screening resume, interview notice, interview preparation and organization and coordination; These include:

1. Commonly used recruitment methods include: leaderless group discussion, group decision-making, scenario simulation of recruitment interview, psychological test and labor skill test.

Second, the employee recruitment must meet the requirements:

1, 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.

4. Ensure the quality of employees.

Baidu encyclopedia-human resource management

Baidu Encyclopedia-Six modules of human resource management