What is the difference between rank and rank in human resource management?

What is the difference between rank and rank in human resource management? 1. series: refers to a series of posts with the same job nature but different responsibilities and difficulties, so their ranks and grades are different. In short, a department is a specialized occupation (such as department of mechanical engineering). Grade (job category): the collection of all positions with different responsibilities and qualifications but similar job nature (business nature). For example, personnel administration, social administration, finance and taxation administration and insurance administration belong to different departments. All positions at each level are completely similar in nature. Department is a system of job promotion, and it is also a specialized profession. For example, middle school teachers, primary school teachers and university teachers all belong to the same vocational department.

2. Grade: Grade is the most important concept in the classification structure. Refers to the job content, difficulty, responsibility and the required qualifications are similar to the position divided into the same rank, management, use and remuneration are the same. The number of positions at each level varies, ranging from one to several thousand.

Rank: in the same post department, posts are divided into different grades according to the size of post responsibilities, the difficulty of business simplification, the weight of responsibilities and the level of qualifications. For example, high school Chinese education, first language education, second language education, third language education, senior primary education, second primary education and third primary education. The math teachers of "Grade One in Middle School" and "Grade One in Primary School" belong to the same rank.

How to abide by the labor law in human resource management is not only the labor contract law, but also the social insurance law, industrial injury insurance regulations, temporary regulations on wage payment and local wage payment regulations, as well as welfare regulations, working hours and rest and vacation regulations, and so on. I can really write my doctoral thesis.

The difference between self-taught human resource management and textual research. The human resource management of the self-taught major is only a theoretical explanation, and the textual research is an examination specially aimed at the social on-the-job personnel, mainly combining theory with practice. Generally speaking, human resource management, a self-taught major, needs to obtain a vocational qualification certificate issued by the Ministry of Labor after graduation.

Is there any difference between the relationship between Confucian culture and human resource management and the embodiment of Confucian culture in human resource management? As two products of different times, Confucianism advocates a golden mean, conveys the unity of man and nature, and stresses the laws of nature. Nowadays, human resource management emphasizes that people are the center, talents are resources and talents are the focus of attention. There is no direct relationship between the two. It is better to insert Confucianism into human resource management, because Confucianism has influenced the cultural power of China for 5,000 years. Change needs a process, and Confucianism can be applied to better manage people and talents. In the current human resource management, it is obvious, just like: a leader, if he wants to complete this month's plan, must try his best to encourage his subordinates to work overtime to complete their non-own work, and employees can only submit to humiliation in order not to lose their current jobs, resulting in plans and results falling through. If company leaders appreciate their subordinates and care about them from time to time, they will overcome difficulties to complete their work and reach a plan for leadership change.

How to improve yourself in job-seeking human resource management? First of all, make a good resume with appropriate details, revise it several times, and then look at other resumes that have successfully applied for a job.

How does culture affect human resource management? On the Influence of Corporate Culture on Human Resource Management Corporate culture is an organic unity of externalized corporate code of conduct, moral standards, customs and traditions, which is based on the business philosophy with its own characteristics and gradually formed and developed in the long-term production and operation process. It can be divided into three levels: enterprise spirit culture, enterprise system behavior culture and enterprise image material culture. The core of corporate culture is corporate spirit culture, that is, its values and ways of thinking. Core competitiveness is the foundation of enterprise's survival and development, and corporate culture is the fundamental source of core competitiveness. What kind of human resource management do enterprises in China need? The fundamental problem faced by enterprises in their growth is how to survive and how to live better. In today's environment, it is not easy for enterprises to survive. In the past 20 years of reform and opening up, less than 30% of enterprises in China have survived. The average life span of private enterprises in China is 2.9 years; Foreign companies are not optimistic. As we all know, there were only five or seven American top 500 companies in the19th century. Japan's postwar 100 top enterprises have basically disappeared. According to statistics, the life span of large foreign enterprises is about half that of people. First, the characteristics of corporate culture Corporate culture is the accumulation of a kind of management behavior in the process of enterprise growth and development, which has become the common psychological order of enterprise employees. Managers, especially top managers, play an important role in the formation of corporate culture. They consciously or unconsciously become "conductors" in shaping corporate culture. Every enterprise has a culture. Of course, it may support enterprise performance, or it may be unfavorable to enterprise performance. It may be a strong culture or a weak culture. Culture can "transform" people, and its influence on people is subtle. And culture has a strong "path dependence". Once formed, it is difficult to change, which may lead to exclusion and management dissipation. Therefore, it is very important for an enterprise to consciously establish a culture that supports enterprise performance, encourages innovation and adapts to change. Corporate culture is a management atmosphere. When employees enter the new company, they can feel the cultural atmosphere of the company within two hours. First of all, it is reflected in the face to see if the employees of the company are full of energy and have made progress; Look at everyone's feet and the speed at which he walks. If every employee keeps pace with the society, it is likely that the development of the company will not be very good; On the contrary, if every employee in the company is quick and trotting all the way, this enterprise will certainly have a good management culture. Everyone's work enthusiasm has improved and efficiency has increased. This is also an atmosphere. Corporate culture is like air. Every day, every employee will be influenced by the corporate atmosphere. At the same time, this management atmosphere can also make up for the shortcomings of many system management. It is impossible for enterprises to adopt system management from all aspects, and the cost is too high. For example, the company stipulates that you are not allowed to read newspapers at work. If the company has a good management atmosphere, no one will read newspapers, so even if an employee has the habit of reading newspapers at work in other companies, he will not read newspapers here. As the saying goes: "Diligent and lazy, not diligent; If you are lazy and you work hard, you can't be lazy. " So sometimes the management atmosphere of an enterprise is more effective than the system. Second, establish a corporate culture that is compatible with human resources development. The rise and fall of enterprises lies in culture. It can be said that management is to mold people with certain culture to a certain extent, and corporate culture is an important mechanism in human resource management. Only when the corporate culture is truly integrated into the personal values of each employee can we regard the goals of the enterprise as our own goals, so managing with the culture recognized by employees can provide impetus for the long-term development of the enterprise. At this point, Toyota in Japan has done the most distinctive thing. It believes that in order to motivate and mobilize the enthusiasm of employees, employees should first know that the future of the enterprise is linked to their destiny. Therefore, Toyota has always regarded "enterprise first" as an important content in shaping corporate culture. Whenever outsiders ask about the work of Toyota employees, regardless of their positions, he will proudly say, "I work in Toyota" and "I am from Toyota" and so on. Because of this, Toyota can have such a good development today. In fact, as long as we can adopt a way suitable for the background and characteristics of the enterprise, formulate corresponding systems and create a reasonable corporate culture, we will certainly stimulate the enthusiasm, initiative and creativity of employees and make the enterprise develop further. 1. Enterprises should cultivate a scientific and sound cognitive cultural model and avoid time proximity effect, halo effect, first impression or stereotype to look at and evaluate affairs. Establish a scientific performance evaluation system in the enterprise, cultivate the systematic and objective thinking mode of managers and employees, and lay the foundation for the benign development of corporate culture. 2. Establish a target culture. People can only be motivated if their goals remain unchanged. This is especially true as an enterprise. Scientific development strategy and clear work objectives can fully stimulate employees' work motivation. A consistent goal culture enables employees to develop their abilities of self-design, self-creation, self-optimization and self-organization, constantly adjust themselves to meet the needs of the overall goal, and communicate, support and cooperate with others, so that their own development and overall organizational goals can be operated and realized in the best way. Therefore, the target culture can best develop people's potential and is the most important cultural model for enterprises. 3. Establish an effective implementation culture to reflect the ability, and details determine success or failure. The goal of attaching importance to science should also be achieved through strict implementation. Therefore, the establishment of an executive culture does not strictly define the behavior style of enterprises, but can better train employees to become outstanding executives needed by enterprises. Executive culture emphasizes that a person should give full play to his ability and creativity when completing tasks; We should also learn to give full play to the abilities and creativity of others, make them complementary and form stronger creativity. 4. Establish a culture of will. People have willpower. In the face of setbacks, difficulties and inertia, everyone's reaction is different. Enterprises should emphasize the will culture, that is, cultivate employees' enterprising spirit in the face of difficulties and setbacks, and cultivate employees' willpower to overcome inertia and resist adverse effects. Only in this way can enterprises build an efficient talent team. In addition to the corresponding performance appraisal, personnel grading and post management, the infusion and infiltration of corporate culture and corporate philosophy also plays a certain role in the management style of employees. Some people say that there are several important standards for cultivating an excellent employee in modern society, one of which is "self-motivation". In my opinion, the so-called "self-motivated" is the "diligence" that every employee in the company should have. It should be embodied in the culture of every company and permeated into the thoughts and actions of every employee. Diligence is the desire for success when encountering difficulties and setbacks, and it is a spirit of giving up. Not every employee in the company has a perfect standard of behavior, but "diligence" can make up for it. Corporate culture has a far-reaching impact on the development of human resources. Enterprises should transform their strategic goals into a common vision through the innovation of corporate culture, so as to motivate organizations and human resources. So that human resources can be fully developed and added value at the cultural level.

The connection and difference between the business function and strategic function of human resource management lies in:

Strategic human resource management and operational human resource management are two different levels in human resource management system. Human resource strategy provides direction guidance and fundamental principles, and human resource management foundation provides powerful mechanism, information and capacity support to ensure the smooth development of specific operational human resource management and achieve the expected results.

The difference is:

The strategic function mainly focuses on the long-term goal and innovation of enterprise human resource management, and the main work content is to formulate human resource planning and analyze the changing trend of labor market.

The operational functions are mostly tactical and administrative, mainly responsible for handling the daily affairs of human resource management, focusing on the formulation and implementation of short-term goals, and the work mainly includes the recruitment, selection and training of employees.

The human resource management function of modern enterprises is gradually changing from management function to strategic function. The concept of strategic human resource management function is to regard the human resources of enterprises as the most precious resources. Through the effective development and management of human resources, it will become an important driving force for enterprises to win competitive advantage and enhance profitability.

Human resource management career orientation human resource career planning book preface: University is a small society, colorful and full of temptations. You may deviate from the normal state at any time and place, but when you look back, you suddenly find that time has been wasted for too long, so it is quite necessary to make a career plan for yourself. 1. Self-assessment 1. Self-advantage inventory: (1) Proactive, cheerful, enthusiastic and hardworking; (2) seeking truth from facts, having goals and opinions, pursuing specific and clear things, and like to do practical consideration; (3) Wide interpersonal network, good at talking, knowing how to enlighten yourself and push others by yourself; (4) Do things according to your own principles, and strongly demand yourself to make yourself more perfect. 2. Inferiority Scale: (1) I have a wide range of interests, but I don't have special skills, and I don't pay attention to training; (2) Lack of self-confidence and nervousness about failure or uncertainty; (3) Sometimes the temper is smooth and sometimes impatient, but it is also constantly adjusting its mentality. 3. Personal occupation analysis: (1) The corresponding occupation type: first start as a clerk, and then strive to become a senior person in the human resources department through continuous efforts; (2) My professional interest: Enterprise needs leadership and decision-making ability, and can work independently under pressure; (3) My professional understanding: Through my understanding and analysis, I think my major is more personal. 2. Analysis of career conditions 1. Family environment analysis: although the family is not rich, it can still maintain a basic life, and the family will not restrain me, giving me room for independent development. 2. Analysis of the school environment: The school is a private university newly established for four years, with weak teachers. The human resource management I studied has just been opened for two years. The school lacks experience in this field and offers few courses. 3. Analysis of social environment: China's political stability and sustainable development play an important role in the global economic integration environment. After China's accession to the WTO, the momentum of economic development will be even stronger. 4. Analysis of human resource management major: This major has always had a strong vitality. With the development of economy, it has entered a brand-new period! At present, human resource management talents are very scarce. According to the survey of authoritative organizations, the number of middle and senior human resources professionals in China currently exceeds 6 million. The market gap is huge, the salary of human resource managers is high, and the research is heating up. It will be one of the golden rice bowls in the next few years, so the employment situation should be optimistic. 3. Career goal orientation and its decomposition and combination 1. Main goal: to become a senior manager of human resources department. Target decomposition: (1) Complete university courses, graduate smoothly, and obtain relevant professional qualification certificates; (2) Understand the market, strive to cultivate their own abilities in all aspects, and strive to achieve the main goals. 4. Career planning (three-year junior college planning) 1. Basic goal: (1) primary goal: run for class cadres, join the student union, and cultivate their own organizational and communication skills; (2) Ability goal: master professional knowledge, understand other useful knowledge and broaden your horizons; (3) Economic goal: to enrich our economy and learn from experience. 2. Freshman: The goal of the exploration stage: to adapt to college life, contact with career planning and exercise yourself. First of all, we should adapt to the changes in the environment and role from high school to university and redefine our learning goals and requirements; Secondly, we should know our major, analyze whether this major is suitable for us, and make clear our goals; Then we should establish a good interpersonal network, cultivate our communication skills, actively participate in various activities and increase exchanges; Finally, study the basic courses in a down-to-earth manner and strive to pass the English B-level and computer I-level exams. 3. Sophomore: Orientation stage and preparation stage goal: initially determine your own direction of efforts and conduct relevant training. First of all, we should strengthen the study of professional knowledge, be good at self-study and collect relevant professional learning materials online, and strive to get the assistant certificate of human resource manager in the last semester of sophomore year; Secondly, we should strive to find a job related to our major during the holidays, gain a deeper understanding of the market, increase exchanges, and learn from experience and experience; Finally, we should collect more employment information and understand the employment requirements of this major, so as to exercise ourselves and have certain advantages in future employment. 4. Junior year: sprint stage goal: summarize what you did in the previous two years and understand the secret of successful employment. Summarizing what you have done in the previous two years, knowing yourself objectively, collecting a lot of employment information, understanding the employment situation and understanding the basic matters of the signboard unit are conducive to being more confident in the interview. Don't lose heart when encountering setbacks, keep an optimistic attitude and believe that you will succeed. V. Evaluation and adjustment 1. Evaluation of career goals, paths and other factors: when encountering opportunities, we should seize them and strive for success; If the employment situation of this major changes, or I have to give up this job because of health, family and other factors, then I will adjust myself and choose other jobs appropriately; 2. Principle of plan adjustment: Where there is a will, there is a way. Through continuous efforts, this plan will eventually come true. 6. Conclusion: The sky is healthy, and the gentleman strives for self-improvement! Career planning is the blueprint for my three years in college, and it is also a heart lamp for my life struggle. Use Tagore's poem as self-encouragement: "If you can't see the road under your feet in the dark, then take off your ribs, light them as torches and move in your own direction!"

How to overcome the idea of being a good person in human resource management? The object of human resource management is people, which is more complicated and difficult than finance and administration.

As a human resource manager, if everyone in an enterprise thinks he is a good person (that is, a good person), then this HR must be quite bad.

Because both good people and bad people (that is, people with high performance and low performance) think that this HR is easy to deal with, easy to talk to, easy to accommodate and so on. If the enterprise is in a mess, HR has an unshirkable responsibility.

What is the core value of HR? It is his professionalism, the principle of honest and equal treatment, and the decisive role he plays in managing employees.

However, in the eyes of most employees, the good guy mentioned by the landlord is basically synonymous with the bad guy, cowardly, easy to send, easy to deal with and unprincipled.

Such human resources work can not be carried out, and the image and status of human resources managers in enterprises will be very low. I know that human resources people in some companies are arranged to sit by the toilet the most-it's not important, it's dispensable.

Therefore, it depends on human efforts. If you want to be a good person, then you are dispensable to the enterprise. You have no right to speak and no position. You should be the first to be killed in layoffs. To be a professional human resource manager, you must work hard in your major, and don't give people the impression of being a nice guy. There are many useful bad guys and many useless good guys in this world. What kind of people do you think management needs?

What is the difference between an enterprise management consulting analyst and a human resource manager? To be a qualified talent analyst, you need to have many years of rich practical experience in human resource management, but there are no labor dispute resolution experts and legal consulting experts because the human resources department and personnel department do not have them at this stage.