Ask what C & ampb, COL and G& "A" in the human resources department mean.

Ask C & ampb, COL, G& in the Human Resources Department what do you mean, salary and welfare (C & ampb).

Salary management

General management &; Administration (G&A)

AOP(C of the year (Column C & British G & What do you mean? AOP doesn't know what it means.

SOP has heard of it, (standard operating procedure)

Wages and benefits (C & ampb), (compensation & benefit)

Salary management

General management &; Administration (G&A)

Ask the topic of human resources 2. Multiple choice questions 1. In order to ensure the effectiveness of training needs analysis, training needs analysis must be carried out at three levels (). A. resource analysis B. personnel analysis C. organizational analysis D. strategic analysis E. environmental analysis 2. The main body of training demand analysis of different organizations is different. Generally speaking, the organization's training needs analysis is carried out by (). A. General Manager B. Training Department C. Supervisor D. Staff E. Ordinary Staff 3. What training content does the pre-job training include ()? A. Expatriate training B. Corporate culture education C. Update knowledge training D. On-the-job business training E. Transfer training 4. There are many methods of training evaluation, and there are usually common methods such as (). A. Interview B. Questionnaire C. Self-evaluation D. Behavior observation E. Comparison 5. The advantages of using teaching methods to train employees are (). A. it is conducive to the cultivation of students' comprehensive ability. B. the operation is simple. C. it is suitable for all kinds of training. D. trainees can actively participate in the discussion. E. it is conducive to cultivating talents on a large scale. 6. Which of the following training methods belongs to on-the-job training (). A. Transfer training B. Corporate culture education C. Promotion training D. Post knowledge training E. Training to update knowledge and skills 7. Standards for training plan design include (). A. Systematic B. Prospective C. Effectiveness D. Universality E. Objectivity 8. Liu's career management is divided into (). A. personal career management B. improvement of employees' work skills C. organizational career management D. improvement of organizational performance E. career management of departments 9. The general steps for an individual to design his career include (). A. Determine ambition B. Self-assessment and environmental analysis C. Set career goals D. Choose career path E. Set action plans and measures 10. After years of research, John Hoillet, a professor of psychology at Johns Hopkins University, believes that personality can be divided into six basic personality types, including (). A. realistic B. researched C. social D. traditional e. artistic 1 1, the subject of career planning can be (). A. *** Department in charge B. Individual employees C. Community D. Enterprise E. Team 12. The organization's management measures for the mid-career stage are (). A. implementation of job rotation B. promotion C. job bidding D. formulation of specific retirement plan E. provision of challenging initial job 13. When designing a career, an individual should evaluate his own situation in all aspects, including (). A. Outlook on life and values B. Education level C. Personal interests D. Personal skills E. IQ EQ 14. Organization management measures for early career are (). A. Work notice B. New employees join the job C. Internal promotion D. Providing challenging jobs E. Recommend to become regular employees 15. The key to successful career management is (). A. support from senior leaders B. full-time career management professionals should have strong communication skills C. full-time career management professionals should master career counseling skills D. managers at all levels should cooperate with the implementation of career management E. human resources management departments should provide consultation on related issues 16. According to the practical experience of enterprise management at home and abroad, the principle that performance appraisal should follow is (). A. principles of transparency and openness B. principles of objective and fair evaluation C. principles of multi-level and multi-channel D. principles of all-round evaluation E. principles of regularization and institutionalization 17. The design method of performance evaluation index system is (). A. case study method B. Delphi method C. interview method D. leadership estimation method E. questionnaire survey method 18, performance appraisal files generally include (). A. Performance appraisal system and process B. Employee performance plan C. Performance appraisal indicators D. Statement of work E. Performance appraisal table 19, and the setting of key performance indicators of positions can be achieved through processes such as (). A. Design of performance appraisal files B. Clarify the main responsibilities of employees' positions C. Select, decompose and set key performance indicators D. Prepare management tools for key performance indicators E. Revise indicators 20. What kind of employees are suitable for conducting public opinion surveys during performance appraisal (). A. Technicians B. Front-line operators C. Trade union cadres D. Cadres in charge of employee welfare E. Cadres in charge of employee social security 2 1. In the following phenomena, the personal deviation of the evaluator in performance evaluation is (). A: The appraisers rated most employees as medium. B. the evaluator's evaluation of the elderly employees is very low. C. the evaluator's evaluation of female employees is very low. D. the evaluator spoke highly of most employees. E. the evaluator's evaluation of most employees is low. 22.ba which of the following rewards belong to non-economic rewards (). A. the right to participate in decision-making B. more authority C. personal growth opportunities D. allowances and subsidies E. sales commission 23. the role of salary can be reflected in (). A. Salary function B. Incentive function C. Adjustment function D. Benefit function E. Statistics and supervision function 24. Because the organization has different specific requirements for basic skills, core skills and selection skills within the skill level, it has formed a skill salary structure with different connotations. The salary structure available to organizations is (). A. Piece-by-piece payment mode B. Time payment mode C. Step-by-step mode D. Skill module mode E. Points accumulation mode 25. Which of the following are economic rewards ()? A. Salary B. More authority C. Allowance and subsidy D. Equity E. Endowment insurance 26. Salary adjustment is to adjust the inadaptability of the salary system to environmental changes in the implementation process, so as to better play the incentive role of salary. The specific adjustment methods are (). A. Incentive adjustment B. Welfare adjustment C. Life index adjustment D. Length of service adjustment E. Target adjustment III. True or false 1. Wu training only refers to the basic knowledge and skills needed by enterprises to organize employees to learn and complete their jobs in a planned way. √×2. The social learning theory of American psychologist Bantuna is the basis of training theory. √×3. Behavior standards are mainly expressed by some quantifiable indicators, such as output, attendance, rejection rate, accident rate, etc. √×4. The strategic analysis of human resources should focus on the knowledge, skills and abilities that the organization needs to work effectively now. √×5. The training plan should follow the systematic principle, that is, it must be designed according to the objective reality of the enterprise's organizational goals and work performance, and at the same time, it should help employees' personal career development, and also consider the related factors that affect the training effect as a whole. √×6. On-the-job training, also known as on-the-job training, is training for improving employees' work skills and performance, or for employees' job transfer, promotion and qualification certification. √×7. Role-playing means that the training process centers around a certain training purpose and typifies the real situation in actual work for students to think, analyze and make decisions. √×8. Liu Organization is the carrier of the existence and development of personal career. Therefore, the career planning designed by the organization for employees is exactly the same as that of individual employees. √×9. Career management is a dynamic management that runs through the whole process of employee career development and organizational development. √× 10. The theory of personality type was founded in 1960s by John L Holland, an American career guidance expert, and emphasized the matching between individual and career. √× 1 1. Occupation-person matching can be divided into two types, namely conditional matching and professional matching. √× 12. Jobs with poor working conditions often need hard-working and strong workers, which is a special match. √× 13. The essence of career development is the process of integrating people's self-concept with the external realistic environment. √× 14. Career path refers to whether a person develops in the direction of professional technology or administration after choosing a career. √× 15. Personal career management aims at maximizing personal development achievements, and organizing career management aims at exerting the efficiency of human resource management, which is difficult to fit. √× 16, performance appraisal provides managers with opportunities to criticize, punish subordinates and dismiss employees. √× 17. Training evaluators is a once-and-for-all process, and evaluators who have received one training do not need to undergo new training. √× 18. In the process of performance evaluation, some supervisors tend to evaluate the work performance of their subordinates higher or lower. This problem is called the tendency to be loose or tight. √× 19. Generally speaking, for positions with high ranks, the weight of key performance indicators is greater than the work target setting; For lower-level positions, the work goal is set to be greater than the weight of key performance indicators. √×20. The compulsory selection method requires the examiner to select the statement closest to the characteristics of the candidates from many statements. √×2 1. The factor evaluation method is actually a revised version of the arithmetic chart method, and its shortcomings are the same as the latter, that is, the weight is not considered, and the evaluated factors are equally important to the total evaluation results. √×22. In order to avoid the subjective error of the evaluator, the organizational level distance between the evaluator and the evaluated should be widened. √×23, ba salary is labor remuneration, which refers to the salary paid to employees. √×24. Equity is a long-term incentive means, which can motivate employees to work hard for the long-term profit maximization of the enterprise. √×25. Salary communication runs through the whole process of salary scheme formulation, implementation, control and adjustment. √×26. The salary level depends on the value of the employee's position and the knowledge and skills possessed by the employee, and will not be affected by the labor market price. √×27. The salary strategy is the orientation of the enterprise on the salary issue, that is, how the enterprise designs the salary scheme to encourage reasonable competition among employees, so as to create more benefits for the enterprise. √×28. The revenue sharing plan is a reward system oriented to organizational performance. At the same time, the performance factors are controllable. So it is very suitable to motivate managers. √×29. There are generally four methods for job evaluation, namely, sorting method, classification method, factor comparison method and factor counting method. In practice, the factor counting method is often used. √×

Ask HR executives for high marks. I think the key is to choose people, not materials, and in what position. If it is used in the office, I think the second person you mentioned is appropriate. There are not many things in the office. Every day is the same thing, nine to five, as long as the work can be done well. If it is used in sales, market development and other fields, I think the first one is used to compare the total, because he has the motivation to start a business, he knows that success is not easy, and he will work hard for his future career, so as to achieve the results you want.

What does human resource MNC mean? 1. Human resources (HR for short) refers to education, ability, skills, experience, physical strength, etc. Resources owned by people in an organization in a certain period of time that can be used by enterprises and contribute to value creation are also called labor resources or labor force.

Human resource is the most precious resource among all resources, and it is the first resource. Human resources include quantity and quality. The most basic aspects of human resources, including physical strength and intelligence, include physique, intelligence, knowledge and skills in terms of practical application. Human resources, like other resources, are characterized, available and limited.

People who have the ability to work generally do not refer to all people who have certain mental and physical strength, but refer to people who can participate in social labor independently and promote the whole economic and social development. Therefore, human resources include both those who have the ability to work within working age and those who participate in social labor outside working age.

Second, human resource management refers to a series of activities under the guidance of economics and humanism to effectively use relevant human resources inside and outside the organization through management forms such as recruitment, selection, training and salary, so as to meet the current and future development needs of the organization, ensure the realization of organizational goals and maximize the development of members. It is the whole process of predicting the organization's human resource demand and making a human resource demand plan, recruiting and selecting personnel and effectively organizing, evaluating performance, paying salaries and effectively encouraging, and effectively developing in combination with the needs of organizations and individuals to achieve the best organizational performance. Generally speaking, it is "managing people".

Three, human resource management is generally divided into six modules:

Human resource planning; Recruitment and configuration; Training and development; Performance management; Salary and welfare management; Labor relations management.

1. Human resource planning is a set of measures to enable enterprises to have a certain quality and necessary quantity of manpower stably, so as to achieve organizational goals including personal interests, so as to obtain the matching between personnel demand and personnel ownership in the future development of enterprises.

2. Recruitment and allocation: according to the requirements of enterprise strategic planning, recruit excellent and suitable people to enter the enterprise and put the right people in the right positions. The work includes: demand analysis, budget formulation and recruitment plan formulation; Publish and manage recruitment information; Screening resume, interview notice, interview preparation and organization and coordination; Implement interview process, analyze and evaluate interview results; Determine the final candidate and notify the employment; Archive interview materials, manage reserve files and update them in time; Develop and maintain recruitment channels, contact job fairs and prepare relevant materials; Continuously improve the recruitment system, process and system.

3. Training and development: the organization will improve employees' working ability, knowledge level and potential through learning and discipline, so as to match employees' personal qualities with their work needs to the maximum extent and promote their work performance.

4. Performance evaluation: in essence, it is an evaluation of people and their working conditions, which reflects the relative value or contribution of people in the organization. Broadly speaking, it is to observe, record, analyze and evaluate people purposefully and systematically in daily work.

5. Salary and welfare refers to the sum of all kinds of monetary and in-kind rewards that employees get for providing labor for enterprises.

Steps to formulate salary and welfare system:

A, formulate salary strategy.

B, job analysis.

C. salary survey.

D, salary structure design.

Wage classification and fixed wages.

F. Control and management of salary system.

6. Labor relations: social and economic relations established between workers and employers (including various enterprises, individual industrial and commercial households, institutions, etc.). ) in the process of labor.

Labor contract: it is an agreement between the laborer and the employer to establish labor relations and clarify the rights and obligations of both parties.

The principle of concluding a labor contract: equality, voluntariness and consensus through consultation.

Invalid labor contract: labor contracts that violate laws and administrative regulations and labor contracts concluded by fraud or threat are invalid.

Ask questions about human resources? I'm not from Shenzhen, maybe I don't know much about it, but generally speaking, it's better to take the college entrance examination first, then take this course, enroll in a school, and then study. . . Courses are similar to accounting and business. They are all organizational behaviors, such as English and mathematics. You might as well ask other college students.

Urgent! Consulting human resources case analysis! If the company can prove that Wang, a female employee, was admitted abnormally and cheated during the admission process, then her cheating occurred before she became pregnant and took up her post, because the company can terminate her labor contract.

What does human resource management c++ mean? Human resource management C+ means that ordinary people are better. The lowest level in the ABC hierarchy has a plus sign, which is a strong ability in class C talents, so it is C+

Ask an expert in human resource management. All these situations you mentioned belong to the evaluation of managers' competence. How to objectively and fairly evaluate the comprehensive performance of managers, as the scientific basis for annual reward, salary adjustment, post adjustment and self-improvement, is indeed an important and arduous task organized by HR at the end of the year and the beginning of the year. Nowadays, enterprises are developing rapidly, with a large scale and high requirements for managers, but some people don't realize that this will inevitably lead to deviation in assessment.

When we do competency evaluation, we must first make clear what the purpose of evaluation is, so as to identify and discover the growth potential of excellent managers. Is it to point out the direction for the improvement of managers' skills and mentality or to evaluate managers' quality and ability objectively and systematically? Secondly, we should strictly standardize the whole evaluation process, determine the evaluation object, evaluation elements, design evaluation tools, report the final results, and so on. In the whole evaluation process, we should choose the correct evaluation method, for example, morality and harmony belong to the category of quality and ability, which is not easy to quantify and can be evaluated by 360 degrees. Finally, the competency level can be basically determined by combining the assessment results with the quality and ability evaluation results.

These are just a brief introduction to you in theory, but there are still many practical problems. If possible, it is also a good way to use professional consulting institutions. Professional consulting companies will provide objective evaluation data in this respect and design an evaluation system, and its professionalism may be more objective and accurate than the company itself.

I hope the above answers are helpful to you!

What does the company's human resources mean? People are also a resource in modern enterprises, just like funds, land and assets. , is the most important and indispensable resource for the company's operation. Because of its importance, companies should attach importance to the management of human resources.