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The structure of human resource management is based on human resource planning and employee management systems, and is reflected through specific employment activities in the specific production and operation process

Human resource management relationships

The first is the relationship between system formulation and system implementation

The second is the relationship between monitoring and auditing and implementation reporting

The third is the relationship between raising demands and providing services

Operation of the human resources management system

1. The manager of the finance department fills in the "Company Recruiter Demand Form" according to the job requirements

2. Put forward the reasons for the recruiter's needs, and give the recruiter Detailed requirements, recruitment methods, etc., shall be reported to the Chief Financial Officer for approval

3. After approval, the "Company Recruitment Requirement Form" will be forwarded to the Human Resources Department

4. The Human Resources Department will first Preliminary selection of candidates

(1) Acquisition

According to the required employee conditions determined by the company's goals, obtain the personnel needed by the company through planning, recruitment, examination, evaluation, selection .

Acquisition functions include activities such as job analysis, human resource planning, recruitment, selection and utilization.

a. Job analysis: It is the basic work of human resources management. In this process, the tasks, responsibilities, environment and qualifications of each position should be described and a job description should be prepared.

b. Human resource planning: It is to coordinate the enterprise's demand for the quantity and quality of personnel with the effective supply of human resources. Demand stems from the current status of the organization's work and predictions of the future, while supply involves effective internal and external human resources.

c. Recruitment and selection: The most appropriate recruitment method should be selected based on the degree of attraction of candidates, such as using newspaper advertisements, online recruitment, employment agencies, etc. There are various methods of selection, such as using job application forms, interviews, testing and assessment centres, etc.

d. Usage: After on-the-job training, jobs will be assigned to qualified people.

(2) Integration

Through effective integration of corporate culture, information communication, interpersonal harmony, and resolution of conflicts, the goals, behaviors, and attitudes of individuals and masses within the enterprise can be In line with the requirements and concepts of the enterprise, it forms a high degree of cooperation and coordination, gives full play to collective advantages, and improves the productivity and efficiency of the enterprise.

(3) Maintain

Through a series of management activities such as salary, assessment, promotion, etc., maintain the enthusiasm, initiative and creativity of employees, safeguard the legitimate rights and interests of workers, and ensure that employees A safe, healthy and comfortable working environment in the workplace to enhance employee satisfaction and enable them to work with peace of mind and satisfaction.

Maintaining functions includes two aspects of activities: one is to maintain employees' work enthusiasm, such as fair remuneration, effective communication and participation, harmonious labor relations, etc.; the other is to maintain a healthy and safe working environment.

a. Remuneration: Develop a fair and reasonable salary system.

b. Communication and participation: Treat employees fairly, smooth relationships, communicate feelings, participate in management, etc.

c. Labor Relations: Handle disputes and matters related to labor relations and promote the improvement of labor relations.

(4) Evaluation

Comprehensive assessment, identification and evaluation of employees’ work results, labor attitudes, skill levels and other aspects, in order to make corresponding rewards and punishments, promotions, promotions, retentions, etc. Provide basis for decision-making.

Evaluation functions include job evaluation, performance appraisal, satisfaction survey, etc. Performance appraisal is the core, and it is the basis for human resource management and decision-making such as rewards and punishments, promotions, etc.

(5) Development

Through employee training, job enrichment, career planning and development, promote the improvement of employees’ knowledge, skills and other qualities, so as to enhance their labor ability and Give full play to their personal value and contribution to the enterprise to the maximum extent, so as to achieve the goal of mutual development of individual employees and the enterprise.

a. Employee training: Develop training plans based on personal, work, and enterprise needs, select training methods and methods, and evaluate training effects.

b. Career development management: Help employees formulate personal development plans to coordinate personal development with the development of the enterprise and meet the needs of personal growth.