What is the 5P model of human resource management?

The 5P model of human resource management refers to "perception, selection, placement, specialization and preservation", which provides valuable reference for enterprises to establish a scientific and effective human resource management system.

The normal operation of an enterprise requires the normal operation of a system composed of various resources according to a certain structure and process. Therefore, in the final analysis, the management of enterprises is the competition, reorganization and utilization of resources. In the era of knowledge economy, the importance of people as resources has been paid more and more attention, and the development of any enterprise is inseparable from excellent human resources and their effective allocation.

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Knowing people: Talent identification is to identify talents that really meet the needs of enterprises under the guidance of scientific talent concept and with the help of scientific talent evaluation technology and means. Only by correctly identifying the knowledge, skills and abilities of talents can we provide scientific basis for the selection of talents and lay the foundation for human resource management. Talent identification must focus on the establishment of post competency model, focusing on the establishment of personnel quality evaluation system and post analysis and evaluation two subsystems.

Selection: Selection is the "forerunner" and must be based on "knowing people". Around the post competency model, design a scientific selection scheme, and at the same time improve the reliability and validity of selection with the help of scientific selection tools and means. First of all, it is necessary to establish and improve job descriptions on the basis of job analysis, conduct regular job evaluation and implement dynamic management.

Educating people: Educating people is "motivation". Educating people must be strategic-oriented, focusing on training to meet current needs and development to meet future needs, and strive to establish a scientific training and development system.

First of all, it is necessary to put forward the quantitative and qualitative characteristics of human resources necessary for the current and future development of enterprises from a strategic perspective. Secondly, according to the current demand for human resources quality of enterprises, formulate and implement training plans to resolve the current skill risks of enterprises. Third, in view of the demand for the quantity and quality of human resources in the future development of enterprises, formulate specific development plans to resolve the future skill risks of enterprises.

Employing people: employing people is the "core", and the starting point and end result of enterprise human resource management lies in employing people. Through the rational allocation and use of human resources, people can give full play to their talents and achieve the established goals of the organization.

Retention: Retention is the "purpose". To solve the problem of "who to keep and how to keep people", we must establish a scientific assessment and salary system around the core of "constantly motivating people". Obviously, if an enterprise wants to retain talents, talents can be divided into "realistic talents" and "potential talents".