Doesn't HR mean "human resources"? Why do you say "senior HR"? Senior human resources?

Doesn't HR mean "human resources"? Why do you say "senior HR"? Senior human resources? Extension refers to the person who manages human resources, or you can call the person in charge of the personnel department of the unit, so that you can understand senior HR.

If you need to apply for insurance transfer, you need to cancel the labor contract certificate, which means that you can't apply for insurance transfer or renew your insurance without the company. Unless you start all over again.

Consult senior human resources personnel 1. The development of human resources posts in large enterprises (as well as top domestic 100) will be better. Most of the work done by small companies is general transactional work, which can't play the role of human resources. Large enterprises and courageous leaders are important guarantees for the future of human resources posts;

2. It is best to know more about salary management performance appraisal and labor laws and regulations for non-professional graduation courses;

The so-called "all-encompassing" is not as good as a skill. One of the skills in the human resources module is great and has benefited a lot. Choose according to your own interests;

4. General enterprises need more talents in recruitment and training, but the core issue of human resources is performance. If the recruitment is not done well, it is difficult to talk about selecting people, educating people, employing people and retaining people. Most enterprises can recruit and even train ordinary people with a little experience, but performance work is the difficulty, and nothing in the world can escape. Combined with the landlord's own actual choice of which work to do, I hope to get what I want.

Is the basic principle of senior human resource management the same? From the overall analysis of China enterprises, human resource management is generally not paid enough attention, and it is in the wait-and-see stage of development, with little prospect in the short term.

Do senior HR experts on Rusi HR Online charge for answering questions? Asking the experts the first two questions is free.

What does HR 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.

The six modules of Hr human resources ssc human resources Troika What does od mean in human resources? The six modules of human resources management are a summary of the contents covered by enterprise human resources management through module division. Specifically: human resource planning, recruitment and allocation, training and development, performance management, salary and welfare management, and employee relationship management.

The concept of human resources "Troika" ("three-pillar model of human resources") was put forward by Dave Ulrich 1996, and was introduced to China in 200 1 and 2002. Its core idea is to treat people as "capital" instead of "resources", to operate "human capital" as a business, to reposition the human resources department, to shift from functional orientation to business orientation, and to require HR to operate like a business unit to realize business value-added. In this business unit, some people are responsible for customer management, some are responsible for professional technology and some are responsible for service delivery, so the HR organization is redesigned and the role of HR is divided into three parts. HRSSC (Human Resource Enjoyment Center) and HRBP (Human Resource Business Partner) are experts in communication and coordination, and HRS (Human Resource Expert) is proficient in a certain field.

OD (Organization and Development) is to improve the effectiveness of an organization and its ability to cope with changes by planning and implementing different projects. Although OD often overlaps with employee development and manager development, the latter pays more attention to improving individual performance and ability, while OD is committed to improving the ability and performance of the whole organization.

I hope it helps you.

What is hr human resources (HR for short) refers to the sum of the working-age population, the population below working age and the population above working age who have the ability to work in a country or region. Or expressed as: the population of a country or region after deducting the population who have lost the ability to work. Human resources also refer to the education, ability, skills, experience and physical strength that people in an organization have in a certain period that can be used by enterprises and contribute to value creation.

What is HR, what does HR mean, what is human resource and what is human resource management? HR is the abbreviation of human resource, which refers to human resources.

Human resources: refers to the sum of the working-age population, the population below working age and the population above working age who have the ability to work in a country or region.

Human resource management: refers to the sum total of a series of resource allocation through recruitment, selection, training, salary and other management forms to effectively use relevant human resources inside and outside the organization, meet the current and future development needs of the organization, and achieve the strategic objectives of the organization.

Human resource management includes several modules:

1, human resource planning;

2. Recruitment and configuration;

3. Training and development;

4. Performance management;

5. Salary and welfare management;

6. Labor relations management.

Good luck with your work.