What are the six modules of human resource management? What does each mean?

Six modules of human resource management: human resource planning-recruitment and allocation-training and development-performance management-salary and welfare management-labor relations management.

1, human resource planning

In recent years, when human resources were introduced into China, we saw that enterprises in China paid more and more attention to human resources, but we still have a long way to go from the strategic planning of human resources. Many enterprises are still in the stage of personnel management. How to consider the overall planning of human resources from a strategic perspective is a problem that every HR staff and enterprise decision-makers should seriously consider!

2. Recruitment and configuration

If an enterprise wants to develop, it must recruit more excellent talents to join in, so that the whole human resource process presents a virtuous circle of development. In China, especially in the north, recruitment and manpower allocation are obviously not so reasonable. It's very important to make a reasonable choice, be able to match jobs and not waste talents.

3. Training and development

As a way of welfare and talent training, training has attracted much attention in many enterprises.

Foreign training: the enterprise has spent a lot of money to consult the company's experts and scholars to tailor a set of programs for the enterprise itself. During and after training, you may maintain your enthusiasm for a few days. After a few days, the problem remained as if nothing had changed. Why? Many of our bosses don't know what kind of courses and training can be entrusted to the outside. What kind of training must be completed within the enterprise? What should be the follow-up work of the enterprise itself after training abroad? In addition, many foreign training institutions are simply irresponsible. A famous expert once told me personally: "I just make money by mouth, and the life and death of the enterprise has nothing to do with me."

Internal training: internal training of the company. Due to the great differences in business between companies, the ways and methods of internal training are also very different. The hardest thing about doing internal training is that there is no planning. Many enterprises don't know what the trainers at all levels want to achieve, how to evaluate the training effect, and what is the relationship between courses? This directly led to a lot of futility in our internal training.

4. Performance management

A good performance management system can help the healthy development of enterprise internal management to a great extent, that is, at this key point, our enterprise management and human inferiority are more obvious. We are learning and applying many advanced foreign management methods. Why is the effect not so obvious? For example, the once very popular 5S, 6Sigma, 360-degree assessment, key indicators assessment, Haier's daily life, the rising sun. There is a simple reason. We don't know the specific indicators and weight ratio of KPI in each position. Without evaluation, there will be no comparison, and there will be no improvement and development.

5. Salary and welfare management

Money is not everything, but you can't do anything without it. Speaking of this, it seems that the boss and HR have been pushed to the forefront. In China, the most common reason for job-hopping is dissatisfaction with salary and benefits. We all analyze the reasons carefully. If you can't enjoy the profit, I believe you can't enjoy the wisdom and creativity of employees.

6, labor relations management (employee relations management)

Mainly refers to the employee's entry, change, post adjustment, resignation and all kinds of labor relations after resignation are labor relations.