What does hr mean?

Lead: HR (human resources) is the abbreviation of human resources, which refers to human resources. The following is what hr means to everyone. I hope it can help you!

What does (1)HR mean?

The abbreviation Hr can be seen in many workplaces, and newcomers in the workplace may not know what HR means. Let me introduce:

HR (human resources) is the abbreviation of human resources, which refers to human resources.

HRM is the abbreviation of human resource management, which refers to human resource management (also called HR management).

Firstly, it analyzes what is manpower, which is the abbreviation of human strength, and human strength is composed of two natural factors: intelligence and physical strength. Intelligence is an inherent soft factor of human beings. Its elasticity is great, and its force expands and contracts with its elasticity. Therefore, the power of intelligence is infinite.

Physical strength is an external hard factor of human beings, with little elasticity and limited strength. The combination of the two forces produces energy, which is transformed into ability through operation.

This is human power, there are two kinds of force plus a binding force, this is human power, referred to as manpower.

HR (human resources) is the abbreviation of human resources, which refers to human resources.

The six functions of HR human resource management: human resource planning-recruitment and allocation-training and development-performance management-salary and welfare management-labor relations management.

Five basic functions of HR human resource management

(1) acquisition. According to the required personnel conditions determined by the enterprise objectives, the personnel needed by the enterprise are obtained through planning, recruitment, examination, assessment, selection and acquisition.

(2) integration. Through the effective integration of corporate culture, information communication, interpersonal harmony and the resolution of contradictions and conflicts, the goals, behaviors and attitudes of individuals and the masses within the enterprise tend to the requirements and concepts of the enterprise, thus forming a high degree of cooperation and coordination, giving play to the collective advantages and improving the productivity and efficiency of the enterprise.

(3) keep. Through a series of management activities such as salary, assessment and promotion. Maintain the enthusiasm, initiative and creativity of employees, safeguard the legitimate rights and interests of workers, and ensure that employees enjoy a safe, healthy and comfortable working environment in the workplace, thus improving employees' satisfaction and making employees feel at ease and satisfied with their work.

(4) evaluation. Comprehensive assessment, appraisal and evaluation of employees' work performance, labor attitude, skill level, etc., to provide a basis for making corresponding decisions such as rewards and punishments, promotion and demotion, staying or not.

(5) development. Through employee training, job enrichment, career planning and development, the quality of employees' knowledge and skills can be improved, so that their labor ability can be enhanced and brought into play, personal value and contribution rate to the enterprise can be realized to the maximum extent, and the purpose of common development of employees and enterprises can be achieved.

Human resources department. The main leaders are HRD human resources director and HRM human resources manager. This department is mainly responsible for employee personnel file management, attendance and leave management, salary and welfare management, recruitment management, training management and performance management; Large group companies also involve employees' career planning.

E-HR, namely electronic human resource management, is a brand-new human resource management mode based on advanced information and Internet technology, which can reduce costs, improve efficiency and improve employee service mode. The introduction of e-HR can reduce the burden of human resource management, optimize the process of human resource management, improve the service quality of human resource management departments, provide decision support and help enterprises realize the transformation of strategic human resource management.

system classification

1. human resources strategic planning and decision-making system;

2. Human resource cost accounting and management system;

3. Human resource recruitment, selection and employment system;

4. Human resource education and training system;

5. Human resource performance evaluation system;

6. Salary and welfare management and incentive system of human resources;

7. Human resource security system;

8. Human resource career development design system;

9. Human resource management policies and regulations system;

10. Human resource management diagnosis system.

Management principle

The so-called 5ps are:

People (people). Help employees understand themselves, including their skills, values and interests, and know how to use these qualities comprehensively to find a suitable career.

A perspective. Employees must know what others think of them and get feedback from their supervisors, colleagues and other work-related people.

Place. Employees must know their position, including their position, company and industry, grasp the pulse and know what skills they need to supplement.

Possibility. Employees must understand the possibility of career development. In the company, there are three ways to grow and develop: the first is vertical movement, that is, promotion; The second is lateral movement, although in the same rank, but in a different position; The third is immobility. Although it is the same post, it makes employees' work content rich and varied, which is more challenging.

Plan. Employees must plan the above four aspects and decide what abilities and skills they need to increase in order to achieve their goals.

An important part of retaining talents is to have a good working environment. People are willing to work here, first of all, because they can get more competitive salary and better expectations. But that's not enough. The most important task of enterprise human resources department is to create an enterprise environment, a kind of enterprise culture, so that people are willing to work here and feel comfortable working here.

(2) What is human resource management?

First, the definition of human resource management:

HR management is the abbreviation of human resource management, which refers to human resource management. On the one hand, human resource management system can quickly and efficiently complete the daily personnel work of enterprises through human resource management software, reduce the cost of human resource management, and enable managers to focus on the strategic objectives of enterprises.

On the other hand, a large number of human resource management data are collected, sorted and analyzed in time through software, which provides strong support for strategic decision-making and implementation of enterprises and improves the possibility of achieving organizational goals. Human resource management software has become an effective and important tool for enterprise management.

Second, the function of human resources module

1. Six 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.

2. Five basic functions

(1) acquisition. According to the required personnel conditions determined by the enterprise objectives, the personnel needed by the enterprise are obtained through planning, recruitment, examination, assessment, selection and acquisition.

(2) integration. Through the effective integration of corporate culture, information communication, interpersonal harmony and the resolution of contradictions and conflicts, the goals, behaviors and attitudes of individuals and the masses within the enterprise tend to the requirements and concepts of the enterprise, thus forming a high degree of cooperation and coordination, giving play to the collective advantages and improving the productivity and efficiency of the enterprise.

(3) keep. Through a series of management activities such as salary, assessment and promotion. Maintain the enthusiasm, initiative and creativity of employees, safeguard the legitimate rights and interests of workers, and ensure that employees enjoy a safe, healthy and comfortable working environment in the workplace, thus improving employees' satisfaction and making employees feel at ease and satisfied with their work.

(4) evaluation. Comprehensive assessment, appraisal and evaluation of employees' work performance, labor attitude, skill level, etc., to provide a basis for making corresponding decisions such as rewards and punishments, promotion and demotion, staying or not.

(5) development. Through employee training, job enrichment, career planning and development, the quality of employees' knowledge and skills can be improved, so that their labor ability can be enhanced and brought into play, personal value and contribution rate to the enterprise can be realized to the maximum extent, and the purpose of common development of employees and enterprises can be achieved.