What are the subjects of human resource management, and what do these subjects undertake respectively?

what are the subjects of human resource management, and what do these subjects undertake respectively?

first, the definition of human resource management <; BR> < BR> Human resource management refers to the rational training, organization and deployment of manpower combined with certain material resources by using modern scientific methods, so that manpower and material resources can always maintain the best proportion, and at the same time, people's thoughts, psychology and behavior can be properly induced, controlled and coordinated, so as to give full play to people's subjective initiative, make people make the best use of their talents, get the right people and get the right personnel to achieve organizational goals. < BR> According to the definition, human resource management can be understood from two aspects, namely: <; BR> < BR> 1. The external factor of human resources-quantity management. The quantitative management of human resources is to properly train, organize and coordinate human resources according to human and material resources and their changes, so that the two can always maintain the best proportion and organic combination, so that people and things can give full play to the best effect. < BR> < BR> 2. The internal element of human resources-quality management. Mainly refers to the use of modern scientific methods to effectively manage people's thoughts, psychology and behavior (including the coordination, control and management of individuals and groups' thoughts, psychology and behavior), and give full play to people's subjective initiative to achieve organizational goals. < BR> < BR> Second, the difference between modern human resource management and traditional personnel management Modern human resource management is deeply influenced by economic competition environment, technological development environment, national laws and policies. As a brand-new and important field of management in recent 2 years, it goes far beyond the scope of traditional personnel management. Specifically, there are some differences as follows: <; BR> < BR> 1. The traditional personnel management is characterized by taking "things" as the center, only seeing "things" but not "people", only seeing one aspect, but not the whole and systematicness of people and things, emphasizing the static control and management of one aspect of "things", and its management form and purpose is "controlling people"; Modern human resource management takes "people" as the core, emphasizing a dynamic, psychological and conscious adjustment and development. The fundamental starting point of management is "focusing on people", and its management is attributed to the systematic optimization of people and things, which makes enterprises achieve the best social and economic benefits. < BR> < BR> 2. Traditional personnel management regards people as a cost and a "tool", focusing on input, use and control. Modern human resource management regards people as a kind of "resource" and pays attention to output and development. It is a "tool", you can control it and use it at will, and it is a "resource". Especially when people are regarded as a resource, you must carefully protect it, guide it and develop it. No wonder some scholars put forward that people's resource management should be emphasized, and that the management philosophy in the 21st century is that "only by truly liberating the managed can the managers themselves be finally liberated". < BR> < BR> 3. Traditional personnel management is a tool used by a certain functional department alone, which seems to have little to do with other functional departments, but modern human resource management is quite different from this. Personnel departments in organizations that implement human resource management functions have gradually become important partners of decision-making departments, thus improving the status of personnel departments in decision-making. Human resource management involves every manager of an enterprise, and modern managers should make it clear that they are both business managers and human resource managers of this department. The main responsibility of human resource management department is to formulate human resource planning and development policies, focusing on human potential development and training, and at the same time training other functional managers or managers to improve their management level and quality. Therefore, every manager of an enterprise should not only achieve the production and sales goals of the enterprise, but also cultivate a team of employees who can fight hard to achieve the organizational goals of the enterprise. < BR> < BR> < BR> Iii. Specific tasks of human resource management <; BR> < BR> What specific contents and tasks should modern human resource management, which originates from traditional personnel management and goes beyond it, mainly include? < BR> < BR> Human resource management is concerned with "human problems", and its core is to understand and respect human nature, emphasizing "people-oriented" in modern human resource management. In an organization, around people, we mainly care about people themselves, the relationship between people, the relationship between people and work, the relationship between people and the environment, and the relationship between people and organizations. < BR> < BR> At present, it is generally accepted that modern human resource management is a process of acquiring, integrating, maintaining motivation, controlling, adjusting and developing human resources. Generally speaking, modern human resource management mainly includes the contents and tasks of seeking, using, cultivating, stimulating and retaining talents. Generally speaking, modern human resource management mainly includes the following systems: <; BR> < BR> 1. Strategic planning and decision-making system of human resources; < BR> 2. Cost accounting and management system of human resources; < BR> 3. Recruitment, selection and employment system of human resources; < BR> 4. Education and training system of human resources; < BR> 5. Performance evaluation system of human resources; < BR> 6. Salary and welfare management and incentive system of human resources; < BR> 7. Guarantee system of human resources; < BR> 8. Career development design system of human resources; < BR> 9. Policies and regulations system of human resource management; < BR> 1. Diagnostic system of human resource management. < BR> < BR> In order to scientifically and effectively implement the functions of modern human resource management systems, it is necessary for personnel engaged in human resource management to master three aspects of knowledge: (1) some knowledge about human psychology, behavior and nature; (2) Psychological and behavioral assessment and its analytical techniques, that is, what to measure, how to measure it, and how effective it is; (3) job analysis technology, that is, the technology of understanding the job content, responsible person, job position, working time, how to operate and why to do it. This is the premise and foundation of human resource management. < BR> < BR> Specifically, modern human resources management mainly includes the following specific contents and tasks: <; BR> < BR> 1. Formulate human resources plan <; BR> < BR> According to the development strategy and business plan of the organization, evaluate the present situation and development trend of the organization's human resources, collect and analyze the information and data on the supply and demand of human resources, predict the development trend of the supply and demand of human resources, and formulate policies and measures such as recruitment, deployment, training, development and development plan of human resources. < BR> < BR> 2. Human resource cost accounting <; BR> < BR> The human resource management department should cooperate with the financial department to establish the human resource accounting system and carry out the accounting of the input cost and output benefit of human resources. Human resource accounting can not only improve human resource management itself, but also provide accurate and quantitative basis for decision-making departments. < BR> < BR> 3. Job analysis and job design <; BR> < BR> Analyze each job and post in the organization to determine the specific requirements of each job and post for employees, including technology and types, scope and familiarity; Study, work and life experience; Physical health status; Work responsibilities, rights and obligations, etc. This specific requirement must be written, which is the job description. This manual is not only the basis for recruitment, but also the standard for evaluating employees' performance and the basis for training, deployment and promotion of employees. < BR> < BR> 4. Recruitment and selection of human resources <; BR> < BR> According to the job requirements and job responsibilities in the organization, we use various methods and means, such as accepting recommendations, advertising, holding talent exchange meetings, registering with employment agencies and so on, to attract candidates from inside or outside the organization. And after qualification examination, such as education level, work experience, age, health status and other aspects, a certain number of candidates are initially selected from the candidates, and then through strict examinations, such as written examination, interview, evaluation center, scenario simulation and other methods to screen, to determine the final candidate. The selection of human resources should follow the principles of equal employment, two-way selection and merit-based employment. < BR> < BR> 5. Employment management and labor relations <; BR> < BR> Once an employee is employed by an organization, it forms an interdependent labor-capital relationship with the organization. In order to protect the legitimate rights and interests of both parties, it is necessary to reach a certain agreement on the salary, welfare, working conditions and environment of employees and sign a labor contract. < BR> < BR> 6. On-site education, training and development <; BR> < BR> Any new employee who applies to join an organization (mainly refers to an enterprise) must receive factory education, which is an effective means to help new employees understand and adapt to the organization and accept the organizational culture. The main contents of factory entrance education include the historical development and future development planning of the organization, professional ethics and organizational discipline, labor safety and health, social security and quality management knowledge and requirements, post responsibilities, employee rights and interests, wages and benefits, etc. < BR> < BR> In order to improve the working ability and skills of employees, it is necessary to carry out targeted job skills training. It is necessary for managers, especially those who are about to be promoted, to carry out improved training and education, with the aim of promoting them to have comprehensive knowledge, skilled skills, management skills and contingency ability to work in higher-level positions as soon as possible. < BR> < BR> 7. Work performance appraisal <; BR> < BR> Job performance appraisal is a process of evaluating employees' business ability, work performance and work attitude according to the job description and work tasks, and giving quantitative treatment. This evaluation can be self-summary, other evaluation or comprehensive evaluation. The assessment result is an effective basis for employees' promotion, accepting rewards and punishments, paying wages and receiving training, which is conducive to mobilizing employees' enthusiasm and creativity and checking and improving human resource management. < BR> < BR> 8. Help employees develop their careers <; BR> < BR> Human resource management departments and managers have the responsibility to encourage and care about employees' personal development, help them make personal development plans, and conduct supervision and inspection in time. Doing so is conducive to promoting the development of the organization, giving employees a sense of belonging, thus stimulating their work enthusiasm and creativity and improving organizational efficiency. When the human resource management department helps employees to make their personal development plans, it is necessary to consider its coordination or consistency with the organizational development plans. What human resources management includes

are the six modules of human resources: recruitment and allocation, training and development, performance management, salary management, labor relations management and human resources planning. There are four levels of human resource management. Ed said that each level has different requirements for applying for the exam, so you should learn what positions there are in human resource management according to your own situation, and how to divide them into primary and secondary positions.

in general, the human resources department of an enterprise is the chief human resources officer (CHO), human resources director (HR Director), human resources minister/manager (HR Manager), human resources module supervisor (HR Supervisor), human resources module specialist (HRspecialist) and human resources assistant (HR assistant). What are the contents and tasks of human resource management?

I. Contents

Human resource management refers to the rational allocation of human resources in a planned way according to the requirements of enterprise development strategy, and through a series of processes such as recruitment, training, use, assessment, encouragement and adjustment of employees in enterprises, the enthusiasm of employees is mobilized, their potential is brought into play, and value is created and benefits are brought to enterprises. Ensuring the realization of strategic objectives of enterprises is a series of human resources policies and corresponding management activities of enterprises. These activities mainly include the formulation of enterprise human resources strategy, employee recruitment and selection, training and development, performance management, salary management, employee flow management, employee relationship management, employee safety and health management, etc. That is, enterprises use modern management science to plan, organize, direct, control and coordinate a series of activities in the acquisition (selection), development (education), retention (retention) and utilization (employment) of human resources, and finally achieve the development goals of enterprises. The task of human resource management refers to the responsibilities and achievements that enterprise human resource management needs to complete. Human resource management should not only consider the realization of organizational goals, but also consider the personal development of employees, emphasizing the all-round development of individuals while realizing organizational goals.

II. Tasks

Human resource management tasks include the goals and tasks of all managers in human resource management and those of special human resource departments. Obviously, the two are different. The objectives and tasks of professional human resources departments are not necessarily those of all managers, but those undertaken by all managers are generally the objectives and tasks that professional human resources departments should complete.

whether it is a specialized human resource management department or other non-human resource management departments, the task of human resource management mainly includes the following three aspects:

1. Ensure that the organization's demand for human resources is met to the maximum extent

2. Maximize the development and management of human resources inside and outside the organization and promote the sustainable development of the organization

3. Maintain and motivate the internal human resources of the organization so as to maximize their potential.

There are six modules in human resource management: human resource work planning, recruitment and deployment, training and development, performance management, salary and welfare management, and labor relations management.

There are too many specific work contents ... I will list 1 items

1. Job analysis and job design; 2. Make a human resource plan; 3. Employees