How to combine knowledge management with demand? What is the relationship between them?

1. Functionally, the relationship between human resource management functions is 1, which is related to job analysis. The content of performance objectives is largely derived from the job description formed through analysis; Setting employees' performance goals with the help of job descriptions can make performance management more targeted. ? 2. Relationship with human resource planning. The influence of performance management on human resource planning is mainly manifested in the prediction of human resource management quality. With the help of performance management system, the current knowledge and skill level of employees can be accurately evaluated, which can not only provide effective information for the quality prediction of human resource supply, but also provide effective information for the quality prediction of human resource management demand. ? 3. Relationship with recruitment. First, by evaluating the performance of employees, we can compare the quality of different recruitment channels, thus optimizing the recruitment channels; In addition, employee performance evaluation is also an effective means to test the effectiveness of the selection and employment system. Second, recruitment will also have an impact on performance management. If the quality of recruitment is relatively high, employees will perform well in practical work, which can greatly reduce the burden of performance management. ? 4. Relationship with training and development. First, through performance appraisal, find the "pressure point" of training, so as to determine the training needs; Second, training and development is an important means to improve employees' performance and help to achieve the goal of performance management. ? 5. Relationship with salary management. On the one hand, employees can get corresponding rewards for their efforts and realize self-fairness of salary; On the other hand, it can also be that employees with different performance get different salaries to realize internal fairness of salaries. ? 6. Relationship with personnel deployment. On the one hand, we can know whether employees adapt to the existing positions; On the other hand, we can find out which positions employees are engaged in. ? Second, from the enterprise strategy:? ( 1),? The function of human resources is attached to the organization. Organization refers to an activity system with clear goal orientation, well-designed structure and conscious municipality directly under the central government, while keeping close contact with the external environment [1]. As a tangible organizational structure, its existence is like a person's skeleton, and all functions of human resource management must be attached to it to play a role. ? On the one hand, various systems and instructions of enterprise human resource management must be transmitted and realized through all line managers in the organizational structure. Of course, human resource management must closely communicate with business managers and make them play this role; ? On the other hand, human resource managers must pay close attention to the changes in the organizational structure of enterprises and adjust the corresponding human resource systems and strategies to adapt to the development of enterprises; ? Furthermore, high-level human resource managers should play an active role in adjusting the organizational structure of enterprises through adaptive methods and professional opinions, so as to make it conform to the strategy of enterprises, thus giving play to the strategic supporting role of human resource management. ? (2),? The role of human resource management in enterprises can be summarized in short words (this summary must be biased): enterprise human resource management should grasp the specific links of recruitment and employee relationship management through salary and performance management on the basis of job analysis, establish a reasonable talent reserve of the company, and finally promote the strategic implementation of the enterprise! Salary is the guiding light of the professional behavior of employees in this enterprise; Performance is the implementation process of enterprise management strategy promotion; Recruitment and employee relations (including administrative affairs) emphasize the grasp of details and become the lubricating oil of enterprise operation; Appropriate talent reserve is the foundation, and training should be the gas station of enterprises. There are several indicators to measure this: per capita labor productivity: operating income ÷ the number of full-time employees reflects the labor productivity level of enterprises, which should be gradually improved without major changes in business content; ? Human cost coefficient: human resource cost ÷ total operating cost, that is, the proportion of human resource cost to the total operating cost of the enterprise, reflecting the level of human cost investment of the enterprise; This indicator can not be simply measured by the change of height, but needs to be analyzed in combination with the above indicators and the overall labor market situation of society; The above two indicators may be used more, but in fact, on their basis, they can be analyzed in a smaller enterprise unit than the whole enterprise, which has a strong guiding significance for the human resource planning of enterprises. ? Return on investment of human capital: operating income-(operating cost-salary and welfare cost) ÷ salary and welfare cost, which reflects the return on investment of employees and indicates whether the enterprise has achieved a return on investment. This indicator is often ignored in many domestic enterprises, but it should be paid more attention to.