What are the modules of human resources?

What are the modules of human resources? Traditional human resource management has six modules:

1, human resource planning

2. Recruitment management

3. Training management

4. Performance management

5. Salary management

6. Employee relationship management

Generally speaking, there will be organizational structure, basic personnel information, attendance, salary, welfare, performance appraisal, training and other modules, and there will be different designs according to the needs and characteristics of enterprises.

What are the four modules of human resources? Human resources are six modules, namely, human resources planning, recruitment, training, performance, salary and employee relations.

What are the 34 modules of Huawei's human resources? I. Diversified salary management system

Huawei's salary management system has several forms, one is equity distribution, with wages, bonuses and benefits. The option structure is very core for Huawei, including the security of the company. How to evaluate equity? There is a set of evaluation criteria, which are evaluated once a year according to the professional characteristics and corresponding to the leadership, management, technology and marketing departments. It is a benchmark. As long as the work is done well, the work is practical and the sense of responsibility is strong, it can play an exemplary role, and it is also for him, including the driver. This method is quite useful. Giving money is an art..

Huawei has a job evaluation agency, and it doesn't matter to what extent. Evaluate people according to the difficulty and knowledge requirements of this position. This evaluation is divided into three aspects. First of all, what kind of knowledge and ability people in this position should have, with horizontal and vertical evaluation; The second is how difficult it is for him to solve this problem, with horizontal and vertical evaluation and percentage; The third is the degree of influence of this position at the company level, and there is also a scoring evaluation.

After these three factors are evaluated, a score can be obtained. Different grades correspond to different grades, and the salary level is different. At that time, the highest level of Huawei was 25, and the lowest was 8, with a total of *** 17. The modules of human resource management are interrelated. If our assessment results can't be used for salary adjustment and bonus distribution, and if salary can't be linked with performance and assessment, it can only be done by relationship, how can the company be fair and just? So we will follow the rules and regulations, which is a very clear assessment.

In addition, we have market comparability when designing salary lines. I know what the external salary of this position is, and I know whether it is high or low. In addition, in the past, we used to consider giving people who did well a little salary increase every year. We do things by feeling, but now we do things by the rules. With this system, it will be different. For example, if you are engaged in software, you can go from level 3 to level 1 1, which is linked to qualifications; For example, after-sales service, through qualification assessment, I know which level to put you at. In the human resources system, three modules are integrated: performance appraisal, salary management and qualification.

Second, the qualification management system: the establishment of career channels.

For many companies, it is very useful to improve their professional ability. Especially in our enterprises in China, leaders do it by themselves. Professional managers are hard to find, even if they are found, they may not be easy to use, but they have to be cultivated by themselves.

How to cultivate? The qualification system is very important for Huawei. As mentioned earlier, Huawei's earliest qualification system began with secretaries, and it began to be the qualification system for salespeople after it tasted the sweetness. This is the model of Huawei account manager, which is all part of the qualification system.

I have a booklet in my hand, the date is 1997, which tells what performance appraisal is about and how to use it. It was used as a teaching material at that time.

Which module of human resources is cadre management? Human resource management 1, career development theory 2, internal evaluation 3, organizational development and change; 4. Plan and organize career development; 5. Comparative overview of international human resource management 6 pages. Formulate a strategic plan for human resources development. Performance factors at work. Employee authorization and supervision

Module 2 Human resource training and development module 1, theoretical learning 2, project evaluation 3, investigation and evaluation 4, demand evaluation and training 5, training and development 6, composition of training suggestions 7, training, development and employee education 8, training design, systematic method 9, development management and enterprise leadership; Develop yourself and others 10 project management; Operation management: project development and management practice

Module 3 Salary management of human resources (salary, incentive and welfare) 1, salary 2, building a comprehensive salary system 3, welfare and other salary issues 4, performance evaluation and feedback

Module 4 Human resource management and competition 1, Human resource management and competitive advantage 2, the starting point and environment of human resource management; 3. Human resource planning 4. Job analysis 5. Personnel recruitment 6. Staff training and development 7. Staff performance evaluation 8. Plan to improve productivity.

Module 5 Employee and Labor Relations 1, Employment Law 2, Labor Relations and Society 3, Industry Relations and Society 4, Labor Negotiation 5, Trade Union and Labor Negotiation.

Module 6 Safety, Security and Health 1, Safety and Health Project 2, Safe and Healthy Working Environment 3, Promoting Safety and Health in Workplace 4, Managing Health and Safety in Practice.

Does anyone know what the six modules of human resources are? Module 1: International Human Resource Management 1, Career Development Theory 2, Organizational Internal Evaluation 3, Organizational Development and Change; 4. Plan and organize career development; 5. Comparative overview of international human resource management 6 pages. Formulate a strategic plan for human resources development. Performance factors at work. Employee authorization and supervision

Module 2 Human resource training and development module 1, theoretical learning 2, project evaluation 3, investigation and evaluation 4, demand evaluation and training 5, training and development 6, composition of training suggestions 7, training, development and employee education 8, training design, systematic method 9, development management and enterprise leadership; Develop yourself and others 10 project management; Operation management: project development and management practice

Module 3 Salary management of human resources (salary, incentive and welfare) 1, salary 2, building a comprehensive salary system 3, welfare and other salary issues 4, performance evaluation and feedback

Module 4 Human resource management and competition 1, Human resource management and competitive advantage 2, the starting point and environment of human resource management; 3. Human resource planning 4. Job analysis 5. Personnel recruitment 6. Staff training and development 7. Staff performance evaluation 8. Plan to improve productivity.

Module 5 Employee and Labor Relations 1, Employment Law 2, Labor Relations and Society 3, Industry Relations and Society 4, Labor Negotiation 5, Trade Union and Labor Negotiation.

Module 6 Safety, Security and Health 1, Safety and Health Project 2, Safe and Healthy Working Environment 3, Promoting Safety and Health in Workplace 4, Managing Health and Safety in Practice.

Which module of human resources is the competency model divided into? In the practice of human resources, the construction of competency model and job analysis belong to a basic work of human resources. There is no need to rigidly classify it into modules in the usual sense.

In enterprises, competency model can be used as one of the contents of job qualification definition and management, and has applications in recruitment and selection, training and development, performance pay, career planning, reserve echelon construction and so on.

First of all, look at the recruitment and selection, quality and ability model is one of the elements of recruitment and selection. In the process of recruitment and selection, enterprises often choose people who are suitable for jobs from the perspective of job applicability, so as to achieve the purpose of matching people with jobs, and what kind of people are suitable for jobs comes from the definition of quality and ability model.

Secondly, in training development, competency model is one of the demand sources of training development. When enterprises carry out training, they should first conduct training demand survey, which covers organizational strategy, culture, post work and the actual ability level of employees, and the quality ability model reflects this information to some extent, so the evaluation of quality ability can effectively distinguish the level of employees.

In performance management, the evaluation of quality and ability has always been an important aspect of performance management. At the same time, the evaluation of quality and ability can also reflect the reasons for the poor performance of employees. Cultivating and developing weak qualities and abilities that affect performance can effectively improve performance.

In the aspect of salary management, although there are many problems in the application of competency-based salary, among the determinants of salary, the personal quality and ability of employees have to be considered. Under the thinking of performance-oriented and broadband salary, the factors that determine each employee's personal basic salary standard are, on the one hand, job value, on the other hand, historical performance, on the other hand, the present situation and development potential of their own quality and ability.

In terms of career planning and reserve echelon construction, quality and ability are important factors that must be considered.

How many modules are there in human resources? Six modules of human resources

Module 1: human resource management 1, career development theory 2, internal evaluation 3, organizational development and change; 4. Plan and organize career development; 5. Comparison of international human resource management. 6. Formulate a strategic plan for human resources development. 7. Performance factors at work. 8. Employee authorization and supervision module 2. Human resource training and development module 1. Theoretical study II. Project evaluation. Investigation and evaluation. Needs assessment and training. Training and development. Composition of training suggestions. Training, development and employee education. Training design, systematic method 9. Development management and training. Develop yourself and others 10 project management; Operation management: project development and management practice module 3 1, salary 2, building a comprehensive salary system 3, welfare and other salary issues 4, performance evaluation and feedback module 4, human resource management and competition 1, human resource management and competitive advantage 2, the starting point and environment of human resource management; 3. Human resource planning. Job analysis 5. Personnel recruitment. Train and develop employees. Employee performance evaluation. Productivity improvement planning module 5. Employee and labor relations 1. Employment law ii. Labor relations and society. Industrial relations and society. Labor-capital negotiation. Trade unionization and labor negotiation module 6. Safety, security and health 1. Safety and health project 2. Safe and healthy work.

Ask for the second-level human resources simulation test paper? I used to take the second grade examination in the online examination center of the school bar, and the papers in it were relatively complete.

How to do the six modules of modern human resources well? Human resource management has broken through the traditional mode and allocated and managed people from the perspective of resources. How to realize the effective management and allocation of human resources and build an effective human resources management platform and system has become the focus of human resources work in enterprises. As an integral part of this effective system, it is particularly important to improve and start each module system of HR.

Human resources planning

(human resources planning) is called "the navigation mark and navigator of human resources work"

All ships sailing at sea need to establish navigation marks to locate their destinations, and at the same time need an effective navigation system to ensure that they sail on the right route. The nearest route is not necessarily the best route, only the most suitable one is the best choice, so is human resource management, and the system that is most suitable for the company in this department is the best choice, so it is necessary to determine the orientation and realization way of HR work objectives. The purpose of human resource planning is to analyze the current situation of enterprise resources and human resource management, find the focus and direction of future human resource work, formulate specific work plans and programs, and ensure the smooth realization of enterprise goals. The focus of human resource planning is to collect, analyze and count the current information of enterprise human resource management, and make the future human resource work plan according to these data and results combined with enterprise strategy. Just like the navigator of the navigation mark of a sailing ship, human resource planning plays a role in positioning the target and grasping the route in HR work!

Recruitment and distribution

The art of combining "introduction" with "use"

Personnel appointment emphasizes the matching of people and posts, the right position and the right person. Finding the right person but putting it in the wrong position will make recruitment as meaningless as not finding the right person. Only by recruiting the right talents and assigning them to the right places can effective recruitment be completed. Recruitment and distribution have their own emphasis. Recruitment consists of a series of steps such as demand analysis, budget formulation, recruitment scheme formulation, recruitment implementation and follow-up evaluation. The key is to do a good job of demand analysis. First of all, make clear what people the enterprise needs, how many people it needs, what requirements it has for these people, and through what channels to find these people the company needs. After the goals and plans are clear, the recruitment work will become more targeted. In fact, when analyzing the recruitment demand, we should consider the staffing work, so that the staffing work will be simplified as a procedural link, and a standard will be tailored according to the post, and then the talents needed by the enterprise will be recruited according to this standard. Recruitment and distribution can not be regarded as independent processes, but two links that influence and depend on each other. Only by recruiting suitable personnel and making effective allocation can we ensure the realization of the significance of recruitment.

Training and development

-Help employees to be competent and explore their maximum potential.

For new employees, in order to adapt and be competent as soon as possible, in addition to their own efforts, they need the help of the company. For on-the-job employees, in order to adapt to the adjustment of company strategy brought about by the change of market situation, it is necessary to constantly adjust and improve their skills. Based on these two aspects, it is necessary to organize effective training to maximize the potential of employees. As far as content is concerned, training includes corporate culture training, rules and regulations training, job skills training and management skills development training. Training must be targeted and take into account the specific needs of different groups of students. For new employees, training can help them adapt to and be competent for their jobs. For on-the-job employees, training can help them master the new skills needed for the post and help them maximize their potential. For the company, training will make the enterprise run smoothly and improve its performance.

Wages and benefits

-one of the most effective means to motivate employees.

Salary and benefits have two functions: one is to affirm the past performance of employees; Second, with the help of an effective salary and welfare system, employees can be promoted to continuously improve their performance. An effective salary and welfare system must be fair, ensuring external fairness, internal fairness and post fairness. External fairness will make the salary and welfare of enterprises competitive in the market, internal fairness needs to reflect the vertical difference of salary, and post fairness needs to reflect the competency gap of employees in the same position. Fairness of past performance will definitely give employees a sense of accomplishment, and commitment to future salary and benefits will stimulate employees' enthusiasm for continuous improvement of performance. Salary and welfare must be organically combined with material and non-material forms in order to meet the different needs of employees and give full play to their maximum potential.

Performance management

-Different perspectives, different endings

The purpose of performance appraisal is to affirm the past performance through an effective system and look forward to the continuous improvement of future performance. Traditional performance work only stays at the level of performance appraisal, while modern performance management pays more attention to the improvement of future performance. The shift of focus makes the focus of modern performance work shift. The effectiveness of the system has become the focus of human resources workers. An effective performance management system includes scientific assessment indicators, reasonable assessment standards, and salary and welfare distribution and reward and punishment measures corresponding to the assessment results. Simple performance appraisal makes performance management limited to the attention of past work, paying more attention to the follow-up function of performance, and can shift the perspective of performance management to the continuous improvement of future performance!

Employee and labor relations

-Achieve a * * * win-win situation for enterprises and employees.

The handling of employee relations is based on relevant national laws and policies and company rules and regulations. At the beginning of the establishment of labor relations, the rights and obligations of workers and employers were clearly defined. During the contract period, the rights and obligations between workers and employers were handled according to the contract. For workers, it is necessary to use labor contracts to ensure the realization of their own interests, and at the same time to fulfill their obligations to the enterprise. For employers, labor contract laws and regulations are more about regulating their employment behavior and safeguarding the basic interests of workers. On the other hand, it also protects the interests of employers, including the agreement on the service period of workers, dismissing incompetent workers according to applicable terms, legally evading labor laws and policies, and saving human capital expenditure for enterprises. In a word, the purpose of employee relationship management is to clarify the rights and obligations of both parties, provide a stable and harmonious environment for the business development of enterprises, and finally achieve a win-win situation for enterprises and employees through the achievement of the company's strategic objectives!

summary

The work of each module of HR has its own emphasis, but each module is inseparable. Just like the biological chain, the lack of any link will affect the imbalance of the whole system. HR work is an organic whole, and all aspects of work should be in place. At the same time, we should constantly adjust the focus of work according to different situations to ensure the benign operation of human resource management and support the ultimate realization of corporate strategic goals!

(1), human resource planning: 1, organization setup, 2, adjustment and analysis of enterprise organization, 3, analysis of enterprise personnel supply demand, 4, formulation of enterprise human resource system, 5, preparation and implementation of human resource management expense budget;

(International Human Resource Management 1, Career Development Theory 2, Organizational Internal Evaluation 3, Organizational Development and Change; 4. Plan and organize career development; 5. Comparative overview of international human resource management 6 pages. Formulate a strategic plan for human resources development. Performance factors at work. Employee authorization and supervision)

(2), recruitment and configuration: 1, recruitment demand analysis, 2, position analysis and competency analysis, 3, recruitment procedures and strategies, 4, recruitment channel analysis and selection, 5, recruitment implementation, 6, special policies and emergency plans, 7, resignation interview, 8, measures to reduce employee turnover rate.

(3), training and development 1, theoretical learning, 2, project evaluation, 3, investigation and evaluation, 4, training and development, 5, needs evaluation and training, 6, composition of training suggestions, 7, training, development and employee education, 8, design and systematic methods of training, 9, development management and enterprise leadership; Develop yourself and others, 10, project management: project development and management practice.

(4) Performance management: 1, performance management preparation stage, 2, implementation stage, 3, evaluation stage, 4, summary stage, 5, application development stage, 6, performance management interview, 7, performance improvement method, 8, behavior-oriented evaluation method, 9, result-oriented evaluation method.

(5), salary and welfare management: (salary, incentive and income) 1, salary, 2, build a comprehensive salary system (job evaluation and salary grade, salary survey, salary plan, salary structure, salary system formulation, salary system adjustment, labor cost accounting), 3, welfare and other salary issues (welfare insurance management, enterprise welfare project design, enterprise)

(6), labor relations: 1, employment law, 2, labor relations and society, 3, labor relations and society, 4, labor negotiations, 5, unionization and labor negotiations (safety, security and health, safety and health projects, safe and healthy working environment, promoting workplace safety and health management, practicing health and safety), human resource management and competition/. 2, human resource management and environment, 3, human resource planning, 4, job analysis, 5, personnel recruitment, 6, employee training and development, 7, employee performance evaluation, 8, improve productivity.

Functions and contacts of each module

Recruitment is a relatively important function. First, as the source of blood transfusion, it has great recruitment efforts and can continuously supply high-quality human resources. Second, as the gateway to the quality and efficiency of human resources in enterprises, recruiting excellent people can cost less and spend less time on training, and even he can train and influence others as a parent, which will reduce the cost of games and simplify the complicated problems in assessment; There will be cost-effective results in salary, and employee relations and corporate culture will be greatly improved. Finding talents can reduce the investment in R&D and technology, enable enterprises to expand and replicate rapidly, and calmly cut into industries that they have never set foot in. Third, it can become a dialysis regulator of human resources inside and outside the enterprise. For example, the quality of human resources in enterprises is low and the density of talents is low, so it is necessary to introduce talents to balance the inside and outside; If the personnel are mediocre, catfish will be introduced. If there is a lack of competition among enterprise talents, it is necessary to introduce checks and balances.

The first function of training is to make blood, improve the ability, knowledge and attitude of personnel, and make them become human resources; The second is to manufacture machines, teach new technology and its knowledge and technology, create technology and manage machines; The third is to create people, that is, to transform people. This means that from the individual's point of view, personal promotion and career development need education and training to cooperate, and individual transformation also gives them a sense of accomplishment. Good training can save the recruitment cost of high-level talents, reduce the employment cost of high-level talents, strengthen standardization and reduce operating costs. On the other hand, limited by salary or geographical conditions, the quality of the people recruited is not high and can be cultivated and promoted. Is assessment related to training? If the quality of enterprise personnel is improved and the degree of specialization and standardization is strong, is it necessary to assess those low-level indicators? Just as Haier initially asked employees not to pee anywhere. It must have been at this level later. It can be said that training also contributes to the assessment and reduces the assessment cost. It's like saying, I'll be relieved if you do something.

Evaluation is another important link. The so-called Fiona Fang can't have no rules, and Fiona Fang can't have rules. What do we do? We need to measure, correct, reward and punish. On the surface, assessment is to set rules, see results, and see rewards and punishments. In fact, these are all processes aimed at improving optimization performance. When people with good performance are assessed, the model can be summarized, and the main points and principles of recruitment and training come out; The exam found out the problem, and the recruitment can avoid this kind of personnel, so the demand for training also appeared. Of course, the most direct thing is to cash rewards and punishments, match powers and responsibilities, and fully mobilize enthusiasm.

Salary management is the basis of fairness and motivation, and it is also an important factor affecting the turnover rate of enterprises. Pay attention to both external fairness and internal fairness. The salary is low, and no matter how hard you try to recruit, employees can't stay. If the salary is high, it will also form bureaucracy and threshold. Everyone is unwilling to do responsible things for fear of losing their jobs. And they will set up shop in Wu Dalang, set many conditions and try their best to exclude foreigners. Salary also has an impact on performance management. When cash is strong, it is * * *, but it will lead employees to be short-sighted and only focus on immediate indicators, which will deviate from long-term performance. It needs a reasonable combination of long-term, medium-term and short-term incentives to give full play to its effectiveness.