What are the variables related to human resource management?

Doing the work of an enterprise is the work of being a man. Only by knowing modern human resource management methods can Sharon gain a steady stream of development momentum and maintain vigorous vitality. Scientific human resource management includes the following contents:

First, job analysis

Job analysis usually has the following purposes:

(1) clarify or rationalize the existing work contents and requirements, so as to formulate a feasible reward system and mobilize the enthusiasm of employees;

(two) the provisions of the new post work norms;

(3) Due to a certain crisis, efforts should be made to improve the working environment, organizational security and anti-crisis ability.

Second, the human resources plan

The contents of human resource planning mainly include the following aspects:

(1) promotion planning;

(2) supplementary planning;

(3) Training and development planning;

(4) deployment planning;

(5) salary planning.

Third, the recruitment and allocation of human resources.

Generally speaking, the recruitment of hair salons stems from the following personnel needs:

(1) Vacant personnel supplement;

(2) Sudden personnel demand;

(3) To ensure the specialized personnel needed by the hair salon;

(4) To ensure new planners;

(5) When the hair salon needs to be expanded;

(6) When the hair salon operator transfers in advance;

(7) when other institutions of the hair salon are adjusted;

(8) In order to make hair salons more dynamic, it is necessary to introduce foreign operators.

Fourth, develop and authorize human resources training.

It means that in order to make employees acquire or improve, hair salons can achieve the following goals through training and development of employees:

(1) Ensure that the talents needed by the organization are obtained;

(2) Increase the attractiveness of the organization to retain talents;

(3) Reduce employees' frustration.

Verb (abbreviation of verb) human resource performance evaluation

The purpose of performance evaluation includes:

(1) Performance appraisal has incentive function;

(2) Performance appraisal is an important tool for salary management;

(3) The result of performance appraisal is an important criterion for employee transfer, promotion and elimination;

(4) Performance appraisal is beneficial to the training and development of employees;

(5) It facilitates communication between superiors and subordinates, promotes understanding within the organization, and is conducive to the efficient operation of the organization;

(6) Other functional departments can take the performance appraisal results as a reference when making relevant decisions.

Vi. Human resource incentives and wages

Through human resource incentives, the following goals can be achieved:

(1) Effective incentives are conducive to mobilizing the enthusiasm of employees;

(2) Effective incentives make personal goals consistent with organizational goals;

(3) Effective incentives can attract and retain talents.

Seven. Salary and benefits

Human resources salary management should follow the following principles:

(1) The principle of stabilizing employees;

(2) the principle of being conducive to the development of ability;

(3) the principle of correctly evaluating the role of wages;

(4) the principle of considering different levels of demand;

(5) the principle of seeking stable labor relations.

Eight, employee relations

To improve employee relations, we must do the following:

(1) Formulate clear and visible rules and regulations to guide employees' behavior;

(2) Hire the right people;

(3) Maintain good communication.