The importance of six modules in human resource management, please rank them and explain the reasons.

The order of importance of the six modules of human resource management: 1, career development planning.

2. Manpower allocation and recruitment

3. Staff training

4. Salary design

5. Evaluation system

6. Labor relations should first have career development planning, which is the goal, followed by manpower allocation, and then employee training is the basic means. Salary design can encourage employees' enthusiasm, assessment system can point out employees' shortcomings, and labor relations can adjust contradictions among employees. In human resource management, each of the six modules is very important. Performance management ensures the normal operation of performance management, salary and welfare management strives to balance the labor-capital relationship between enterprises and employees, recruitment and deployment, training and development provide and cultivate talents for the company, and planning provides direction for the company.

Human resource management is a kind of management behavior to improve labor productivity and finally achieve enterprise development goals through a series of means such as job analysis, human resource planning, employee recruitment and selection, performance appraisal, salary management, employee motivation, talent training and development.

Human resource planning, recruitment and distribution, training and development, performance management, salary and welfare management, and labor relations management.

Traditional personnel management regards people as a kind of cost and the object to be managed and controlled, while the personnel department is an auxiliary department that cannot generate income and repeat routine work; Compared with traditional personnel management, modern human resource management regards people as the most precious and creative resource in enterprises, which needs both management and development. Human resources department has been promoted to the height of enterprise development strategy, and its work efficiency is directly related to the success or failure of an enterprise, and human resources strategy has also become one of the core competitiveness of enterprises.

Module 1: 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 Practice Health and Safety. First, the criteria for employee recruitment.

1. management desire; 2. Good moral character

3. Be brave in innovation; 4. High decision-making ability

Second, the source and method of employee recruitment

(A) the source of employee recruitment

Advantages of external recruitment:

1. It has a rare "external competitive advantage". The so-called external competitive advantage means that the employed can put down their work without much worries, which has the external advantage that "foreign monks like to chant Buddhist scriptures".

2. Conducive to appease and ease the tension between internal competitors.

3. It can deliver fresh blood to tissues.

Disadvantages (limitations) of external recruitment:

1. External employees lack in-depth understanding of the organization.

2. The organization lacks in-depth understanding of foreign employees.

3. External behaviors have dampened the enthusiasm of internal employees.

Advantages of internal promotion:

1. is conducive to mobilizing the enthusiasm of employees.

2. It is conducive to attracting external talents.

3. It is conducive to ensuring the correctness of the selection work.

This is beneficial for the employed to start work quickly.

Disadvantages (disadvantages) of internal promotion:

1. may cause "inbreeding" within the organization.

2. It may cause contradictions among colleagues.

(2) Procedures and methods of employee recruitment.

1. Make and implement the recruitment plan.

2. The primary election of candidates.

3. Conduct primary elections for those who have passed the primary elections.

Intelligence and knowledge test.

B competitive speech and defense.

C case analysis and examination of candidates' practical ability.

4. Determine the employees to be hired.

5. Evaluate and feedback the recruitment effect.

(C) Analysis of the effectiveness of the recruitment work

The so-called validity means that all kinds of vouchers used by employees in recruitment, such as recruitment forms, tests, interviews or background assessments, must be valid and have certain correlation with the actual performance of employees.

1. recruitment form; 2. Written test: intelligence, personality and ability test.

3. Performance simulation test; 4. Interview record

5. Background investigation; Step 6 have a physical examination

Third, fire employees.

(1) dismissal: (2) temporary dismissal

(3) attrition:

(4) changing guard:

(5) Shorten the working week:

(6) Early retirement: