What are the six modules of personnel work?

Human resources management is divided into six major modules: human resource planning; recruitment and allocation; training and development; performance management; salary and benefit management; and employee relationship management. (1) Human resource planning is a set of measures formulated to enable an enterprise to stably possess a certain quality and necessary quantity of manpower to achieve the organizational goals including personal interests, thereby obtaining the balance between personnel demand and personnel ownership. mutual matching in the future development process of the enterprise. (2) Employee recruitment and allocation refers to recruiting excellent and suitable people into the enterprise in accordance with the requirements of the enterprise's business strategic plan and placing the right people in the right positions. The main sources of employee recruitment include internal recruitment and external recruitment. Specific methods include recommendation from acquaintances, campus recruitment, headhunting companies, etc. (3) Performance evaluation. In connotation, it is to evaluate people and their working conditions, and to evaluate people's work results to reflect their relative value or contribution in the organization. Extensionally speaking, it means observing, recording, analyzing and evaluating people in daily work in a purposeful and organized manner. (4) Training and development means that the organization improves the work ability, knowledge level and potential of employees through learning and training, maximizes the matching of employees' personal qualities with work needs, and promotes employees' current and future work. Improved performance. Training and development cannot be equated here. Training is the process of teaching new employees or existing employees the basic skills necessary to complete their jobs; development mainly refers to management development, which refers to everything through imparting knowledge, changing concepts, or improving skills. Activities that improve the performance of current or future management jobs. (5) Salary and welfare management. The steps in formulating a salary and benefit system include formulating salary strategies, job analysis, salary surveys, salary structure design, salary grading and salary fixing, and control and management of the salary system. (6) Employee labor relations management. Labor relations refer to the social and economic relations established between workers and employers (including various enterprises, individual industrial and commercial households, public institutions, etc.) during the labor process. The quality of employee labor relations management affects employees' loyalty to the company and their retention.