How to learn human resource management well

Question 1: How to learn human resource management well requires learning the basic theories and knowledge of management, economics and human resource management, being trained in human resource management methods and skills, and having the basic ability to analyze and solve human resource management problems. Teacher Tan Xiaofang, a famous management expert, thinks that we should learn the following knowledge and abilities:

1. Master the basic theories and knowledge of management, economics and human resource management;

2. Master the qualitative and quantitative analysis methods of human resource management;

3. Have strong basic skills of language expression, interpersonal communication, organization and coordination and leadership;

4. Familiar with the principles, policies and regulations related to human resource management;

5. Understand the theoretical frontier and development trend of this discipline;

6. Master the basic methods of literature retrieval and information query, and have certain scientific research and practical work ability.

Question 2: Is it good to learn human resource management? 1 human resources is still good, professional! After graduation, you can go to personnel, administration, accounting, enterprise training specialist and so on! Compared with the same period last year, which boasted professional human resources have more prospects and considerable employment! I study e-commerce. I've heard that the more the better, the better after graduation! I don't know anything! So if you want to report human resources, I still support it!

The major of human resources is really suitable for girls! Because mainstream industries can engage in more girls! But after all, no matter what major you choose, the key is to love learning, not to neglect your studies! Just like when you are studying human resources, you can try to get a human resources teacher qualification certificate or something! This certificate is still good for your work, especially if you want to take the second-level exam early, you must have a third-level certificate! If you want to get the second-class certificate early when you take the exam 1! So it's good to try to get the certificate of this major during school! Just don't waste time and lay the foundation for coming out to work in the future!

I don't know if you understand. Regarding the human resource certificate, I will send you an application condition! Maybe you need it, or you can learn about it earlier:

The registration conditions are as follows:

Assistant human resources manager in Guangzhou

⊙ Assistant Manager of Human Resources (National Vocational Qualification Level III) (meeting one of the following conditions)

Bachelor degree (including equivalent education) and engaged in this occupation 1 year or above;

◆ Having worked in this profession for more than 3 years after obtaining a college degree;

◆ After obtaining a high school or technical secondary school education, I have been engaged in this major for more than 6 years.

Human resources management division

⊙ Human Resource Manager (National Vocational Qualification Level II) (meeting one of the following conditions)

◆ Bachelor degree, who has been engaged in this profession for more than 3 years after obtaining the professional qualification certificate of human resource manager in a third-class enterprise;

Master's degree in this major or related major, and engaged in this occupation for more than 2 years;

◆ After obtaining a bachelor's degree, he has been engaged in this occupation for more than 5 years;

Get a college degree (including college degree) and have been engaged in this occupation for more than 13 years.

Human resources management division

⊙ Senior Human Resource Manager (national vocational qualification level 1) (meet one of the following conditions)

◆ Those who have been engaged in this profession for more than 3 years after obtaining the professional qualification certificate of human resources manager, have been formally trained by senior human resources manager to reach the required standard hours, and have obtained the graduation (completion) certificate.

◆ Those who have a doctor's degree (including equivalent education), have been engaged in this profession for more than 3 years, have reached the required standard hours after formal training by senior human resources managers, and have obtained graduation (completion) certificates.

◆ Those who have a master's degree (including equivalent education), have been engaged in this profession for more than 6 years, have reached the required standard hours after formal training by senior human resources managers, and have obtained graduation (completion) certificates.

◆ Those who have a bachelor's degree (including equivalent education), have been engaged in this occupation for more than 9 years, have been formally trained by a senior human resource manager to reach the required standard hours, and have obtained a graduation (completion) certificate.

In short, don't hesitate, human resources are good and professional! In fact, the key to major is to believe in yourself. Hard work pays off! If you always think in your heart, when is the end of heart disease!

Come on! You can do it!

Question 3: How to learn human resource management well? Human resource management is divided into: human resource planning, personnel recruitment and allocation, training and development, career planning, labor relations management, performance management and salary management. Therefore, to learn this course well, we must be familiar with these templates and practice more at ordinary times, such as organizing simulated job fairs and resume making competitions. Can be combined with the training group, according to the training needs to develop the corresponding training plan, and then training; Can simulate the dismissal interview in labor relations management. In short, put theory into practice!

In addition, we should learn some archives management, official document management, management psychology, organizational behavior, personnel quality evaluation, social security and so on.

Question 4: How to do the pre-job training of human resource management? Doing a good job in pre-job training plays an important role for new employees to adapt to work, enterprise environment and work roles as soon as possible. Therefore, we should and must attach importance to the pre-job training of employees.

First of all, it is necessary to clarify the specific requirements of job responsibilities for employees, which generally include two aspects: morality and ability.

In Germany, it is necessary to grasp and inspect when recruiting personnel, and also to conduct corresponding tests during the use period.

Ability is to cultivate and improve skills and adaptability on the basis of moral character. According to the requirements of job responsibilities, we should carry out targeted skills training and upgrading, so that they can adapt to the requirements of the post and integrate into the environment.

Secondly, it should be emphasized that the running-in problem between new employees and old employees, that is, the impact of the environment on new employees, is very important for enterprises. Newcomers are often more innovative, and it is easy to find many problems that can be raised. In view of this situation, enterprises should do a good job, otherwise new employees will quickly adapt to the new environment and become less enterprising.

Question 5: How to learn human resource management? I am a college student, and my major is human resource management. There are four human resources: recruitment, training, performance appraisal and salary design. One is Henry? Mintzberg's "Effective Organization", published by the National People's Congress, is a book with good manpower and relatively basic knowledge. I suggest you have a look, it will be boring. Here are some books that human resource management should read: 1. Psychology and life, Richard? Greg Phillips. Zimbardo, People's Posts and Telecommunications Publishing House.

2. Cognitive Psychology, Robert J. Robert Jeffrey Sternberg, China Light Industry Press, Borrowed.

3. Personality Theory, Jess feaster, Gregory J feaster, People's Health Publishing House.

4. Social Psychology, translated by Eliot aronson, China Light Industry Press.

5.*** Rise-Group Theory and Team Skills, translated by David W. Johnson, China Light Industry Press.

6. Influence, Robert? b？ Theodini, China Social Sciences Press.

7. Influence Psychology, Philip? Zimbardo, People's Posts and Telecommunications Publishing House.

8. Recruiting talents has its own way, Lance A. Berger, Tsinghua University Publishing House.

9. Effective organization, Henry? Mintzberg, Renmin University of China Press.

10. Win the role, Otto? Krogh et al., Zhejiang People's Publishing House.

1 1. Advantages of Introverts, martin olsson Laney, East China Normal University Press.

12. applied psychology in human resource management, Wayne? Casio et al., Peking University Publishing House.

13. Super Calm, written by Suzuki Zhang, Shanghai People's Publishing House.

14. Your misunderstanding, Wayne? W? Dale, Yan Qun Publishing House

15. The elephant and the elephant rider, Jonathan? Hite, Renmin University of China Press

16. The psychological mystery behind behavior, Bette? Salle, Renmin University of China Press

17. Systematic thinking, Dennis? Sherwood, Machinery Industry Press

18. The principle of success, Jack? Jack canfield, Janet? Svetz, Machinery Industry Press.

19. Win people's hearts, John? Maxwell, China Social Sciences Press

20. Intelligence trap, John? Maxwell, China Social Sciences Press

2 1. Key point, Brian? Brain Tracy, Electronic Industry Press.

22. Lazy people are very successful, Ernie? j？ Zarinski, CITIC Publishing House.

23. The truth of the negotiation, Gavin? Gavin Kennedy, China Space Press.

24. Negotiating the world, Herb? Herb Cohen, Haiti Press.

25. Fu Bei Yi Yuan Bao. Barry. Barry Maher, Central Compilation Press.

26. The book of wisdom ("Three Wonders of Wisdom"), balta? Gracian, Harbin Publishing House

27. Reader, Joe Irene? Elam Dimitriu et al., Jilin People's Publishing House.

28. hard ball, Creath? Christopher Matthews, Xinhua Publishing House

29. Tutoring methods and training details of champion salesmen, Linda? Linda Richardson, Higher Education Press

30. New strategic marketing, Steven? e？ Stephen e. Hyman, Central Compilation Press.

3 1. Liu Yong's book: I'm not teaching you to cheat. You must know the human nature and the truth of life.

32. Introduction to Game Theory-Strategic Analysis, Roger A? Roger A. McCain, Machinery Industry Press.

33. The art of speech, S? Stephen e Lucas, Haiti press.

There are specific things to communicate. I hope I can help you!

Good luck with your work! ...& gt& gt

Question 6: How to manage human resources well? 1, employee's position in the enterprise

(1) Employees are the foundation of an enterprise.

Because people are the most active factor in the three elements of productivity, employees are all human resources of enterprises, and human capital is the most important capital, therefore, only by organically combining human capital with the material resources of enterprises can enterprises effectively create wealth and produce economic and social benefits.

(2) Employees are the key to the success of an enterprise.

Now China has gradually entered the era of knowledge economy. In the era of knowledge economy, human resources, especially outstanding talents, are placed in the most important position. More and more countries and enterprises believe that talent is the key to the success of enterprises, and spare no effort to improve and implement more effective talent policies. In the era of knowledge economy, enterprises urgently need a large number of knowledge workers to meet the needs of increasingly fierce market competition. Whoever has knowledge-based and compound employees will be able to gain a foothold and succeed in the market competition.

(3) Employees are the needs of enterprise development.

The quality and vitality of employees have become the fundamental driving force for the development of enterprises. The development of an enterprise needs the support of a well-trained and powerful executive. At the same time, in the process of enterprise development, we should constantly develop and improve the quality of employees and mobilize their enthusiasm and initiative. Only in this way can enterprises grow and develop in the competition.

2. It is of great significance to mobilize the enthusiasm of employees.

(1) Give full play to the enthusiasm and creativity of employees and promote the continuous development of enterprises.

Modern enterprises advocate people-oriented management thought, and put forward that enterprise management should be people-oriented, respect and care for people, mobilize people's enthusiasm, and rely on all employees to develop enterprises.

(2) to mobilize the enthusiasm and initiative of employees, in order to improve the execution of employees, so as to improve the economic benefits of enterprises.

Under the condition of market economy, the goal of enterprises should always focus on "customers". In other words, enterprises should satisfy customers with the products or services they provide. Whether enterprise managers follow this "Tao" of management will be the key to the success of enterprises. Employees are in direct contact with customers, so the performance of employees directly affects customer satisfaction, thus affecting the operating conditions of enterprises.

(3) The success of an enterprise depends on combining the enthusiasm and talents of employees with the goals of the enterprise.

Classify enterprise employees

To improve the enthusiasm of employees, it is necessary to classify employees so as to take various measures for all kinds of employees. According to the nature of employees' work, it can be divided into:

1, grass-roots employees (including workshop production workers and grass-roots managers);

2. Middle managers;

3. Senior leaders.

Methods and measures to arouse the enthusiasm of employees

The development of enterprises needs the support of employees. Managers should understand that employees are not only a tool, but their initiative, enthusiasm and creativity will play a great role in the survival and development of enterprises. In order to get the support of employees, it is necessary to motivate employees, and mobilizing the enthusiasm of employees is the main function of management incentives. Establishing an effective incentive mechanism is an important way to improve the enthusiasm and initiative of employees.

It is necessary to design and implement an effective incentive mechanism. The design of incentive mechanism mainly includes four aspects: first, the design of incentive system; The second is the design of position series; The third is the design of employee training and development plan; The fourth is the design of other incentives, including employee participation and communication. After designing a set of incentive mechanism, it needs to be implemented to test its effectiveness.

Effective incentive mechanism, including various incentive methods and measures, can be summarized as follows:

1, salary

Material demand is always the first demand of people and the basic motive force for people to engage in all social activities. Therefore, material incentives are still the main form of incentives. At present, the ability to provide generous salary (i.e. monetary reward) is still a direct factor affecting the enthusiasm of employees. However, generous salaries do not always satisfy employees. Under normal circumstances, the salary system of an enterprise cannot be fair and just internally, and it is consistent with the salary level of the external market, so employees are prone to dissatisfaction. If these unfair feelings of employees can not be solved in time, it will directly affect the enthusiasm of employees, and there will be negative slowdowns and even brain drain, thus affecting the quality of products and services of enterprises. Only by effectively solving the problems of internal unfairness, self-unfairness and external unfairness can we improve employee satisfaction and stimulate employees' enthusiasm. How can we solve these problems? Usually, when making salary decisions, we should comprehensively consider the relative value of posts, salary level and personal performance as the basis for formulating the salary system. ......& gt& gt

Question 7: What are the advantages of studying human resource management? Human resources is one of the hot topics at present, and what we are talking about now is not the simple personnel work in the past, but now recruitment, training, assessment, corporate culture and so on are all covered. All walks of life attach unprecedented importance to human resources. Although domestic human resource management has been heated up, we should clearly see the "bubble" floating on it. Because the theory of human resources has not been introduced into China for a long time, enterprises have gradually accepted the modern human resources management system; As a practical subject, human resource management needs certain working experience in many enterprises. Therefore, as students majoring in human resource management, they should be familiar with the actual operation of enterprises in human resource management as much as possible and receive the merit of "applying what they have learned" as soon as possible.

Question 8: How to manage human resources well? First, the sense of responsibility should be in place. Thought is the forerunner of action, and attitude determines everything. The purpose of management is to improve efficiency and effectiveness. To achieve good management results, we must have a high sense of responsibility and a serious and responsible work attitude, which is the key to doing everything well.

Second, the division of responsibilities should be clearly defined. If the management responsibility is not clearly defined, the lines are too thick, the assessment has no basis, and there is a problem, it is easy to find a unit, it is difficult to find an individual, and it is even more difficult to find a responsible person. Often they are too tight to catch up with each other, and if they are loose, it will be a big deal, and the management assessment will eventually find no foothold.

Third, the accountability system should be in place. In recent years, there are many problems exposed and reflected in the human resource management of enterprises, often because the problems are people-oriented, education corrects mistakes, and avoids the importance, which distorts the fairness, justice and seriousness of management.

Our company has done a good job in human resource management and Nissin. HR has issued corresponding enterprise management systems according to projects and departments through kanban, making the management terms of each system clear and transparent. Moreover, it is very convenient for HR to release all kinds of news through Nissin, which avoids a lot of repetitive work and improves the uniqueness and accuracy of data.

Question 9: How to manage human resources well? I don't think so! In fact, people are more expensive, not talents. Tang Jun's talent can be seen everywhere in China, which is over 9 million square kilometers, but there is only one such Tang Jun in the world. Therefore, when it comes to human resource management, we must start with people. In my opinion, doing a good job in human resources must be people-oriented.

One side can't find a satisfactory job, and the other side can't find a satisfactory talent. Today, such talents are ridiculously expensive, and the "employment dilemma" has become a common problem. At this time, the importance of human resources is highlighted.

In fact, talent is around you! Many experts have mentioned that people don't have to pursue very cutting-edge talents if they want to use the right people. Therefore, choosing and using good people is not only a problem for the boss, but also the human resources department should play an important role.

The present situation of human resources department in private enterprises

The survey found that in addition to large-scale enterprises, many small and medium-sized business owners' understanding of the human resources department still stays in the state of the next job in the general personnel department or even the administrative department. They think that this is just recruiting some people and quitting some people. There are many enterprises of this type, and small companies and trading enterprises generally do not have human resources departments. So why do these situations exist? I think there are two reasons, one is the quality of business owners; On the other hand, it is the cost and management of establishing human resources department.

Mr. Liu Shuanggang, assistant to the chairman of Fujian Xintai New Materials Technology Co., Ltd. believes that the traditional human resources department is mainly engaged in recruitment, training, employee development, salary and welfare design and so on. However, with the improvement of the requirements and expectations of modern enterprises for the human resources department, the role of the department gradually has external conditions, which of course has a lot to do with the fact that the human resources department itself is not satisfied with pure administrative functions. He believes that in the next century, the role of human resources department will be transformed into a strategic partner of enterprise management. However, focusing on the current reality, the human resources department still has a long way to go to finally complete this transformation.

It is understood that the group's human resources department is mainly divided into two parts: functional departments and business departments. The functional departments have eight functions: recruitment, training, salary and welfare, organizational development, information system department, employee relations department, security department and employee service department. The other part is in the business department. The human resources part of the business department is mainly responsible for formulating corresponding human resources solutions according to the development of the business department.

In this survey, the author mainly starts with small and medium-sized enterprises, but there are not many enterprises that set up human resources departments like Xintai Group. The investigation shows that private enterprises in our province should strengthen the understanding and cultivation of human resources.

The role of human resources department

To do a good job in human resources management, we must first know the responsibilities and functions of the human resources department. In this survey, the author found that the managers of human resources departments in many enterprises are not clear about the responsibilities and functions of this department.

I believe that the human resources department is an important part of the functional departments of modern enterprises. With the advent of knowledge economy, human resources, as one of the core resources of enterprise competition, play a very important role in establishing the core competitiveness of enterprises in the global and highly market-oriented resource allocation. It is necessary to break through the traditional process function, become the strategic partner of the enterprise and implement the strategic management function.

The focus of human resource management

To do a good job in human resource management, we should mainly do the following: first, training; The second is performance appraisal; The third is to establish a good corporate culture and cultivate employees' sense of identity.

Training is an indispensable link in human resource management. Whether new or old employees, it is a part of enterprise management requirements to unify their thinking and keep pace with the times. In this survey, the manager of a private enterprise pointed out that although training is only a part of enterprise human resource management, it plays a core role in the process of cultivating and strengthening capabilities, and has gradually evolved into an important part of enterprise strategy implementation. Scientific training will continuously improve the personal skills of enterprise managers and employees, promote them to adapt to the rapid changes in the technical and economic environment, improve their ability to handle newer and more challenging tasks, and lay a solid foundation for the realization of enterprise strategic goals. He believes that to do a good job in training, we must first investigate the training needs of students, and it is best to design questionnaires or communicate directly with students as a supplement to the demand survey. Only in this way can we be more targeted and avoid entering the training misunderstanding.

Performance appraisal is one of the main measures to improve work efficiency and reduce internal friction. At present, many enterprises think that performance appraisal is not only ... > >

Question 10: What about the major of human resource management? Is it easy to find a job at present? Human resources, HR, through the promotion of Du Lala, it is estimated that many people know that there is such a department. Let me talk about the relevant situation of this major from my understanding in the past two years ~ let's spray TT lightly first.

Q: What is the major of human resource management?

A: To explain what this major is, it is necessary to analyze it word by word.

Human resources, that is, what we often call labor force.

Human resource management is the sum total of systems, decrees, procedures and methods for effective development, rational allocation, full utilization and scientific management of human resources. To put it bluntly, it is how to better develop and utilize these labors. The modules of human resource management in academic circles are: 1, human resource planning; 2. Recruitment and configuration; 3. Training and development; 4. Performance management; 5. Salary and welfare management; 6. Labor relations management.

The major of human resource management is to train talents engaged in human resource management in the future.

Q: What is your major in human resource management?

A: In the words of our teacher, the professional knowledge of human resource management involves five aspects.

Management (at least a management ~)

Economics (How can you learn to manage well without the foundation of economics? What can I do if I don't understand the economic situation and policies? )

Sociology (labor and employment are also a concern of sociology ~)

Law (if you don't know some laws, you will have labor disputes! )

Psychology (after all, how can you not master the psychological state when dealing with employees? )

The specialized courses of this major will involve these aspects more or less. The most important professional courses are all modules around human resource management.

Take the specialized courses offered by Renmin University as an example:

Basic courses (compulsory): western economics, statistics, introduction to psychology, management principles, social investigation methods, social security, human resource management, employee relationship management.

Professional required courses (required): job analysis, salary management, personnel quality evaluation, training and development, performance evaluation and performance management, organizational behavior, labor economics.

Specialized elective courses (you can take some credits, but you don't need to take all of them): introduction to sociology, development and employment, marketing, strategic management, management research methods, labor law and social security law, personnel management economics, accounting, insurance, organizational theory and analysis, financial management, social insurance, labor policy analysis, corporate culture and cross-cultural management, employee welfare management, recruitment and staffing, etc.

Q: Are liberal arts students or science students suitable for this major?

A: Management is generally a combination of arts and sciences. Since it is a combination of arts and sciences, naturally there is no one more suitable for learning this saying than this major. Each has its own advantages and disadvantages ~ the advantage of science students may be mathematics! Mathematics of management is moderately difficult, and it is not easy for liberal arts students to learn it. The content of economics involved in specialized courses has a great relationship with mathematics, and science students should have some advantages in this respect. On the other hand, science students may be inferior to arts students in memorizing theoretical knowledge and writing papers.

Of course, all the above situations are only possible ~ concrete analysis of specific situations ~ arts and sciences will be fine as long as they study hard ~

Q: Is it difficult to learn?

A: If you want to spend a lot of effort to learn, I'm afraid it's English and mathematics ... After all, they are the basic skills that run through the university, so you should lay a good foundation. Don't think that you can get rid of mathematics by taking this major ... You are all wet!

Specialized courses, at least in my opinion, are not difficult.

After all, this is a very practical major, so in professional courses, teachers will certainly not be as close to textbooks as high school teaching. Those rigid concepts will generally find relevant cases to talk about. Every case is very interesting. Analysis can cover many knowledge points, which is more convenient for everyone to understand and master.

The homework of specialized courses is generally to do a case analysis or a demonstration group demonstration or write a paper ~

The final exam depends on the requirements of different teachers. Some teachers only ask for 700-page-thick textbooks, and courses such as noun explanation, short answer questions and essay questions TT are the dying rhythm TT before the exam, while some teachers have given the specific questions of the exam, so they can go back and prepare and write the exam themselves.

Generally speaking, it is still a very happy and interesting course. For example, our National People's Congress is a human resource management course, and the welfare is that each teacher sends 100 yuan to eat hot pot in Haidilao! Then write a report and hand it in. =

In addition, this major >>