How do the six major modules of human resources operate? It would be better to have a case explanation, thank you

Recruitment and allocation

The art of combining "introduction" and "use"

Personnel appointment is about matching the person with the position and the right person for the right position. Finding the right person but putting him in the wrong position will make the recruitment process as meaningless as not finding the right person. Recruiting the right talents and deploying the talents to the right places is the only way to complete an effective recruitment. Recruitment and allocation have their own focuses. Recruitment work consists of a series of steps such as demand analysis-budget formulation-recruitment plan formulation-recruitment implementation-follow-up evaluation. The key is to do a good demand analysis and first clarify what the company needs. Who are the people, how many people are needed, what are the requirements for these people, and what channels are used to find the people the company needs. After the goals and plans are clear, the recruitment work will become more targeted. In fact, staffing work should be considered during the recruitment demand analysis. In this way, a standard can be "tailored" according to the position, and then the talents needed by the company can be recruited based on this standard. The allocation work will be simplified into a procedural link. Recruitment and deployment cannot be regarded as independent processes, but two links that interact and depend on each other. Only by recruiting suitable personnel and conducting effective deployment can the realization of the significance of recruitment be ensured.

Concept definition

Basic principles

Human resource management should ensure that people make the best use of their talents, make the best use of personnel, and maximize the role of human resources. However, how to achieve scientific and reasonable allocation has been an important issue that human resource management has long needed to solve. How can we effectively and reasonably allocate human resources in an enterprise? The following principles must be followed: 1. Principle of ability level correspondence. Reasonable allocation of human resources should strengthen the overall function of human resources and make people's abilities correspond to job requirements. Enterprise positions are divided into levels and types. They occupy different positions and are at different energy levels. Everyone also has different levels of abilities and is at different energy levels vertically. The allocation of job personnel should be in accordance with their ability levels, that is to say, the ability level of each person corresponds to the level at which he is located and the ability level requirements of the position. 2. The principle of advantage positioning: Human development is affected by innate qualities and more restricted by acquired practice. Acquired abilities are not only related to one's own efforts, but also to the practical environment. Therefore, the development of human abilities is unbalanced and their personalities are also diverse. Everyone has their own strengths and weaknesses, their overall energy level, and their own professional expertise and work hobbies. There are two aspects to the content of advantage positioning: First, it means that people themselves should choose the positions that are most conducive to exerting their own advantages based on their own advantages and the requirements of the position; second, it means that managers should also place people in positions that are most conducive to exerting their advantages. position of its advantage. 3. Dynamic adjustment principle The dynamic principle means that when personnel or job requirements change, staffing should be adjusted in a timely manner to ensure that the right people are always working in the right positions. Jobs or job requirements are constantly changing, and people are also constantly changing. People's adaptation to the job also requires a process of practice and understanding. Due to various reasons, situations such as mismatch of ability levels and use of positions beyond one's strengths often occur. Therefore, if one positioning is done once and one position is determined for life, it will not only affect the work but also be detrimental to people's growth. Energy level correspondence and advantage positioning can only be achieved in the dynamic process of constant adjustment. 4. Internal-first principle Generally speaking, when companies use talents, especially senior talents, they always feel that there are not enough talents and complain about the lack of talents in the unit. In fact, every unit has its own talents. The problem is that "a thousand-mile horse is always found" but "a bole is not always found". Therefore, the key is to establish a talent resource development mechanism within the enterprise and use a talent incentive mechanism. Both mechanisms are very important. If there is only a talent development mechanism but no incentive mechanism, then the company's talents may drain out. Cultivating talents from within, providing opportunities and challenges to capable people, and creating a tense and motivating atmosphere are the driving forces for company development. However, this does not exclude the introduction of necessary external talents.

An employee's annual salary of RMB 500,000 does bring great cost pressure, but he may have created a value of RMB 100 million. What to do? This requires a good talent entry and exit mechanism to use the mechanism to evaluate who should be laid off and what kind of people should exit. First, the qualification system needs to be improved. The basis for talent entry and exit is how to measure the match between the person and the ability of the position he holds, that is, whether he meets the qualifications for the position. Using the recruitment business platform of the eHR system, you can effectively control some key nodes, such as the approval of recruitment requirements, job matching of applicants, interview evaluation and other functions, to effectively select talents and resolve the problems that blind recruitment brings to the enterprise. risk. Finally, standardize contract employment management. According to the Labor Contract Law, it is very important to standardize and refine employee labor contracts. The information system can not only record and monitor the status of employees' labor contracts at any time, but can also help companies analyze talent costs through real-time statistics. 3. Use the performance system to make performance management work more fair and impartial. Due to the lack of computer assistance, the traditional assessment model has huge assessment costs. Managers have to choose a simple assessment model. However, a simple assessment model is bound to be difficult to achieve quantification and multiple assessments. From the perspective of measurement and evaluation, too low assessment frequency will inevitably bring about "myopia effect", "halo effect", etc., coupled with the interference of human factors such as "good old people", it is difficult to guarantee the fairness and impartiality of assessment work. These headaches for enterprises can be solved by using eHR systems. Using the eHR system, performance appraisal scoring can be completed online, appraisal results can be automatically calculated, and multi-angle intelligent comparative analysis of appraisal results can be performed to help leaders select outstanding talents; through the employee self-service platform, employees can also query their personal performance appraisals online. As a result, the results of each employee's assessment will be recorded in the system. Whether they are excellent or incompetent can be clearly seen through the system. If they have different opinions, they can also provide direct feedback through the system, so that employees can understand their performance in a timely manner. In addition, various parameter settings in the background of the system can effectively control the interference of human factors such as "good guys" and "releasing personal anger", making the assessment results more fair and just. Informatization can help enterprises better achieve process management. When employees implement performance goals, superior managers must have a clear idea and control the process. For example, during the process, employees can record their good and bad performance in the system at any time. If an employee performs poorly and has an impact on his work, his superiors need to guide him, give him suggestions for improvement, and help the employee grasp the direction in the process. Data records of performance process management play a very important role in performance evaluation. According to the process records, there will be sufficient basis for evaluation when performing performance evaluation. 4. Multi-angle analysis and application, auxiliary decision-making, and support for corporate strategy. The value of human resource management is by no means a simple functional application. As an important part of corporate strategy, the formulation of human resources strategy needs to be based on detailed, objective, and in-depth analysis. , Therefore, various analyzes of human resources are the basis for strategic decision-making in human resources. For the decision-making layer represented by the general manager, they are more concerned about: overall control of human resources management information, static structure analysis of human resources status, dynamic trend analysis of human resources status, composition of labor costs, labor Trends in cost changes, personnel-position structure ratio, personnel-position matching rate, key talent arrival rate/loss rate, employee satisfaction, per capita output/expense rate, etc. To sum up, eHR, as a new type of human resources management idea and model, can effectively realize efficient management of corporate human resources and provide the most comprehensive services, improve employee satisfaction as a whole, and improve the core competitiveness of the company. . Through the establishment of the eHR system, it can be achieved: 1. Outsourcing tedious transactional work to the eHR system, freeing up human resources workers to engage in more effective strategic human resource management work; 2. Through the exclusive service center The establishment of the system can significantly reduce employee management costs and greatly improve employee satisfaction; 3. Fully tap enterprise computer network resources, seek benefits from information technology, and achieve reduced personnel and increased efficiency.

Edit this paragraph training and development

- Help employees to be competent at work and explore their maximum potential. For new employees who join the company, they must adapt to and be competent at work as soon as possible. In addition to their own efforts, To learn, you also need help from the company. For employees on the job, in order to adapt to the adjustments to the company's strategy brought about by changes in the market situation, they need to continuously adjust and improve their skills. Based on these two aspects, it becomes very necessary to organize effective training to maximize the potential of employees. In terms of content, the 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 trainee groups. For new employees, training can help them adapt to and be competent at their jobs. For current employees, training can help them master the new skills required for their positions and help them maximize their potential. And for the company , training work will allow the company to carry out its work smoothly and continuously improve its performance.

Edit this paragraph Salary and Benefits

- One of the most effective means of employee motivation. The role of salary and benefits has two points: one is to affirm employees’ past performance; An effective salary and benefit system promotes employees to continuously improve their performance. An effective salary and benefit system must be fair and ensure external fairness, internal fairness and job fairness. External fairness will make the company's salary and benefits competitive in the market, internal fairness needs to reflect the vertical difference in salary, and job fairness needs to reflect the gap in competency among employees in the same position. Fair affirmation of past performance will give employees a sense of accomplishment, and the promise of future salary and benefits will inspire employees' enthusiasm for continuous improvement of performance. Compensation and benefits must be organically combined with material and non-material forms, so as to meet the different needs of employees and maximize their potential.

Edit this paragraph Performance Management

- Different perspectives, different outcomes. The purpose of performance appraisal is to use an effective system to evaluate past performance and affirm past performance and look forward to it. Continuous improvement of future performance. Traditional performance work only stays at the level of performance appraisal, while modern performance management focuses more on improving future performance. This shift in focus has shifted the focus of modern performance efforts. The effectiveness of the system has become the focus of HR workers. An effective performance management system includes scientific assessment indicators, reasonable assessment standards, as well as salary and benefit payment and reward and punishment measures corresponding to the assessment results. Pure performance appraisal limits performance management to focusing on past work. Only by paying more attention to the follow-up effects of performance can the perspective of performance management be shifted to the continuous improvement of future performance!

Edit this paragraph on employee and labor relations

- To achieve the most win-win situation between the company and its employees, the handling of employee relations is based on relevant national laws, regulations, policies and company rules and regulations. At the beginning of the labor relationship, the rights and obligations of the employee and the employer are clarified. Within the contract period, the rights and obligations between the employee and the employer are handled in accordance with the contract. For workers, it is necessary to use labor contracts to ensure that their own interests are realized and at the same time fulfill their due obligations to the enterprise. For employers, labor contract regulations are more about regulating their employment behavior and safeguarding the basic interests of workers. But on the other hand, it also protects the interests of the employer, including the agreement on the employee's service period, the dismissal of employees who are not qualified for the job according to the applicable terms, and the legal avoidance of labor laws and policies, saving human capital expenditures for the enterprise, etc. In short, the purpose of employee relationship management is to clarify the rights and obligations of both parties, provide a stable and harmonious environment for the company's business development, and ultimately achieve the ultimate win-win situation for the company and employees through the achievement of the company's strategic goals!

Edit this summary

Each major module of HR has its own focus, but each major module is inseparable. Just like a biological chain, the lack of any link will lead to Imbalances that affect the entire system.

HR work is an organic whole, and all aspects of the work must be in place. At the same time, the focus of work must be constantly adjusted according to different situations to ensure that human resource management maintains healthy operation and supports the ultimate realization of corporate strategic goals!