Nouns related to human resources

HR (human resource) is the abbreviation of human resource, which refers to human resource management.

Dave Ullrich is a pioneer of human resource management. He first put forward the concept of "human resource". Before that, human resources were called "humanmanagement". Ullrich thinks that the only competitive weapon left now is organization, because those traditional competitive factors, such as cost, technology, distribution, manufacturing and product characteristics, can be copied sooner or later, and they can't guarantee that you are the winner.

Definition of human resources

Regarding the definition of human resources, the He Yi Human Resources Consulting Expert Group agrees with the following views:

Human resources refer to the education, ability, skills, experience and physical strength that people in an organization have in a certain period of time, which can be used by enterprises and contribute to value creation.

This explanation includes several points:

(1) The essence of human resources is the sum of human brain and physical strength, which can be collectively called labor ability.

(2) This ability should be able to contribute to the creation of wealth and become the source of social wealth.

(3) Organizations should also use this ability. The "organization" here can be as big as a country or region, or as small as an enterprise or workshop.

Six modules of human resources

Six modules of human resource management: human resource planning-recruitment and deployment-training and development-performance management-salary and welfare management-labor relations management [edit this paragraph] HR- human resources The goal of human resources is to make enterprise HR better develop and plan human resources. The focus of the system is to meet the needs of human resources departments in employee quality management, salary management, performance appraisal and so on.

Mainly on the current mainstream E-HR system to explain its main content, management includes the following aspects:

organizational management

Mainly realize the management of the company's organizational structure and its changes; Manage job information and the working relationship between jobs, and make staffing according to job vacancies; Carry out manpower planning, calculate and manage personnel costs according to the organizational structure, and support the generation of organizational headcount and organization chart.

Personnel information management

It mainly realizes all kinds of information management and personnel information change management in the whole process of employee probation, regularization, dismissal or retirement, and provides various forms and angles of inquiry and statistical analysis means.

Recruitment management

Realize the whole process management from planning recruitment positions, publishing recruitment information, collecting candidates' resumes, selecting candidates according to job qualifications, managing interview results to notifying trial.

labour contract

Manage the signing, alteration, dissolution, renewal, labor disputes and economic compensation of employee labor contracts. You can set the probation period and automatic prompt for contract expiration as required.

Training management

According to the post setting and performance appraisal results, determine the necessary training needs; Make training plans for employees' career development; Manage training objectives, course contents, lecturers, time, place, equipment and budget, and manage training personnel, training results and training expenses.

attendance management

It mainly provides employee attendance management to help enterprises improve their operating system. It mainly includes the setting of various holidays, classes and related attendance items, as well as the management of shift adjustment, overtime, business trip and leave, statistics of late arrival and early departure, attendance statistics and so on. Provide interfaces with various attendance machine systems, and provide relevant data for salary management system.

Performance management

Through performance appraisal, we can evaluate the effectiveness of staffing and training, reward and punish employees, and provide a basis for personnel decision-making. According to the requirements of different positions for knowledge, skills, ability and performance, the system provides a variety of assessment methods and standards, allowing free setting of assessment items, and qualitative and quantitative assessment of employees' characteristics, behaviors and work results;

Welfare management

The welfare management system provides the function of extracting and managing various employee welfare funds. It mainly includes defining fund types, setting fund withdrawal conditions, managing funds on a daily basis, and providing corresponding statistical analysis. The daily management of funds includes regular fund withdrawal, fund payment, transfer-in and transfer-out, etc. In addition, it also provides the function of submitting relevant statements to relevant administrative organs.

Wage management

Salary management system is suitable for all kinds of enterprises, administrations, institutions and scientific research units. It directly integrates data such as attendance and performance appraisal, and mainly provides functions such as salary accounting, salary payment, fund withdrawal and statistical analysis. Support multiple or multiple payment of wages; Support withholding or paying taxes on behalf of others; Salary payment supports bank payment, provides the output function of payment data, also supports cash payment, and provides the function of dividing money list. You can set the content and proportion of fund withdrawal. [Edit this paragraph] The medical term HR (hematology) refers to hemorheology in medicine.

1920, Han Bin first put forward the concept of rheology, that is, under the action of stress, objects can flow and deform. By 1948, copley put forward the concept of biological rheology, that is, body fluids such as blood and lymph, vitreous body, soft tissues such as blood vessels, muscles and crystals, and even bones and cytoplasm can be rheological. By 195 1 year, rheology was put forward to study the fluidity and deformation law of blood and its tangible components, which was called hemorheology. This is an interdisciplinary subject of biology, mathematics, chemistry and physics. At present, the study of apparent viscosity of whole blood at various shear rates is called macro-rheology, and the study of rheological characteristics of visible components of blood, such as deformation, aggregation and surface charge of red blood cells, is called cellular hemorheology. In recent years, it has been developed to study the rheological properties of blood components at the molecular level, such as the effects of cytoskeleton proteins and membrane phospholipids on the rheological properties of red blood cells and the effects of plasma molecular components on plasma viscosity, all of which belong to molecular hemorheology.

Hemorheology is a new branch of biomechanics and biorheology, and it is a science that studies the macroscopic fluidity of blood, the blood flow and cell deformation of human and animals, the interaction between blood and blood vessels and heart, and the fluidity of blood cells and biochemical components. In recent twenty years, it has developed into an independent emerging frontier discipline.

The research object, content and scope of hemorheology are very extensive. Such as vascular rheology, blood fluidity, viscosity, deformability and coagulability. As for hemorheology, it is also called clinical hemorheology or medical hemorheology. It specializes in the changes of blood fluidity, blood tangible components, viscoelasticity of blood vessels and heart in various diseases, and understands the pathophysiological significance of these changes in order to facilitate the diagnosis, treatment and prevention of diseases.