What are the six modules of human resources?

What are the six modules of human resources?

Human resource is the most critical resource among all social resources, which has a great influence on enterprises. It has always been valued by many experts and scholars at home and abroad, as well as successful people and well-known enterprises. What are the six modules of human resource management? Below I share with you some information about the six modules of human resource management. Welcome to read!

The six modules of human resource management are a summary of the contents covered by enterprise human resource management through module division. Specifically: human resource planning, recruitment and allocation, training and development, performance management, salary and welfare management, and employee relationship management.

Human resources planning

(HR work. Navigation signs and guides)

1, institutional settings;

2. Adjustment and analysis of enterprise organization;

3. Analysis of the supply demand of enterprise personnel;

4. Formulate enterprise human resources system;

5. Preparation and implementation of human resource management expense budget.

(In international human resource management, human resource planning is divided into 1 and career development theory; 2. Organize internal evaluation; 3. Organizational development and change; 4. Plan and organize career development; 5. Compare the international human resource management summary; 6. Formulate a strategic plan for human resources development; 7. Performance factors at work; 8. Employee authorization and supervision. )

Recruitment and distribution

(? Quote? And then what? Use? The art of combination. )

1, recruitment demand analysis;

2. Job analysis and ability analysis;

3. Recruitment procedures and strategies;

4. Analysis and selection of recruitment channels;

5. Recruitment implementation;

6. Special policies and contingency plans;

7. Exit interview;

8. Measures to reduce employee turnover rate.

Training and development

Help employees to be competent and explore their greatest potential. )

1, theoretical study;

2. Project evaluation;

3. Investigation and evaluation;

4. Training and development;

5. Needs assessment and training;

6. Composition of training suggestions;

7. Training, development and employee education;

8. Design and systematic method of training;

9. Develop management and business leaders, and develop yourself and others;

10, project management: project development and management practice.

Performance management

(Different perspectives lead to different endings)

1, performance management preparation stage;

2. Implementation stage;

3. Evaluation stage;

4. Summary stage;

5. Application development stage;

6. Performance management interview;

7. Methods to improve performance;

8. Behavior-oriented evaluation method;

9. Result-oriented evaluation method.

Salary and welfare management

Salary, incentive and income are one of the most effective means to motivate employees. )

1, salary;

2. Build a comprehensive salary system (job evaluation and salary grade, salary survey, salary plan, salary structure, salary system formulation, salary system adjustment, labor cost accounting);

3. Welfare and other salary issues (welfare insurance management, enterprise welfare project design, enterprise supplementary pension insurance and supplementary medical insurance design);

4. Evaluate performance and provide feedback.

staff relationship

(to achieve a * * * win-win situation for enterprises and employees. )

1, Employment Law;

2. Labor Law and Labor Contract Law

3. Labor relations and labor relations;

4, enterprise incentive and coordination;

5. Labor negotiation and mediation;

6. Trade unions and collective bargaining (safety, security and health, safety and health projects, safe and healthy working environment, promotion of safety and health management in the workplace, and health and safety practices)

Human resource management and competition

1, human resource management and competitive advantage;

2. The law and environment of human resource management;

3. Human resource planning;

4. Job analysis;

5. Personnel recruitment;

6. Training and developing employees;

7. Employee performance evaluation;

8. Plans to increase productivity.

The relationship between modules The six modules of human resource management are interrelated, interactive and influential, forming an effective human resource management system. Among them, human resource planning is the starting point of human resource management, which mainly helps organizations predict the future demand for personnel and the basic quality composition through planning; Recruitment and allocation, taking human resource planning as one of the inputs, equivalent to the blood of the organization, providing nutrition for the organization and solving the problems of staffing and job matching; What is the theme of training and development? Educate people? ; Performance management is the core of the six modules and the main input of other modules. Its main purpose is to help and improve people and solve the problem of how organizations employ people. Salary and welfare, aimed at motivating people and solving the problem of enterprise retention; Finally, the purpose of labor relations management is to manage and lay off employees and help enterprises form an effective cycle of rational allocation of human resources.

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