Basic theory of human resource management

The basic theory of human resource management is the theoretical basis of human resource management from the aspects of human nature hypothesis theory, incentive theory, human capital theory and principal-agent theory.

The concept of human resource management:

Under the guidance of economics and humanism, it refers to a series of activities to effectively use relevant human resources inside and outside the organization through management forms such as recruitment, selection, training and salary, meet the current and future development needs of the organization, and ensure the realization of organizational goals and the maximization of member development.

Historical development:

The first generation of human resource management system appeared in the late 1960s. In addition to automatically calculating the salary of personnel, there are almost no functions such as report generation and data analysis, and no historical information is kept.

The second generation of human resource management system appeared in the late 1970s, which designed non-financial human resource information and historical salary information, and also had the primary functions of report generation and data analysis.

Job responsibilities:

Put the right person in the right position; Guide new employees into the organization (familiar with the environment); Training new employees to adapt to new jobs; Improve the performance of each new employee; Strive for creative cooperation and establish a harmonious working relationship; Explain company policies and working procedures; Control labor costs.

Functions of human resource management:

1, get

The acquisition functions include position analysis, human resource planning, recruitment, selection and use. Job analysis is the basic work of human resource management. In this process, it is necessary to describe the tasks, responsibilities, environment and qualifications of each position and write a job description.

Human resource planning is to coordinate the demand for quantity and quality of personnel with the effective supply of human resources. Demand comes from the current situation of organizational work and the prediction of the future, while supply involves effective human resources inside and outside.

Step 2 synthesize

Through the effective integration of corporate culture, information communication, interpersonal harmony and the resolution of contradictions and conflicts, the goals, behaviors and attitudes of individuals and the masses within the enterprise tend to the requirements and concepts of the enterprise, thus forming a high degree of cooperation and coordination, giving play to the collective advantages and improving the productivity and efficiency of the enterprise.

Step 3 keep

Through a series of management activities such as salary, assessment and promotion. Maintain the enthusiasm, initiative and creativity of employees, safeguard the legitimate rights and interests of workers, and ensure that employees enjoy a safe, healthy and comfortable working environment in the workplace, thus improving employees' satisfaction and making employees feel at ease and satisfied with their work.