How should companies manage personnel well?

Please refer to my article below.

Human resources planning

- There are two important work contents in the human resource planning module. The first is called the supply and demand of human resources, and the second is called the other five modules. work planning. Then the supply and demand situation of human resources mainly includes the supply and demand situation of human resources in our enterprise.

- How many people do we have now who can supply our organizational development needs, including how many external talents can fill them. What is the demand for our internal talent gap, who is it, how many are needed, and understand the supply and demand situation of our human resources.

- The second is how should we plan the work of the other five modules? For example, how should the modules of recruitment, training, performance, compensation, and labor relations be planned? It is also in the human resource planning module that we need to clearly define it.

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Recruitment management

First of all, we must have a recruitment plan, such as what kind of people we want to recruit, how many people we want to recruit, and at the same time Post job information, screen resumes, and conduct interviews. Recruitment to final employment. These are the several sections of our recruitment work, the most important of which are resume screening and interviews. After being hired, there is onboarding, which is the work content of the recruitment management module.

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Training management

We need to make a training plan, what kind of people do you want to train, how to organize the training, and the results of the training, What kind of effect do we expect to achieve? This is the first task in the training process, which is to make a training plan. Next, we need to organize the training, organize the time, location, who will participate, etc. to implement the training. Finally, there will be an evaluation of the training to evaluate the results of the training and the effectiveness of the training.

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Performance management

Performance management is the same first of all. We need to plan for performance, which is how we plan and arrange our performance. . Through what methods to achieve performance results, a performance plan must be made. So specifically in the process of implementing performance, we need to set performance goals, perform performance appraisals, and conduct performance interviews. Finally, we use the performance results, such as applying the performance results to promotions and performance pay. , and even apply it to pass the performance appraisal, we have to do some elimination, do some personnel optimization, etc.

Salary management

First of all, we must have a salary plan. What kind of salary strategy do we adopt for this salary? Then have a plan. Second, we need to design the salary structure for people at all levels of salary. What parts should our salary be divided into? How to set fixed, floating, welfare, etc.? Then at the same time, the salary is calculated, the monthly salary is calculated, and the salary is paid at the same time. This is what the salary module has to do.

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Employee relationship management

In actual work, it is also called labor relations management. Labor relations management, the most important thing for us here is to do these tasks well. First, we must do a good job in building the labor relations management system. This is the requirement of our labor relations systems, rules and regulations. We must build the corresponding institutional level. Second, we need to formulate relevant processes and procedures for handling labor relations. Third, we need to deal with conflicts in labor relations, such as how we communicate and handle some conflicts and disputes in labor relations.

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Have a nice day!