What was the model of human resources management in the 1980s and 1990s?

1. The main functions of the human resources management model in the 1980s and 1990s were as follows: attraction, recruitment, retention, development, evaluation and adjustment.

1. Attract: a. Confirm the job requirements in the enterprise; b. Determine the number of people and skills to do these jobs; c. Provide equal selection opportunities to qualified job applicants.

2. Recruitment: This is the process of determining the most suitable candidate based on job needs.

3. Maintain: a. Maintain the enthusiasm of employees to work effectively; b. Maintain a safe and healthy working environment.

4. Development: This functional activity aims at improving employees' knowledge, skills, abilities and other aspects to maintain and enhance the competitiveness of employees' work.

5. Evaluation: Observation and appraisal of work, work performance and compliance with personnel policies.

6. Adjustment: A series of activities that try to keep employees at the required skill level.

The above six aspects form an interconnected network, thereby establishing a human resources management system. This system can also be understood from the following four aspects:

1. Formulate human resource plans. This includes assessing the current situation of human resources, predicting future human resource supply and demand (such as the number, type, structure and level of personnel, etc.) based on the company's development strategy, goals and tasks and using scientific methods, and formulating a balanced human resource supply. and demand policies and specific measures (such as various plans for supplementing and adjusting personnel, reducing personnel, etc.).

2. Effectively deploy various personnel. Including recruiting and selecting talents of various types and levels needed by the company (such as examination, recruitment, placement, deployment, resignation, etc.)

3. Personal development of employees. Work in this area mainly includes training, especially improvement training and education for employees based on the needs of enterprise development and personal development requirements. This can meet employees' personal development requirements to enhance and stimulate their enthusiasm, initiative and creativity in work.

4. Work on employee living welfare and other aspects. This is mainly the policies, regulations and measures related to employee benefits, insurance, medical care, safety, hygiene and other aspects formulated for enterprises to maintain a competitive and excellent workforce.

2. Contents of human resource management:

1. Develop human resource plans: assessment, collection, analysis, prediction and formulation.

2. Training and development: pre-job training and promotion training.

3. Work performance evaluation: The employee conducts a self-summary based on the job description and work tasks, and then submits it to the direct management department for review and scoring, and finally makes a work performance evaluation. This kind of evaluation involves employees' work performance, work results, etc., and is conducted regularly and is linked to rewards and punishments.

4. Help employees develop personal development plans: career planning.

5. Employee salary and remuneration: Corresponding and attractive salary and remuneration standards and systems should be formulated based on employee qualifications, ranks, positions, performance and achievements. Salaries and remuneration must be adjusted according to job promotions, job changes, performance and performance, and cannot just go up but not down.

6. Employee benefits: including social labor security, labor laws and regulations stipulated by the national government and various supplementary welfare regulations and measures issued by the company. Official documents are easy

7. Labor contract: formulation, signing and revision.

8. Personnel files: Resumes, forms, work performance, achievements, wages and remuneration, job promotions and demotions, rewards and punishments, training and education, etc. are included in the personal file.

9. Human resources recruitment and selection: Based on needs and job requirements, use methods and means such as recommendations, advertising, exchange meetings, employment agencies, etc. to attract and recruit from within and outside the enterprise, and undergo preliminary qualification review , then go through strict examinations (written examinations, interviews, etc.) to screen, and finally be officially hired after a corresponding period of probation.

10. Onboarding training: company development history, current situation, vision, culture, code of conduct, internal control system, employee handbook, professional ethics, job requirements, relevant policies, etc.

11. Job responsibilities: Develop and implement inspections.

3. The quality and ability of human resources management cadres:

1. Fairness and decency: firm and correct political direction; have a correct and objective understanding of people; insist on using good quality personnel People choose people with high quality.

2. A strong sense of cherishing talents: love talents, cherish talents, and protect talents.

3. Excellent ability to identify talents.

4. The courage to use talents: Dare to use talents whose expertise and shortcomings are equally obvious; dare to use talents who are stronger than yourself.

5. Be familiar with the nature, difficulty, responsibility and corresponding qualifications of each position: a. Strengthen the study of professional knowledge (learn economics, politics, management, technology, etc.); b. Do what you already have Comprehensive talents with business knowledge and practical experience, as well as understanding of human resources management.

6. Have the ability to understand people objectively and correctly: Only by knowing things and people can we use people's strengths to make people do their job and do their job well.

7. Have the skills to organize the scientific combination of "people and things" and the close cooperation of "people and people".

When organizing the combination of people and things, we should pay attention to the following points: a. Choose the right time for the combination (choose people according to the situation). b. Appropriate combination forms (appointment, appointment, democratic election, open competition, etc.) must be adopted. C. Determine the optimal number ratio of institutions and personnel.

When adjusting the relationship between *** people, you should pay attention to the following points: a. Pay attention to the temperament structure between different people. b. Equip a reasonable structure with good personnel knowledge and abilities. c. Handle the relationship between formal organizations and informal organizations.