The meaning of human resources position

Question 1: What is the meaning of human resources? Human resource management is a personnel management activity guided and carried out from the perspective of economics, that is, human resource management. Under the guidance of economics and humanism, through management forms such as recruitment, selection, appointment, assessment, encouragement and training, we can effectively allocate and use relevant human resources inside and outside the enterprise, give full play to the enthusiasm and creativity of employees, and maximize the value of human capital, so as to help enterprises improve their core competitiveness and business performance, create competitive advantages and meet the needs of their current and future development. Fiberhome Recruitment Company, as a well-known human resource development institution in China, mainly divides human resource management consulting into human resource strategic planning, position management system, performance management system, salary incentive system (understanding the market situation through salary survey) and career development system.

Strategic planning system-According to the strategic planning, development process, life cycle, industry background, market competition and product characteristics of the enterprise, the strategic planning of human resources, talent recruitment and selection, talent appointment and training, professional interests and personality characteristics of talents, team composition and other aspects of the enterprise are scientifically and systematically planned and managed.

Position management system-mainly including position analysis and position evaluation. Job analysis can complete the description of key positions or all positions in the enterprise, and clarify the internal relations, internal and external relations, responsibilities, powers, qualifications and core competencies of each management level; Job evaluation, using the key factor scoring method to evaluate each management position and production position, and determine the relative value of each management position and production position in the organization.

Performance management system-Through the strategy-driven assessment system, the company's strategy and development goals are transformed into measurable action plans and indicators, so as to enhance the company's strategic management and execution capabilities, and at the same time, establish corresponding post promotion and elimination mechanisms, form a "capability+performance-centered" employment mechanism, fully tap the potential of each employee, and select and reserve sufficient human resources to achieve the company's strategic goals.

Salary incentive system ―― Establish a competitive salary and welfare incentive system. According to the development strategy, business philosophy and core values of the enterprise, the company's salary incentive system is formulated, and the overall salary strategy, salary structure, incentive scheme, welfare combination and salary and welfare management system are customized for the enterprise according to the diversified needs of employees at different levels, so that the overall interests of the enterprise can be combined with the interests of employees, so that all employees can experience their own value in the enterprise and their own social value, thus realizing the long-term development of the enterprise.

Career development system-human resource development and management with enterprise strategy as the driving goal. Help enterprises design training course system, training management system, resource integration strategy and interface with other modules of human resources; By analyzing the key success factors and behavior characteristics of excellent employees, the core competency model of this position is formed to provide operational work guidance for employees. At the same time, personnel selection and selection are carried out according to the core competence factors and models of the post, and the training plan for enterprise reserve management cadres and technical backbones is formulated accordingly. Establish different employee development channels such as management, technology and production, help employees to design their career, promote the formation of psychological comfort between enterprises and employees, and ensure the common development of enterprises and employees.

What is human resources?

Three representative viewpoints

Adult population view: human resources are the population with working ability, that is, all the population with working ability over 16 years old.

On-the-job population view: human resources are all people who are currently engaged in social labor.

Concept of personnel quality: human resources are the comprehensive application of personnel quality. It is believed that human resources refer to people's labor ability and potential.

We believe that human resources refer to the sum of physical, intellectual and mental labor and their basic qualities that can be directly invested in the process of labor production, including physical and mental qualities such as knowledge, skills, experience, personality and attitude.

Question 2: What is the meaning and arrangement (development) order of human resources positions abbreviated as HR, HRD and HRM? What is the abbreviation of director of human resources? Thank you. Hehe, this answer is very interesting.

HR English human resources generally refers to human resources. If someone says he is HR, it is often the executive layer such as HR Commissioner and supervisor.

HRD English HR Director, HR Director, is a professional title. Generally, it is the biggest boss in the human resources department of an enterprise.

HRM English Human Resource Manager, human resource manager, is also a job name. According to the scale of the enterprise, human resource managers in different directions may be set up, including recruitment manager, training manager, performance manager and employee relations manager.

If you must sort, it should be HR assistant-> HR expert personnel expert-> Head of human resources-> Personnel manager-> Human resources director, personnel director. Different enterprises will have different names and different job settings. We can't generalize.

Some large group companies will set up more levels of HR posts, including the so-called CHOChief human resources officer, but this phenomenon is rare. Generally, a vice president VP is in charge of personnel, administration and other work.

Question 3: What does human resources mean? Human resource manager refers to the management personnel engaged in human resource planning, recruitment and allocation, training and development, performance management, salary and welfare management and labor relations management. There are four levels of human resource managers, namely: enterprise hr administrator (national vocational qualification level 4), assistant enterprise human resource manager (national vocational qualification level 3), enterprise human resource manager (national vocational qualification level 2) and senior enterprise human resource manager (national vocational qualification level 1).

Nowadays, human resource management is a very popular major, and human resource manager is a sought-after position. Cuhk Vocational Training College accepts applications throughout the year.

Question 4: What does human resource management mean? In the abstract, it is how to manage human resources.

Under the guidance of economics and humanism, human resource management effectively utilizes relevant human resources inside and outside the organization through management forms such as recruitment, selection, training and salary, so as to meet the current and future development needs of the organization, ensure the realization of organizational goals and maximize the development of members. It is the whole process of predicting the organization's human resource demand and making a human resource demand plan, recruiting and selecting personnel and effectively organizing, evaluating performance, paying salaries and effectively encouraging, and effectively developing in combination with the needs of organizations and individuals to achieve the best organizational performance. Human resource management is divided into six modules: personnel recruitment and training management, post design and training, salary management, performance management, labor relations management and human resource planning.

Question 5: What do HRM, HRD and CHO mean in human resources? What level is it? Human resource manager: human resource manager

Director of Human Resources: Director of Human Resources

Chief Human Resources Officer: Chief Talent Officer

Question 6: What exactly does human resources mean? Basically, human resources literally mean that capable people are a kind of resources, of course, there is a consumption of supply and demand. Specifically, each unit always has positions such as technical director and handyman. If handyman is allowed to do leadership work regardless of type, it is just like using iron as coal to burn a fire. Of course, this is a metaphor.

Question 7: What does it mean to have a title called "HRBP" in the field of human resources? HRBP is the human resources service manager. The main job is to be responsible for the implementation of the company's human resource management policy system and system norms in all business units, assist business units to improve human resource management, and develop the human resource management ability of cadres at all levels in business units. Specifically, it can be divided into:

I. Personnel recruitment

Be responsible for the daily job (non-high-end) social recruitment of the business unit, and fill in and complete the relevant recruitment data report as required.

Second, the staff in and out of management

Three. Organization and position management

Responsible for establishing and maintaining the organizational structure, job structure, job responsibilities and job description documents of each department.

Fourth, the training work

Verb (abbreviation of verb) performance management: according to the company's employee performance management system, assist business units to promote the implementation details of performance appraisal within the department.

Intransitive verbs other human resources project work

Question 8: What does it mean that "the connotation of each post is the function of the unit to which it belongs" in human resources? In enterprises and institutions, every job exists in the framework of organizational structure system set up to accomplish specific goals. As the basic unit in the organizational system, work is not only within the framework of the whole organizational system. As the basic unit in the existing organizational system, post is not only the supporting point of the whole organizational system, but also a subsystem or a subsystem under it.

Under a certain organizational structure, the connotation of each post is determined by the functions of the unit to which it belongs and the tasks and objectives that embody these functions. Although the tasks and objectives of the post belong to the sub-system of the unit, which depends on the overall tasks and objectives of the sub-system, the post, as a sub-functional unit, is also restricted and influenced by the following factors:

1, the state of relevant technologies, and the influence of equipment and tools used in labor activities.

2. Working conditions and working environment conditions, including: the general environment, factory buildings and office buildings where laborers engage in labor activities; Facilities in the workplace, such as ventilation, dehumidification and constant temperature facilities; Workspace and workplace layout, etc.

3. The influence of the complexity and diversity of service and processing labor objects.

4. The positioning of local post tasks and objectives, the assignment of supervisors to this post, and the influence of leadership behavior.

5. Ideology, subjective judgment and personal will. The different time and experience of the incumbent in this position have a negative impact on the tasks and objectives of this position.

6, enterprise production and management system decision-making, post and work objectives and activities adjustment.

7, industrial engineers, labor quota division and other functional and technical experts on job design, for example, in the early stage of job design, industrial engineers are designed according to the objective requirements of production and technical organizations to ensure the rigor, rhythm and efficiency of production and business activities. However, in the actual operation process, the direct operators often put forward many accusations, thinking that there are problems in the work design, hoping to improve it, and even being satisfied with the employee's salary and welfare system and work under certain conditions.

8. The influence of soft environment conditions, such as culture, tradition, values, organizational atmosphere, interpersonal relationship and institutional norms of inferior species, are mostly intangible and immaterial factors for the post. The other factors mentioned above are basically tangible and substantial factors.

In fact, judging from the existing posts in enterprises, it is precisely because of the interaction and influence of these tangible and intangible, material and immaterial, measurable and unmeasurable factors that posts are divided into two situations, one is established by convention, relying on other people's experience or managers' own feelings, and the other is finally established by adopting scientific and systematic methods and careful design by technical and management experts.

Question 9: What does human resources mean? What kind of job is it? Is responsible for the company's staff arrangements, looking for people, recruiting people, and arranging suitable candidates for various positions in the company. Simply put, it is personnel management.

Handle personnel disputes, employee welfare, labor insurance and other matters in accordance with the current labor law.

Question 10: The meaning of post analysis is a process of systematically analyzing and studying the nature, tasks, responsibilities, working conditions and environment of each position in an enterprise, as well as the qualifications that employees should have to undertake the tasks of this position, so as to formulate job descriptions, job descriptions and other human resources management documents. Among them, job description and job description are the basic documents of standardized management of enterprises. In an enterprise, each labor post has its name, work place, labor object and labor data.