What is the function and significance of ancient personnel management in China to modern human resource management? About 1 words

what specific contents and tasks should modern human resource management, which originates from traditional personnel management and goes beyond it, mainly include?

Human resource management is concerned with "human problems", and its core is to know and respect human nature, emphasizing "people-oriented" in modern human resource management. In an organization, around people, we mainly care about people themselves, the relationship between people, the relationship between people and work, the relationship between people and the environment, and the relationship between people and organizations.

At present, it is generally accepted that modern human resource management is a process of acquiring, integrating, maintaining motivation, controlling, adjusting and developing human resources. Generally speaking, modern human resource management mainly includes the contents and tasks of seeking, using, cultivating, stimulating and retaining talents. Generally speaking, modern human resource management mainly includes the following systems: < P > 1. Strategic planning and decision-making system of human resources;

2. Cost accounting and management system of human resources;

3. Human resource recruitment, selection and employment system;

4. Education and training system of human resources;

5. Performance evaluation system of human resources;

6. Salary and welfare management and incentive system of human resources;

7. Human resources security system;

8. Career development design system of human resources;

9. Policies and regulations system of human resource management;

1. Diagnostic system of human resource management.

in order to scientifically and effectively implement the functions of modern human resource management systems, it is necessary for personnel engaged in human resource management to master three aspects of knowledge: (1) some knowledge about people's psychology, behavior and nature; (2) Psychological and behavioral assessment and its analytical techniques, that is, what to measure, how to measure it, and how effective it is; (3) job analysis technology, that is, the technology of understanding the job content, responsible person, job position, working time, how to operate and why to do it. This is the premise and foundation of human resource management.

Specifically, modern human resource management mainly includes the following specific contents and tasks:

1. Making a human resource plan

According to the organization's development strategy and business plan, evaluate the organization's human resource status and development trend, collect and analyze information and materials on human resource supply and demand, predict the development trend of human resource supply and demand, and formulate policies and measures such as human resource recruitment, deployment, training, development and development plan.

2. Human resource cost accounting

The human resource management department should cooperate with the financial department to establish a human resource accounting system and carry out the accounting of human resource input cost and output benefit. Human resource accounting can not only improve human resource management itself, but also provide accurate and quantitative basis for decision-making departments.

3. Job analysis and job design

Analyze each job and job in the organization to determine the specific requirements of each job and job for employees, including technology and types, scope and familiarity; Study, work and life experience; Physical health status; Work responsibilities, rights and obligations, etc. This specific requirement must be written, which is the job description. This manual is not only the basis for recruitment, but also the standard for evaluating employees' performance and the basis for training, deployment and promotion of employees.

4. Recruitment and selection of human resources

According to the job needs and job descriptions within the organization, we use various methods and means, such as accepting recommendations, advertising, holding talent exchange meetings, registering with employment agencies, etc., to attract candidates from inside or outside the organization and entrust a well-known headhunting company like Fiberhome. And after qualification examination, such as education level, work experience, age, health status and other aspects, a certain number of candidates are initially selected from the candidates, and then through strict examinations, such as written examination, interview, evaluation center, scenario simulation and other methods to screen, to determine the final candidate. The selection of human resources should follow the principles of equal employment, two-way selection and merit-based employment.

5. Employment management and labor-capital relationship

Once an employee is employed by an organization, it forms an interdependent labor-capital relationship with the organization. In order to protect the legitimate rights and interests of both parties, it is necessary to reach a certain agreement on the salary, welfare, working conditions and environment of the employee and sign a labor contract.

6. orientation education, training and development

any new employee who applies for an organization (mainly refers to an enterprise) must receive orientation education, which is an effective means to help new employees understand and adapt to the organization and accept the organizational culture. The main contents of factory entrance education include the historical development and future development planning of the organization, professional ethics and organizational discipline, labor safety and health, social security and quality management knowledge and requirements, post responsibilities, employee rights and interests, wages and benefits, etc.

in order to improve the working ability and skills of employees, it is necessary to carry out targeted job skills training. It is necessary for managers, especially those who are about to be promoted, to carry out improved training and education, with the aim of promoting them to have comprehensive knowledge, skilled skills, management skills and contingency ability to work in higher-level positions as soon as possible.

7. job performance appraisal

job performance appraisal is a process of evaluating employees' business ability, job performance and work attitude and giving quantitative treatment according to the job description and work tasks. This evaluation can be self-summary, other evaluation or comprehensive evaluation. The assessment result is an effective basis for employees' promotion, accepting rewards and punishments, paying wages and receiving training, which is conducive to mobilizing employees' enthusiasm and creativity and checking and improving human resource management.

8. Help employees' career development

Human resources management departments and managers have the responsibility to encourage and care about employees' personal development, help them make personal development plans, and conduct supervision and inspection in time. Doing so is conducive to promoting the development of the organization, giving employees a sense of belonging, thus stimulating their work enthusiasm and creativity and improving organizational efficiency. When the human resource management department helps employees to make their personal development plans, it is necessary to consider its coordination or consistency with the organizational development plans. Only in this way can the human resources management department provide effective help and guidance to employees, and promote the smooth implementation of the personal development plan and achieve results.

9. design of employee salary and welfare guarantee

a reasonable and scientific salary and welfare system is related to the stability of the staff in the organization. The human resource management department should formulate corresponding and attractive salary, remuneration and welfare standards and systems for employees in terms of their qualifications, ranks, posts, actual performance and work achievements. Wages and remuneration should be adjusted accordingly with the rise and fall of employees' job positions, job changes, good or bad job performance and work performance, and should not only rise but not fall.

employee welfare is a part of social and organizational security, and it is a supplement or continuation of wages. It mainly includes pension or endowment insurance, medical insurance, unemployment insurance, industrial injury insurance and holidays stipulated by the government, and provides necessary safety training and education, good working conditions and so on in order to ensure the safety and health of employees at work.

1. Keep employee files

The human resources management department is responsible for keeping the resumes of employees when they enter the factory and the written records on work initiative, work performance, work performance, salary, job promotion, rewards and punishments, training and education after they enter the factory.