What is the major of personnel management?

Personnel management, that is, human resource management

concept

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. [ 1]

The Development Course of Human Resource Management

Human resource management is a new discipline that appeared in the late 1970s. Although the history of human resource management is not long, the thought of personnel management has a long history. In terms of time, from the industrial revolution at the end of 18 to the 1970s, this period was called the traditional personnel management stage. Since the late 1970s, personnel management has given way to human resource management.

First, the personnel management stage

The stage of personnel management can be divided into the following stages: scientific management stage, industrial psychology stage and interpersonal relationship management stage.

(A) the stage of scientific management

At the beginning of the 20th century, with Frederick? For example, Taylor and others founded the school of scientific management theory, which promoted the large-scale popularization and development of scientific management practice in the United States. Taylor put forward the "piecework wage system" and "hourly wage system", and put forward the implementation of labor quota management. 19 1 1 year, Taylor published the book Principles of Scientific Management, which laid the foundation of scientific management theory, so he was called "the father of scientific management" by western management scholars.

(B) the stage of industrial psychology

With the German psychologist Hugo? The research results of psychologists such as Munster Berg have promoted the scientific process of personnel management. Hugo. Munster Berg's Psychology and Industrial Efficiency published in 19 13 marked the birth of industrial psychology.

(C) interpersonal relationship management stage

From 65438 to 0929, Mayo, a professor at Harvard University in the United States, led a research team to Hawthorne Factory of Westinghouse Electric Company in the United States, which lasted for nine years, which really kicked off the study of human behavior in organizations.

Second, the stage of human resource management

The stage of human resource management can be divided into two stages: the proposal of human resource management and the development of human resource management.

As early as 1954, the concept of "human resources" was introduced by Peter? Drucker put forward and defined it clearly in the book Management Practice. Since 1980s, the theory of human resource management has become more and more mature, further developed in practice, widely accepted by enterprises, and gradually replaced personnel management. In 1990s, the theory of human resource management developed and matured. People pay more attention to how human resource management serves the strategy of enterprises, and how the role of human resource department changes into the strategic partnership of enterprise management. The presentation and development of strategic human resource management theory indicates that modern human resource management has entered a new stage.

Third, the difference between human resource management and personnel management

In the past, human resource management was generally called personnel management, and the concept of human capital management appeared after human resource management. Some people think that it is inappropriate to regard people as resources or capital. However, people's working ability is the resource of an enterprise during employment, but compared with other resources, this resource has great uncertainty. In the article "Development Trend of Enterprise Model and Human Capacity Management", it is proposed that human resource management and human capital management are replaced by human capacity management, and human capacity management is divided into two parts: one is to manage the quantity and quality of human capacity to improve human capacity, including the construction, maintenance and promotion of human capacity; The second is to manage the use and exertion of human ability to improve the level of human ability, including the effective use and exertion of human ability.

In the long run, the concepts of human resource management and human capital management have certain limitations, and it is difficult to meet the growing needs of enterprises. If the concept of personnel management is replaced, it can provide more space for related management content and contain more management significance. Emancipate the mind, return to nature, adjust measures to local conditions, adopt appropriate methods and means to achieve the management purpose of making the best use of people and materials, and realize the best allocation of people, money and materials and the best benefits of enterprise production.

Reasons for the reform of human resource management

1. Human resource management department. Man is not only an "object" to be managed, but also a "subject" with thoughts, feelings and subjective initiative. How to formulate scientific, reasonable and effective human resource management policies and systems and provide effective information for the decision-making of enterprise organizations has always been a topic for human resource management departments.

2. For the general manager. Any manager can't be a "universal messenger", but should play the role of "decision-making, guidance and coordination" for the work of subordinates. He not only needs to finish his business work effectively, but also needs to train his subordinates, develop the potential of employees and establish a good team organization.

3. For an ordinary employee. Everyone wants to master his own destiny, but what he is suitable for, what are the goals and values of the enterprise organization, what are the job responsibilities, how to effectively integrate himself into the organization, how to develop his own potential, how to play his own ability, and how to design his own professional life in combination with the organizational goals of the enterprise are all issues that every employee is very concerned about and deeply confused about. We believe that modern human resource management will provide effective help for every employee.

Career prospects

At the job fairs in recent years, the position of "human resource management" frequently appeared in front of many job seekers. According to relevant experts, human resource manager is one of the few occupations that continue to be bullish.

Around 1998, many large domestic enterprises gradually realized the importance of attracting, using and retaining talents, and these topics are the professional scope of human resource managers. As a result, many enterprises have set up human resources departments, and human resources managers have become tight. Some universities in China have also set up human resource management majors. Up to now, the division of labor in this profession has been refined.

The work of human resource manager is very different from the previous personnel management, mainly because it is more professional. Human resource managers are mainly engaged in employee recruitment and selection, performance appraisal, salary and welfare management, and labor relations coordination. Since 2003, the state has carried out the professional qualification certification of enterprise human resource managers nationwide, which has been listed as an occupation with employment access system by the state, and it is stipulated that employees must hold certificates.

Status and salary in the enterprise: Now no one doubts the status of HR in the enterprise. Open all kinds of recruitment websites, and the recruitment information of human resources will always be in the "First Group", which is needed by all walks of life. Human resources are highly professional, and the state implements "employment access" for this, and both entry and promotion need to obtain professional qualification certificates. In the talent market, certified talents who know both policy and business are favored by enterprises. According to statistics, the average monthly salary of employees is about 3,500 yuan in three years and 5,200 yuan in five years. In addition to the professional qualification certificate of human resource manager/assistant issued by the Ministry of Labor, in 2006, the Cambridge Human Resource Examination sponsored by Cambridge International Examination Committee, which was welcomed by state-owned enterprises and foreign enterprises, also entered Beijing, which is one of the most widely accepted international professional qualification certificates.

Employment prospects and wages

At present, the personnel departments of most enterprises in China have been transformed into human resources departments, and employees with professional human resources management knowledge and professional qualification certificates are extremely rare. It is understood that the national HR talent gap is more than 500,000, and it is conservatively estimated that the gap in Shanghai alone is around 40,000 and that in Dalian is 30,000. At present, more than 13000 people have participated in the qualification certification of this profession, and the talents of this profession have become the talents in short supply in society and have undergone professional training.

A salary survey shows that the monthly salary of human resources department is generally 6,543,800 yuan to 6,543,800 yuan. Human resource managers are generally around 8,000 yuan, with a maximum of 1.5 million yuan; Salary manager and recruitment manager are between 4000 yuan and 8000 yuan; Personnel Commissioner: 2000 yuan to 4000 yuan. High salary makes HR a very attractive hot job in the eyes of many people.

Examination level

The national unified examination for enterprise human resource managers is divided into human resource managers (national vocational qualification level 4), assistant human resource managers (national vocational qualification level 3), human resource managers (national vocational qualification level 2) and senior human resource managers (national vocational qualification level 1) according to national vocational standards.

Those who pass the examination shall be awarded the corresponding vocational qualification certificate by the Ministry of Labor and Social Security, and the unified number registration management and online inquiry of the Ministry of Labor in official website shall be implemented. It is a legal and valid certificate for the relevant personnel to apply for a job, hold a post and be promoted, including going abroad, which can be recorded in files and used nationwide.

Occupation definition: a professional manager engaged in human resource planning, employee recruitment and selection, performance appraisal, salary and welfare management, motivation, training and development, and coordination of labor relations.

Characteristics of professional ability: have certain learning ability, communication ability, coordination and cooperation ability, problem solving ability, computing ability and information processing ability.

Training assessment method: face-to-face; The way of being a student.

Appraisal method: divided into theoretical knowledge examination and professional skills examination. Theoretical knowledge examination adopts closed-book written examination, and professional skill examination is conducted according to the needs of each skill level. Both the theoretical knowledge test and the professional skills test adopt a percentage system, and those with a score above 60 are qualified. Human resource managers and senior human resource managers must also conduct a comprehensive evaluation.

Professional ability requirements

Dr. He Zhigong, a human resource expert, believes that the certificate of human resource manager should cultivate four abilities:

First, to achieve a master's degree or above, we must understand how the human resources of large international companies have developed.

Secondly, as a human resource manager of an enterprise, lack of new ideas and creativity will be a fatal weakness. Human resource managers should constantly provide strategic advice to the top management of enterprises.

Thirdly, as a human resources manager, since you know that an issue is very important, you should convey your influence through your direct boss, such as the director or general manager of the human resources department, and your direct subordinates, such as the recruitment manager and salary manager.

Fourthly, human resource managers can only express their thoughts and research results vividly and accurately, and their views can be enabled by the company's decision-making level. According to the investigation and analysis of IPMA (China) Institute of Human Resources, with the continuous improvement of the status of human resources, an excellent human resources manager should not only be an expert in personnel management, but also be familiar with the personnel management process of an organization or enterprise, understand the relevant laws and policies of the government, and expand his role to: 1. Business partners, familiar with the business, participate in the formulation of business plans, and ensure the effective implementation of business plans; 2. Leaders, exert influence, coordinate and balance the relationship between the requirements of organizations or enterprises for employees' responsibilities and contributions and the needs of employees for wages and benefits; 3. Change promoters, helping the management of the organization to effectively plan and respond to changes.