How many blocks can human resource management be divided into?

-the navigation mark and navigator of human resources work

All ships sailing at sea need to establish navigation marks to locate their destinations, and at the same time need an effective navigation system to ensure that they sail on the right route. The same is true of human resource management, which needs to determine the orientation and realization of HR work objectives. The purpose of human resource planning is to analyze the current situation of enterprise resources and human resource management, find the focus and direction of future human resource work, formulate specific work plans and programs, and ensure the smooth realization of enterprise goals. The focus of human resource planning is to collect, analyze and count the current information of human resource management in enterprises. According to these data and results, combined with enterprise strategy, make the future human resources work plan. Just like the navigator of the navigation mark of a sailing ship, human resource planning plays a role in positioning the target and grasping the route in HR work!

[Edit this paragraph] 2. Recruitment and configuration

-the art of combining "introduction" with "use"

Personnel appointment emphasizes the matching of people and posts, the right position and the right person. Finding the right person but putting it in the wrong position will make recruitment as meaningless as not finding the right person. Only by recruiting the right talents and assigning them to the right places can effective recruitment be completed. Recruitment and distribution have their own emphasis. Recruitment consists of a series of steps such as demand analysis, budget formulation, recruitment scheme formulation, recruitment implementation and follow-up evaluation. The key is to do a good job of demand analysis. First of all, make clear what people the enterprise needs, how many people it needs, what requirements it has for these people, and through what channels to find these people the company needs. After the goals and plans are clear, the recruitment work will become more targeted. In fact, the analysis of recruitment needs should consider staffing, so that a standard is tailored according to the position, and then the personnel needed by the enterprise are recruited according to this standard, and staffing will be simplified as a procedural link. Recruitment and distribution can not be regarded as independent processes, but two links that influence and depend on each other. Only by recruiting suitable personnel and making effective allocation can we ensure the realization of the significance of recruitment.

[Edit this paragraph] 3. Training and development

-Help employees to be competent and explore their maximum potential.

For new employees, in order to adapt and be competent as soon as possible, in addition to their own efforts, they need the help of the company. For on-the-job employees, in order to adapt to the adjustment of company strategy brought about by the change of market situation, it is necessary to constantly adjust and improve their skills. Based on these two aspects, it is necessary to organize effective training to maximize the potential of employees. As far as content is concerned, training includes corporate culture training, rules and regulations training, job skills training and management skills development training. Training must be targeted and take into account the specific needs of different groups of students. For new employees, training can help them adapt to and be competent for their jobs. For on-the-job employees, training can help them master the new skills needed for the post and help them maximize their potential. For the company, training will make the enterprise run smoothly and improve its performance.

[Edit this paragraph] 4. Salary and benefits

-one of the most effective means to motivate employees.

Salary and benefits have two functions: one is to affirm the past performance of employees; Second, with the help of an effective salary and welfare system, employees can be promoted to continuously improve their performance. An effective salary and welfare system must be fair, ensuring external fairness, internal fairness and post fairness. External fairness will make the salary and welfare of enterprises competitive in the market, internal fairness needs to reflect the vertical difference of salary, and post fairness needs to reflect the competency gap of employees in the same position. Fairness of past performance will definitely give employees a sense of accomplishment, and commitment to future salary and benefits will stimulate employees' enthusiasm for continuous improvement of performance. Salary and welfare must be organically combined with material and non-material forms in order to meet the different needs of employees and give full play to their maximum potential.

[Edit this paragraph] 5. Performance management

-Different perspectives, different endings

The purpose of performance appraisal is to affirm the past performance through an effective system and look forward to the continuous improvement of future performance. Traditional performance work only stays at the level of performance appraisal, while modern performance management pays more attention to the improvement of future performance. The shift of focus makes the focus of modern performance work shift. The effectiveness of the system has become the focus of human resources workers. An effective performance management system includes scientific assessment indicators, reasonable assessment standards, and salary and welfare distribution and reward and punishment measures corresponding to the assessment results. Simple performance appraisal makes performance management limited to the attention of past work, paying more attention to the follow-up function of performance, and can shift the perspective of performance management to the continuous improvement of future performance!

[Edit this paragraph ]6. staff relationship

-Achieve a * * * win-win situation for enterprises and employees.

The handling of employee relations is based on relevant national laws and policies and company rules and regulations. At the beginning of the establishment of labor relations, the rights and obligations of workers and employers were clearly defined. During the contract period, the rights and obligations between workers and employers were handled according to the contract. For workers, it is necessary to use labor contracts to ensure the realization of their own interests, and at the same time to fulfill their obligations to the enterprise. For employers, labor contract laws and regulations are more about regulating their employment behavior and safeguarding the basic interests of workers. On the other hand, it also protects the interests of employers, including the agreement on the service period of workers, dismissing incompetent workers according to applicable terms, legally evading labor laws and policies, and saving human capital expenditure for enterprises. In a word, the purpose of employee relationship management is to clarify the rights and obligations of both parties, provide a stable and harmonious environment for the business development of enterprises, and finally achieve a win-win situation for enterprises and employees through the achievement of the company's strategic objectives!

[Edit this paragraph] Six modules of human resource management

The work of each module of HR has its own emphasis, but each module is inseparable. Just like the biological chain, the lack of any link will affect the imbalance of the whole system. HR work is an organic whole, and all aspects of work should be in place. At the same time, we should constantly adjust the focus of work according to different situations to ensure the benign operation of human resource management and support the ultimate realization of corporate strategic goals!