What is human resource management?

Definition of human resource management What is human resource management?

Five viewpoints:

1. Comprehensive disclosure theory II. Process revelation theory III. Phenomenon revelation theory iv. Objective to reveal theory 5. Truth revealing theory

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.

Human resource management is the whole process of forecasting the organization's human resource demand and making a human resource demand plan, recruiting and selecting personnel and effectively organizing, performance evaluation, salary payment and effective incentives, and effectively developing in combination with the needs of organizations and individuals to achieve the best organizational performance.

Another way of saying it

Human resource management refers to the reasonable training, organization and deployment of human resources combined with certain material resources by using modern scientific methods, so as to keep the best proportion of human resources and material resources, and at the same time, to properly induce, control and coordinate people's thoughts, psychology and behavior, so as to give full play to people's subjective initiative, make people give full play to their talents, get the right people and get the right people to achieve organizational goals.

According to the definition, human resource management can be understood from two aspects, namely:

1. Human resource external factor management-quantity. The quantitative management of human resources is to properly train, organize and coordinate human resources according to human and material resources and their changes, so that the two can always maintain the best proportion and organic combination, so that people and things can give full play to the best effect.

2. The intrinsic element of human resources-quality management. Mainly refers to the use of modern scientific methods to effectively manage people's thoughts, psychology and behavior (including the coordination, control and management of individuals and groups' thoughts, psychology and behavior), and give full play to people's subjective initiative to achieve organizational goals.

Basic functions of human resource management.

Li Hongfei, an expert in human resources, pointed out in her "Professionalization-265438+the first competitiveness in the 20th century": China has a huge number of human resources, but the quality is not optimistic. School education is only the preparation of knowledge. In order to meet the requirements of society, these people also need the secondary development and training of human resources by society and organizations. This includes not only skill training, but also education in interpersonal communication, code of conduct and social morality. For enterprises, professional education is one of the important contents. [Edit this paragraph] The history and development of human resource management Human resource management is a new discipline, which came into being 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

The research results of German psychologist hugo munsterberg and other psychologists have promoted the scientific process of personnel management. Hugo munsterberg'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, peter drucker put forward and clearly defined the concept of "human resources" in his book The Practice of Management. 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. [Edit this paragraph] The reason for the change of human resource management-acquisition

◇ Integration

Keep and motivate

Control and adjustment

develop

Change is the basic feature of today's world.

It is not enough to study the relationship between people and work, but also to study the relationship between work and work, between people, between people and organizations, between organizations and the environment.

Human resource is the most important resource among all resources at present.

Managers are increasingly aware of people's desire to engage in meaningful work [edit this paragraph] recruitment management

I. Purpose

In order to establish a suitable staffing system, establish a scientific organization, post, staffing and functional division, and realize the company's high efficiency, high satisfaction, high sense of accomplishment and reasonable human resource cost.

Introduce the most suitable job seekers in a scientific way.

Two. area of application

1 Applicable to all applicants applying for positions in our company;

2. Applicable to personnel applying for transfer within the company.

Three. accountability

1 The Human Resources Department is the main control department of personnel recruitment procedures;

2. Each department plays the role of assistance and cooperation;

3. General post candidates should be signed and approved by the deputy general manager;

3.4 Candidates above manager level shall be signed and approved by the general manager. [Edit this paragraph] The difference between modern human resource management and traditional personnel management Modern human resource management is deeply influenced by economic competition environment, technological development environment, national laws and government policies. As a brand-new and important field of management in recent 20 years, it is far beyond the scope of traditional personnel management. Specifically, there are some differences as follows:

1. The traditional personnel management is characterized by taking "things" as the center, only seeing "things" but not "people", only seeing one side, not seeing the integrity and systematicness of people and things, emphasizing the static control and management of "things", and its management form and purpose is "controlling people"; Modern human resource management takes "people" as the core, emphasizing a dynamic, psychological and conscious adjustment and development. The fundamental starting point of management is "people-oriented", and its management comes down to the systematic optimization of people and things, so that enterprises can achieve the best social and economic benefits.

2. Traditional personnel management regards people as cost and "tool", focusing on input, use and control. Modern human resource management regards people as a kind of "resource" and pays attention to output and development. It is a "tool", you can use it at will, and it is a "resource". Especially when people are regarded as a resource, you must carefully protect it, guide it and develop it. No wonder some scholars put forward to attach importance to human resource management. The management philosophy of 2 1 century is that "only by truly liberating the managed can the managers themselves be finally liberated".

3. Traditional personnel management is a tool used by a functional department alone, which seems to have little to do with other functional departments, but modern human resource management is quite different from this. The personnel department in the organization that implements the function of human resource management has gradually become an important partner of the decision-making department, thus improving the position of the personnel department in decision-making. Human resource management involves every manager of an enterprise, and modern managers should make it clear that they are both enterprise managers and human resource managers of their own departments. The main responsibility of human resource management department is to formulate human resource planning and development policies, pay attention to the development and cultivation of human potential, and train other functional managers or managers to improve their management level and quality. Therefore, every manager of an enterprise should not only achieve the production and sales targets of the enterprise, but also cultivate a team of employees who can work hard to achieve the organizational goals of the enterprise. [Edit this paragraph] Human resource management and personnel management Human resource management used to be 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. [Edit this paragraph] The specific tasks of human resource management come from traditional personnel management, but what specific contents and tasks should modern human resource management beyond traditional personnel management mainly include?

Human resource management pays attention to "human problems", and its core is to understand and respect human nature, emphasizing "people-oriented" in modern human resource management. In an organization, around people, we are mainly concerned 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 believed 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 finding, using, cultivating, motivating and retaining talents. Generally speaking, modern human resource management mainly includes the following systems:

1. human resources strategic planning and decision-making system;

2. Human resource cost accounting and management system;

3. Human resource recruitment, selection and employment system;

4. Human resource education and training system;

5. Human resource performance evaluation system;

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

7. Human resource security system;

8. Human resource career development design system;

9. Human resource management policies and regulations system;

10. Human resource management diagnosis system.

In order to realize the function of modern human resource management system scientifically and effectively, personnel engaged in human resource management need to master three aspects of knowledge: (1) some knowledge about human psychology, behavior and nature; (2) Psychological behavior evaluation and its analysis technology, that is, what to measure, how to measure and how effective it is; (3) job analysis technology, that is, to understand the job content, responsible person, job position, working hours, 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. Make a human resource plan

According to the development strategy and business plan of the organization, evaluate the present situation and development trend of the organization's human resources, collect and analyze the information and data of human resources supply and demand, predict the development trend of human resources supply and demand, and formulate policies and measures such as recruitment, deployment, training, development and development plan of human resources.

2. Human resource cost accounting.

The human resource management department should cooperate with the financial department to establish a human resource accounting system to calculate the input cost and output benefit of human resources. 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 every job and post in the organization, and determine the specific requirements of each job and post for employees, including technology and type, scope and familiarity; Study, work and life experience; Physical health status; Work responsibilities, rights and obligations, etc. This specific requirement must be written, that 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 employees' training, deployment and promotion.

4. Recruitment and selection of human resources

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

5. Employment management and labor relations

Once an employee is hired 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 employees and sign a labor contract.

6. On-site education, training and development

Any new employee who applies to join an organization (mainly an enterprise) must receive factory 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 organization's historical development and future development planning, 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 to improve the training and education for managers, especially those who are about to be promoted, in order to promote them to have comprehensive knowledge, skilled skills, management skills and adaptability as soon as possible, so as to be competent for higher-level jobs.

7. Job performance evaluation

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

8. Help employees develop their careers.

Human resource management departments and managers have the responsibility to encourage and care about employees' personal development, help them make personal development plans, and supervise and inspect them 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. The human resource management department needs to consider the coordination or consistency with the organizational development plan when helping employees to make personal development plans. Only in this way can the human resources management department provide effective help and guidance for employees, and promote the smooth implementation of the personal development plan and achieve results.

9. Employee compensation and welfare protection design

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

Employee welfare is a part of social and organizational security and 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 and good working conditions to ensure the safety and health of employees at work.

10. Save employee files.

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

Tang Gengen ~ ~ [Editor's paragraph] The significance of human resource management Among all the resources owned by human beings, human resources are the first precious and naturally become the core of modern management. Constantly improving the level of human resources development and management is not only the need of developing economy and improving market competitiveness, but also an important guarantee for the long-term stability of a country, a nation, a region and a unit. It is also an important measure for modern people to give full play to their potential, adapt to society and transform society.

Professor Zhang De once pointed out in his book that the main significance of human resource management lies in:

1. Through reasonable management, human resources can be lean and efficient, and the maximum use value can be realized. And pointed out that the maximum use value of human beings = the maximum play of human effective skills.

2. By taking certain measures, fully mobilize the enthusiasm and creativity of employees, that is, give full play to people's subjective initiative. The survey found that employees who get paid on time only need to exert their 20%-30% ability every day, which is enough to keep their jobs. But if its enthusiasm and creativity are fully mobilized, its potential can be 80%-90%.

3. Cultivate people with all-round development. The development of human society, whether it is economic, political, military or cultural, has the ultimate goal of putting people first-all for their own development. At present, education and training are playing an increasingly important role in the development and management of human resources. Marx pointed out that education is not only the way to improve social production, but also the only way to cultivate people with all-round development.

In fact, the significance of modern human resource management can be understood from three levels, namely, country, organization and individual.

At present, the principles and policies of "rejuvenating the country through science and education" and "improving the quality of workers in an all-round way" in various countries are actually about the development and management of human resources in a country and a nation. Only when a country's human resources are fully developed and effectively managed can the country prosper and the nation revitalize. In an organization, only by seeking useful talents, rationally using talents, scientifically managing talents and effectively developing talents can we promote the realization of organizational goals and personal values. For individuals, there is a problem of developing potential, improving skills, adapting to society, integrating into organizations, creating value and contributing to society, which all depend on the management of human resources.

We don't talk about human resource management from the macro and micro levels, that is, countries and individuals, but from the meso level, that is, for enterprise organizations, we talk about modern human resource management. Therefore, we pay more attention to the value and significance of modern human resource management to an enterprise. Here, we believe that the significance of modern human resource management to enterprises is at least reflected in the following aspects:

1. to the enterprise decision-making level. People, money, things, information, etc. It can be said that it is the main aspect of enterprise management, and people are the most important, living and first resource. Only by managing this resource well can we grasp the essence, procedure and outline of management.

2. 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.

3. 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.

4. 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. [Edit this paragraph] The goal of human resource management refers to the responsibilities and achievements that enterprise human resource management needs to complete. Human resource management should not only consider the realization of organizational goals, but also consider the personal development of employees, and emphasize the all-round development of individuals while realizing organizational goals.

Human resource management objectives include the objectives and tasks of all managers in human resource management, as well as the objectives and tasks of specialized human resource departments. Obviously, the two are different. The goals and tasks of professional human resources departments are not necessarily the goals and tasks of all managers, but all managers generally undertake the goals and tasks that professional human resources departments should complete.

Whether it is a specialized human resource management department or other non-human resource management departments, the objectives and tasks of human resource management mainly include the following three aspects:

1 to ensure that the organization's demand for human resources is met to the maximum extent;

2. Maximize the development and management of human resources inside and outside the organization, and promote the sustainable development of the organization;

3. Maintain and motivate the internal human resources of the organization to maximize its potential and promote and expand its human capital.