Details of the six modules of human resources

module 1: human resources planning

1: career development theory

2: internal evaluation of organizations

3: organizational development and change;

4. Plan and organize career development;

5. Comparison of international human resource management

6. Development of human resource development strategic plan

7. Performance factors at work

8. Employee authorization and supervision

Module 2. Human resource training

1. Theoretical study

2. Project evaluation

3. Investigation and evaluation

4. Develop yourself and others

1 project management; Operation management: project development and management practices

module 3 salary management of human resources (compensation, incentives and benefits)

1. Salary

2. Building a comprehensive salary system

3. Welfare and other salary issues

4. Evaluating performance and providing feedback

Module 4 Human resource management and competition

1. Human resource management and competition.

3. human resource planning

4. job analysis

5. personnel recruitment

6. training and developing employees

7. employee performance evaluation

8. productivity improvement scheme

module 5. employees and labor relations

1. employment law

2. labor relations and society < Trade unionization and labor negotiation

module 6: Safety, security and health

1. Safety and health projects

2. Safe and healthy working environment

3. Promoting safety and health in the workplace

4. Basic processes of managing the six modules of health and safety in practice

HR

Selection, education, use and stay. It is the core of HR

organization management

and mainly realizes the management of the company's organizational structure and its changes; Manage job information and working relationship between positions, and make staffing according to job vacancies; Carry out manpower planning according to the organizational structure, calculate and manage personnel costs, and support the generation of organization headcount tables and organization charts.

personnel information management

mainly realizes the management of all kinds of information and the change management of personnel information during the whole process of employees' probation, employment and dismissal or retirement, and provides various forms and angles of inquiry and statistical analysis.

recruitment management

the whole process management is realized from planning recruitment positions, publishing recruitment information, collecting resumes of candidates, selecting personnel according to post qualifications, managing interview results and notifying probation.

labor contract

provides the management of signing, changing, dissolving, renewing, labor disputes and economic compensation of employees' labor contracts. The probation period and automatic prompt of contract expiration can be set as required.

training management

according to the post setting and performance appraisal results, determine the necessary training needs; Make training plans for employees' career development; Manage the training objectives, course contents, lecturers, time, place, equipment and budget, and manage the trainers, training results and training expenses.

attendance management

it mainly provides the management of employees' attendance and helps enterprises to improve their operating system. It mainly includes the settings of various holidays, classes and related attendance items, as well as the management of shift adjustment, overtime, business trip, leave, statistics of late arrival and early departure, attendance statistics and so on. Provide interfaces with various attendance machine systems and provide relevant data for salary management system.

performance management

performance appraisal can evaluate the effectiveness of staffing and training, reward and punish employees, and provide a basis for personnel decision-making. According to the requirements of different positions in knowledge, skills, ability and performance, the system provides a variety of assessment methods and standards, allowing free setting of assessment items, and qualitative and quantitative assessment of employees' characteristics, behaviors and work results;

welfare management

the welfare management system provides the functions of extracting and managing various welfare funds of employees. It mainly includes defining fund types, setting conditions for fund withdrawal, carrying out daily management of funds and providing corresponding statistical analysis. The daily management of funds includes regular fund withdrawal, fund payment, transfer-in and transfer-out, etc. In addition, it provides the function of submitting relevant statements to relevant administrative organs.

salary management

the salary management system is suitable for all kinds of enterprises, administrations, institutions and scientific research units, and directly integrates data such as attendance and performance appraisal, and mainly provides functions such as salary accounting, salary payment, fund withdrawal and statistical analysis. Support multiple or sub-payment of wages; Support withholding tax or paying taxes on behalf of others; Salary payment supports bank payment, provides the output function of payment data, and also supports cash payment and provides the function of money sharing list. The content and ratio of fund withdrawal can be set.

How to actually apply the six modules of personnel

1. Implement and improve the enterprise's personnel system and plan, training and development, performance evaluation, and do a good job in employee insurance and welfare management.

2. Organize and assist all departments to recruit all kinds of managers, technicians and general employees, arrange and implement training plans, and plan and supervise the implementation of training for new employees and on-the-job employees. (Note: Collect talent information in the talent market (including online), and establish talent recruitment channels with colleges, technical schools and vocational high schools)

3. Implement and improve relevant policies and processes such as employee entry, regularization, transfer and resignation. Management and operation of employee attendance, assessment, salary, bonus and promotion. Handling of resignation and dismissal of personnel.

4. Manage employee personnel information and maintain employee files, and calculate employees' salaries and benefits.

5. Investigate and handle all kinds of major cases of dereliction of duty and violation of discipline; Investigate and handle employee complaints and mediate labor disputes.

6. Develop short-,medium-and long-term human resources according to the human needs of enterprises.

7. Organize and urge all departments to formulate departmental rules and regulations, work plans, work summaries and business management procedures, hold good office meetings, and be responsible for follow-up, inspection, supervision and assessment.

8. Do well the work assigned by the general manager.

II. Labor relations

1. When new employees enter the factory, a one-week probation period is set. At the expiration of the probation period, the competent department will conduct a probation assessment on the probation employees according to the enterprise employee appraisal system, and if anyone is found to be unqualified, they will be dismissed at any time.

2. The probation period for new recruits is three months. At the expiration of the probation period, I will apply for confirmation. The General Manager's Office and the department heads will assess the probationary employees according to the appraisal system. If any employee is found to be unqualified, he will be dismissed at any time. After passing the examination, with the approval of the general manager, he will become a regular employee of the company, and the company will sign a labor contract with him, and at the same time set up a labor and personnel file to handle insurance and other related welfare matters. Some matters should be paid attention to when signing a labor contract and forming a formal labor relationship:

Matters needing attention when signing a labor contract

(1) Providing the labor manual of the enterprise; (2) resume; (3) Sign on the spot in the office; (4) Physical examination

3. In the field of technology development and sales, it involves how to protect the secrets of enterprises and prevent unfair competition. It should be agreed in the labor that the termination of the labor contract will cause losses to the enterprise, and the laborer will compensate the following losses: (1) the expenses paid by the enterprise to hire it; (2) The training fees paid by the enterprise shall be handled according to the agreement unless otherwise agreed by both parties; (3) Direct economic losses caused to production, operation and work; (4) Non-competition and confidentiality provisions for workers. Among them, the non-competition and confidentiality clauses are the most important. The employing unit shall stipulate in the labor contract with the senior managers and technical backbones who know the business and technical secrets of the unit that they shall have the obligation of confidentiality within a certain period after the termination or dissolution of the labor contract; And you can't work in other units that produce similar products or operate similar businesses and have direct competition. The confidentiality period is usually limited to the life cycle of a certain type of product or service, usually one to three years; The amount of compensation or calculation method for violation of the terms of non-competition and confidentiality shall be agreed in detail; As the avoidance of competition will definitely limit the labor ability of workers, the employer who has such an agreement should also pay a certain amount of compensation to the relevant personnel. (The training fee includes the cost of studying abroad)

4. Because of the production characteristics or the nature of work, enterprises must carry out continuous production or work for a period of time, and adopt centralized work, centralized rest, rest by turns, flexible working hours, etc., to ensure employees' right to rest and complete production and work tasks, and implement irregular working hours and comprehensive calculation of working hours. The production and sales of clothes machines can be divided into light season and peak season. )

three salaries

The starting point of salary for new employees is the level or position corresponding to the enterprise salary management system.

The following considerations should be taken into account when setting salary:

1. Compare the basic salary with other local enterprises.

2. Compared with the original salary, the salary of the enterprise is more competitive.

3. If it is necessary for the position of an enterprise, it is enough to fill a gap or its talent and business level after introduction, and it is enough to serve as the business backbone of the department, his salary should be higher than that of other employees in the same position.

4. Assess and evaluate the actual work, and give a reasonable salary increase according to the value it creates.

5. Additional incentive measures: key employees who have completed one year will be given a special gift award when the year-end bonus is issued to recognize their contribution to the enterprise. The longer the employees have served in the enterprise, the greater the bonus accumulation.

salary structure: fixed salary (job salary)+variable salary (performance salary)+indirect salary (welfare policy)

According to the investigation, local enterprises (production type)

1. Workshop workers: probation period 6 yuan/month (probation period in March) is calculated on a daily basis for resigned and dismissed employees. 2 yuan/day

General administrative staff: if the probation period is less than 9 yuan/month (probation period in March), it will be calculated on a daily basis for resigned and dismissed employees, and 3 yuan/day

2. After becoming a regular employee, the wages of workshop workers will be calculated on a piecework basis+performance pay+benefits

. After becoming a regular employee, the salary of administrative staff will be 12+ performance pay+benefits

by department managers and general managers.

The organizational structure, responsibilities and authority of the four enterprises are clear and documented

Five evaluations

1. Every month, the enterprise management department provides the percentage evaluation of employees, and the human resources department classifies and records the percentage evaluation of each person;

2. At the same time, the Human Resources Department makes statistics on the sick leave of employees, and converts it into a percentage system on a regular basis;

3. In daily work, the head of each department is responsible for recording the performance and typical events of employees in this department, and adding and subtracting points according to regulations. The head of the department and employees evaluate the implementation of the work plan and the achievement of goals. The enterprise management department is responsible for collecting information and submitting it to the human resources department.

4. every six months, the human resources department collects and summarizes the percentage evaluation, attendance, records and evaluation forms of each department for three months, and organizes semi-annual comprehensive evaluation at the beginning of July every year as a supplement to the daily evaluation records, accounting for a small proportion of the total performance evaluation results.

5. In July every year, the Human Resources Department divides all the achievements in proportion, and adopts a scientific conversion method to convert all the achievements of employees into comparable scores, and divides them into excellent, good, medium and poor according to a certain proportion.

6. At the end of July every year, the Human Resources Department summarizes and reports the semi-annual performance appraisal results of employees, and at the same time feeds back each person's performance to the departments and employees, requiring all departments to conduct performance improvement interviews with employees and put forward improvement plans to report to the Human Resources Department (as the basis for the evaluation in the second half of the year). Note: the performance improvement interview period is also the "assessment appeal period", which is specifically implemented according to the provisions of assessment appeal.

7. At the beginning of August every year, the Human Resources Department puts forward suggestions on rewards and punishments, salary adjustment, job transfer, talent reserve, training, development and education, etc., aiming at the comprehensive results of semi-annual performance appraisal, and submits them to the General Manager for approval. Specific implementation after approval.

8. At the end of each year, employees' performance appraisal, such as semi-annual appraisal, combined with the performance appraisal results in the first half of the year, is the employee's performance appraisal results for the whole year.

9. Complete the annual appraisal in the middle of the first month of the next year, and complete the summary of results and information feedback in the later period. In the second month, put forward suggestions on the treatment measures such as rewards and punishments, salary adjustment, post transfer, training, development and education, human reserve, etc., and implement them after approval. Scheme of human resource management

VI. Training

(I) Internal training

1. The personnel department and the employing department provide basic pre-job training for probationers.

2. The personnel department is responsible for arranging training for new employees for no more than two working days.

The main contents of new employee training

(1) Enterprise moral education, explaining the formulation of various rules and regulations of enterprises and related financial and legal knowledge.

(2) the history, present situation and prospect of the enterprise.

(3) professional knowledge related to products.

(4) professional team building.

(5) The basic business operation of the enterprise and the basic operation mode of each department.

(II) Annual Training

1. At the beginning of the year, the personnel department is responsible for formulating the annual training plan and submitting it to the manager for approval.

2. The personnel department is responsible for organizing the implementation of the annual training plan.

3. Invite relevant personnel of the company to conduct a series of special trainings.

training content

(1) the latest development of the industry.

(2) corporate culture.

(3) improve performance.

(4) team building.

(5) comprehensive quality.

(III) Expatriate training

According to the development needs of the enterprise, send expatriates and sign contracts with the enterprise.

In the above three trainings, the training must be as follows:

1.

2. Don't be late, don't leave early and don't make noise.

3. Training is directly linked to everyone's performance appraisal.

4. Those who fail the test after training should attend the next training with the same content until they are qualified.

VII. Human resource planning

1. Analysis of enterprise strategy and human resource demand; Firstly, the enterprise strategy and development goals are analyzed. According to the requirements of the strategy and goals, the human resource requirements needed to meet the requirements of the strategy and goals are analyzed, including the quality requirements, quantity requirements and time required for employees of different structures in the strategic stage.

2) human resources inventory; Investigate, analyze and count the existing human resources of enterprises. The main contents include personnel structure analysis and quality investigation. Structural analysis includes the investigation and analysis of employee's age structure, education structure, job structure, skill structure and business structure. The quality survey includes employees' values, work attitude and work ability, and analyzes whether the existing employees are suitable for the existing posts and the possibility of rotation and promotion. The survey method generally adopts basic personnel data and combines employee quality questionnaire and performance score.