Er is employerelations: employee relations.

C & ampb is salary and benefits: salary and benefits.

Oc is: organizational culture: organizational culture.

Od is organizational development: organizational development.

Human resources, also known as labor resources or labor force, refers to the total population that can promote the whole economic and social development and have the ability to work.

Extended data:

Basic process of human resource management

Human resources planning

Human resource management planning is like a ship sailing to the sea. Before going out, we need to find a suitable and clear goal and direction, which is the most suitable system for our company. Therefore, it is necessary to determine the target orientation and implementation method of HR.

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 ship going out to sea, human resource planning plays a role in positioning the target and grasping the route in HR work.

Human resource planning is a set of measures to enable enterprises to have a certain quality and necessary amount of manpower to achieve organizational goals, including personal interests, in order to obtain the matching of personnel needs and personnel ownership in the future development of enterprises. These include:

I. Objectives of human resource planning:

1, acquire and maintain a certain number of people with specific skills, knowledge structure and abilities.

2. Make full use of existing human resources.

3. Be able to predict the potential overstaffing or manpower shortage in the enterprise organization.

4, establish a well-trained, flexible workforce, enhance the ability of enterprises to adapt to the unknown environment.

5. Reduce the dependence of enterprises on external recruitment in key technical links.

Verification of human resources refers to the verification of the quantity, quality, structure and distribution of human resources.

3. Human resource information includes: personal natural information, employment information, education information, salary information, job execution evaluation, work experience, service and resignation information, work attitude, historical information of work or position, etc.

Four, the methods of human resource demand forecasting are: intuitive forecasting method (qualitative forecasting) and mathematical forecasting method (quantitative forecasting).

5. Job analysis, also known as job analysis and job analysis, is an important routine technology in human resource management and the foundation of the whole human resource management. Job analysis is an activity to determine the basic factors such as the nature, structure and requirements of the job through certain analytical means.

Baidu Encyclopedia-Six modules of human resource management