Specifically, it refers to human resources planning, recruitment and allocation, training and development, performance management, salary and welfare management and labor relations management.

These six templates are as follows:

Human resources planning

(Navigation mark and guide for human resources work)

1, institutional settings;

2. Adjustment and analysis of enterprise organization;

3. Analysis of the supply demand of enterprise personnel;

4. Formulate enterprise human resources system;

5. Preparation and implementation of human resource management expense budget.

(In international human resource management, human resource planning is divided into 1 and career development theory; 2. Organize internal evaluation; 3. Organizational development and change; 4. Plan and organize career development; 5. Compare the international human resource management summary; 6. Formulate a strategic plan for human resources development; 7. Performance factors at work; 8. Employee authorization and supervision. )

Recruitment and distribution

The art of combining "introduction" with "use" )

1, recruitment demand analysis;

2. Job analysis and ability analysis;

3. Recruitment procedures and strategies;

4. Analysis and selection of recruitment channels;

5. Recruitment implementation;

6. Special policies and contingency plans;

7. Exit interview;

8. Measures to reduce employee turnover rate.

Training and development

Help employees to be competent and explore their greatest potential. )

1, theoretical study;

2. Project evaluation;

3. Investigation and evaluation;

4. Training and development;

5. Needs assessment and training;

6. Composition of training suggestions;

7. Training, development and employee education;

8. Design and systematic method of training;

9. Develop management and business leaders, and develop yourself and others;

10, project management: project development and management practice.

Performance management

(Different perspectives lead to different endings)

1, performance management preparation stage;

2. Implementation stage;

3. Evaluation stage;

4. Summary stage;

5. Application development stage;

6. Performance management interview;

7. Methods to improve performance;

8. Behavior-oriented evaluation method;

9. Result-oriented evaluation method.

Salary and welfare management

Salary, incentive and income are one of the most effective means to motivate employees. )

1, salary;

2. Build a comprehensive salary system (job evaluation and salary grade, salary survey, salary plan, salary structure, salary system formulation, salary system adjustment, labor cost accounting);

3. Welfare and other salary issues (welfare insurance management, enterprise welfare project design, enterprise supplementary pension insurance and supplementary medical insurance design);

4. Evaluate performance and provide feedback.

staff relationship

(to achieve a * * * win-win situation for enterprises and employees. )

1, Employment Law;

2. Labor Law and Labor Contract Law

3. Labor relations and labor relations;

4, enterprise incentive and coordination;

5. Labor negotiation and mediation;

6. Trade unions and collective bargaining (safety, security and health, safety and health projects, safe and healthy working environment, promotion of safety and health in workplaces, and management of health and safety practices).

Human resource management and competition

1, human resource management and competitive advantage;

2. The law and environment of human resource management;

3. Human resource planning;

4. Job analysis;

5. Personnel recruitment;

6. Training and developing employees;

7. Employee performance evaluation;

8. Plans to increase productivity.

Extended data human resource is the most critical resource in social resources, which has great influence on enterprises. It has always been valued by many experts and scholars at home and abroad, as well as successful people and well-known enterprises.

Many enterprises attach great importance to human resource management. The allocation of human resources refers to the scientific and reasonable allocation of human resources in a specific organization or enterprise in order to improve work efficiency and optimize human resources.

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

Application process of human resource manager:

1. registered in the professional skill appraisal institution or agency of the provincial labor and social security department;

2 registration conditions by the provincial occupation skill appraisal institutions audit;

3. After passing the examination, pay the examination fee and receive the admission ticket after paying the examination fee;

4. Participate in the national unified examination, and the examination venue is organized by the provincial vocational appraisal center;

5. After the exam is over, the exam results will be notified and certificates will be issued within three to four months. Those who fail can choose to make up the exam.

References:

Baidu Encyclopedia: Six Modules of Human Resource Management