1. recruitment and distribution: this is the first important pillar of human resources. It includes recruiting and selecting suitable employees and providing suitable talents for the position. The recruitment process usually includes posting positions, screening resumes, interviewing candidates, conducting background checks and other steps. Assignment refers to assigning employees to positions suitable for their skills and abilities in order to improve work efficiency and employee satisfaction.
2. Training and development: This is the second important pillar of human resources. Training and development aims at improving employees' skills and knowledge, adapting them to job requirements, and improving their professional level through continuous learning and growth. Training can include induction training, skills training, leadership development and performance improvement for new employees. Development refers to providing opportunities and resources in employees' career so that they can continue to learn and grow and achieve personal and organizational goals.
3. Performance management: This is the third important pillar of human resources. Performance management aims to evaluate and improve the performance level of employees. It usually includes setting goals, conducting regular evaluation, providing feedback, rewards and incentives. Through performance management, organizations can identify employees' strengths and development areas, and give appropriate incentives to improve employees' work performance and participation.
In addition, human resource management can be subdivided into six modules, including recruitment and distribution, salary and welfare, performance management, training and development, employee relationship management and human resource information system. These modules are isomorphic to form a comprehensive human resource management system.
1. recruitment and configuration: this module corresponds to the above recruitment and configuration pillars, including recruitment planning, job posting, candidate screening, interview and selection.
2. Salary and welfare: This module involves the salary management and welfare system of employees. Including salary setting, performance bonus, welfare plan, employee benefits, etc.
3. Performance management: This module corresponds to the pillars of performance management mentioned above, including goal setting, performance evaluation, feedback and counseling, rewards and incentives, etc.
4. Training and development: This module corresponds to the pillars of training and development mentioned above, including employee training plan, development opportunities, career planning, tutorial system, etc.
5. Employee relationship management: This module deals with the relationship among employees, management and organizations. It includes employee communication, employee participation, trade union relations, conflict resolution and so on.
6. Human resource information system: This module involves all aspects of using information technology and systems to support human resource management, including managing and maintaining employee files, salary records, performance evaluation and training records.
The three pillars and six modules of human resources constitute a comprehensive human resources management system. Their goal is to help organizations recruit and allocate suitable talents, provide training and development opportunities, and evaluate and improve employee performance. To support the development of the organization and the growth of employees. Each module is very important, they are interrelated and promote each other, and * * * provides support and guidance for the human resource management of the organization.
The importance of human resources
1. Human resources are the core assets of an organization: human resources are the core assets of an organization and the source of competitiveness. Excellent employees can create value for the organization and promote the growth and innovation of enterprises. Employees with high quality, high skills and professional knowledge are important factors for the success of the organization.
2. Human resources affect organizational performance: Human resources management directly affects organizational performance. Through recruitment, training and development, performance management and other means, human resource management can improve the efficiency and quality of employees, thus improving the performance level of the organization.
3. Human resources promote innovation and development: Human resources management plays an important role in promoting innovation and organizational development. Human resource management can provide training and development opportunities, and cultivate employees' innovative ability and ability to adapt to changes. In addition, human resource management can also shape organizational culture and values, and promote innovation and teamwork.