1. Job analysis Job analysis generally has the following purposes: (1) Clarify or rationalize the existing job content and requirements, so as to formulate a feasible reward system and mobilize the enthusiasm of employees;

(two) the provisions of the new post work norms;

(3) Due to a certain crisis, efforts should be made to improve the working environment, organizational security and anti-crisis ability.

Second, the contents of the human resources plan mainly include the following aspects: (1) promotion planning;

(2) supplementary planning;

(3) Training and development planning;

(4) deployment planning;

(5) salary planning.

Third, the recruitment and allocation of human resources Generally speaking, the recruitment work stems from the following personnel needs: (1) the supplement of job vacancies;

(2) Sudden personnel demand;

(3) To ensure the professionals needed by the company;

(4) To ensure new planners;

(5) When the company needs to expand its business;

(6) When the operator of the company transfers in advance;

(7) when other institutions are found to make adjustments;

(8) In order to make the company more dynamic, it is necessary to introduce foreign operators.

Fourth, the development and authorization of human resources training means that in order to obtain or improve employees, the company can achieve the following purposes through training and development of employees: (1) Ensure the acquisition of talents needed by the organization;

(2) Increase the attractiveness of the organization to retain talents;

(3) Reduce employees' frustration.

Verb (abbreviation of verb) Performance appraisal of human resources The purpose of performance appraisal includes: (1) Performance appraisal has incentive function;

(2) Performance appraisal is an important tool for salary management;

(3) The result of performance appraisal is an important criterion for employee transfer, promotion and elimination;

(4) Performance appraisal is beneficial to the training and development of employees;

(5) It facilitates communication between superiors and subordinates, promotes understanding within the organization, and is conducive to the efficient operation of the organization;

(6) Other functional departments can take the performance appraisal results as a reference when making relevant decisions.

The intransitive verb human resource motivation and salary can achieve the following purposes through human resource motivation: (1) Effective motivation is conducive to mobilizing the enthusiasm of employees;

(2) Effective incentives make personal goals consistent with organizational goals;

(3) Effective incentives can attract and retain talents.

Seven. The salary management of salary welfare human resources should follow the following principles: (1) the principle of stabilizing employees;

(2) the principle of being conducive to the development of ability;

(3) the principle of correctly evaluating the role of wages;

(4) the principle of considering different levels of demand;

(5) the principle of seeking stable labor relations.

Eight, employee relations To do a good job in employee relations, we must do the following: (1) Formulate clear and visible rules and systems to guide employees' behavior;

(2) Hire the right people;

(3) Maintain good communication.