1. Human resources are the key resources for the success of enterprises. Throughout today's product market, intelligent and high-tech products shine brilliantly, which is a contest between knowledge and strength. The employee with more knowledge will win in the fierce market competition. Human resources have become an important resource for economic development and the main driving force for economic growth.

2. Lifelong training is an important part of human resource management. Lifelong training of enterprise employees is an important content of human resource management in the future. This is because, in the era of knowledge economy, employees in enterprises are under pressure to constantly update their knowledge and skills, both in terms of the importance of knowledge and the speed of knowledge innovation. Only by constantly strengthening the training or conscious learning of employees can enterprises adapt to the development requirements of society, otherwise they will be eliminated. Therefore, training or learning will become the lifelong demand of employees.

3. Humanized management is an important feature of human resource management. The future economic development depends on the development of human intelligence, the exertion of innovative ability and the stimulation of vitality. In other words, only by exerting people's initiative and creativity and developing people's potential can we promote economic development. To do this, we must implement humanized management. Human resource managers should change their working ideas and methods, put people first, and fully understand employees' psychological needs, changes in values and self-realization needs. Employees should be given enough freedom to fully mobilize their work enthusiasm and initiative. In the future, the human resources management department will change from the management mechanism of strictly controlling employees in the past to a service organization that fully authorizes employees. Its main purpose is to inspire the subjective initiative of employees and make contributions to the development of enterprises through the authorization and service of employees on the basis of full trust in employees.

4. Scientific management is the requirement of human resource management. Due to the rapid development of science and technology, there are revolutionary requirements for management. As far as human resource management is concerned, it will step into the era of scientific, professional and technical human resource management from passive and empirical personnel management in the past. Human resource management, like other majors, also has a lot of specialized technical knowledge, such as talent prediction and planning technology, personnel recruitment and interview technology, staff training and development technology, personnel diagnosis technology, incentive management technology and so on. If a personnel worker lacks knowledge and skills in this field and doesn't understand relevant technologies and methods, it will be difficult to be competent for his job.

5. Flexible working system will be the future working mode. In the era of knowledge economy, large-scale factory organization will retreat to a secondary position, while flexible and networked production organization will become the dominant organization, which will lead to fundamental changes in people's working methods. Employees in enterprises don't have to go to work in factories, and there is no eight-hour working day. The way employees work is to complete the work assigned by the enterprise at home or in a convenient place according to their own arrangements, and communicate and transmit their completed work through the network. This flexible working system has risen in developed countries and is becoming more and more popular. The biggest advantage of flexible working system is to combine work and life, so that employees no longer regard work as a burden, but an indispensable creative activity in life, thus improving people's quality of work and life.

6. Job performance becomes the standard of salary distribution. In the era of knowledge economy, due to the change of working methods, the salary distribution model will also change. The salary of organization members is not based on the size of work and responsibility, but on the performance produced and the actual value created for the organization. One of the characteristics of this distribution model is that the basic salary accounts for a small proportion of the total income, while various rewards account for a large proportion. Its advantage is that it can link employees' work performance with organizational performance, thus stimulating employees' work enthusiasm and sense of responsibility and serving the development of enterprises.

Second, the human resource management professional training requirements:

1, master the basic theories and knowledge of management, economics and human resource management;

2. Master the qualitative and quantitative analysis methods of human resource management;

3. Have strong basic skills such as language expression, interpersonal communication, organization and coordination, and leadership skills;

4. Familiar with relevant guidelines, policies and regulations of human resource management;

5. Understand the theoretical frontier and development trend of this discipline;

6. Master the basic methods of literature retrieval and information query, and have certain scientific research and practical work ability.

Under the guidance of economics and humanism, human resource management refers to a series of activities to effectively use relevant human resources inside and outside the organization through management forms such as recruitment, selection, training and salary, meet the current and future development needs of the organization, and ensure the realization of organizational goals and the maximization of member development. It is the whole process of predicting the organization's human resource demand and making a human resource demand plan, recruiting and selecting personnel and effectively organizing, evaluating performance, paying salaries and effectively encouraging, and effectively developing in combination with the needs of organizations and individuals to achieve the best organizational performance.

Academic circles generally divide human resource management into eight or six modules: 1, human resource planning; 2. Recruitment and configuration; 3. Training and development; 4. Performance management; 5. Salary and welfare management; 6. Labor relations management.

Interpret the core ideas of the six modules of human resource management to help business owners master the essence of employee management and human resource management.