Relationship between 1. and job analysis. It mainly means that training and development should be targeted. Because the difference of posts leads to the difference of the nature of employees' work, it is necessary to reflect the professionalism of training and development at this time.
Second, the relationship with human resource planning. In fact, training and development itself is a part of human resources planning. Under its guidance, training and development can be more planned and its value can be better displayed.
Three: the relationship with recruitment. The relationship between recruitment and training development is mutual. The purpose of training and development is to improve the quality and working ability of employees. If the quality and ability of employees are already high at the time of recruitment, the work during training and development will be much easier, otherwise it will be troublesome, so the relationship between them is very direct.
Fourth, the relationship with performance management. The relationship between performance management and it is more a standard than a two-way relationship. The improvement of performance is the purpose of training, so the degree of improvement is the strength of training and development, and the result of testing training and development is performance. Before choosing the content of training and development, performance is a reference, which determines the content of training, but what is important is the degree of performance improvement after training.
V. Relationship with employee relationship management. Employee relations also have a lot to do. A successful enterprise can't do without the concerted efforts of Qi Xin. So the relationship between employees is very important. Training and development have played a great role in this respect, increasing the sense of belonging to enterprises.