Human resource management includes six modules of human resources: recruitment and distribution, training and development, performance management, salary management, labor relations management and human resource planning. There are four levels of human resource management. Ed said that each level has different requirements for entrance examination, so you have to study according to your own situation.
What are the positions in human resource management and how to divide them into primary and secondary positions? Generally speaking, the human resources departments of an enterprise are Chief Human Resources Officer (CHO), Human Resources Director (HR Director), Human Resources Minister/Manager (HR Manager), Human Resources Module Supervisor (HR Supervisor), Human Resources Module Specialist (HRspecialist) and Human Resources Assistant (HR assistant) in turn.
What are the contents and tasks of human resource management? I. Contents
Human resource management refers to the rational allocation of human resources in a planned way according to the requirements of enterprise development strategy. Through a series of processes such as recruitment, training, use, assessment, encouragement and adjustment of employees, the enthusiasm of employees can be mobilized, and their potential can be brought into play to create value and bring benefits for enterprises. It is a series of human resources policies and corresponding management activities to ensure the realization of the strategic objectives of enterprises. These activities mainly include the formulation of enterprise human resources strategy, employee recruitment and selection, training and development, performance management, salary management, employee flow management, employee relationship management, employee safety and health management, etc. That is, enterprises use modern management science to plan, organize, command, control and coordinate a series of activities such as human resources acquisition (selection), development (education), retention (retention) and utilization (employment), and finally realize the development goals of enterprises. The task of human resource management refers to the responsibilities and achievements that enterprise human resource management needs to complete. Human resource management should not only consider the realization of organizational goals, but also consider the personal development of employees, and emphasize the all-round development of individuals while realizing organizational goals.
Second, the task
Human resource management tasks include the goals and tasks of all managers in human resource management, as well as the goals and tasks of special human resource departments. Obviously, the two are different. The goals and tasks of professional human resources departments are not necessarily the goals and tasks of all managers, but all managers generally undertake the goals and tasks that professional human resources departments should complete.
Whether it is a specialized human resource management department or other non-human resource management departments, the tasks of human resource management mainly include the following three aspects:
1. Ensure that the organization's demand for human resources is met to the maximum extent.
2. Maximize the development and management of human resources inside and outside the organization, and promote the sustainable development of the organization.
3. Maintain and motivate the internal human resources of the organization to maximize its potential and enhance and expand its human capital.
There are six modules in human resource management: human resource work planning, recruitment and distribution, training and development, performance management, salary and welfare management and labor relations management.
There are too many specific work contents ... I have listed 10 projects.
1 job analysis and job design; 2. Make a human resource plan; 3. Staff recruitment and selection; 4. Induction education, training and development; 5. Employment management and labor relations; 6. Work performance evaluation; 7. Employee compensation and welfare guarantee design; 8. Career planning; 9. Human resource cost accounting; 10, labor relations management, keeping employee files.
What is the difference between modern human resource management and traditional human resource management? 1. 1 Traditional personnel management believes that human investment, wages, welfare expenses, training fees, etc. should be included in the production cost, and enterprises should try to reduce human investment to reduce costs and improve product competitiveness. With the development of market economy, modern resource management theory holds that human resources are not only natural resources, but also capital resources, and the return on investment of human capital is higher than all other forms of capital. Taking 1.2 as an example, the traditional personnel management is mainly organized, deployed and handled according to the decisions of superiors, and it is a "housekeeper" of passive response. Human resource management is a strategy to realize the development of social human resources and a "gold digger" who actively develops it. This difference determines that our strategic management mode should also be different from the traditional personnel management. 1.3 The traditional personnel management takes "things" as the center, pays attention to organization and personnel deployment, and attaches importance to handling the results of things. It requires selecting people according to their qualifications, which is of course correct, because it can be right for people and things. We can overemphasize people's adaptation to work, ignore people's development and utilization, and fail to fundamentally realize that people are a valuable resource, so we will miss many opportunities to have high-quality talents. Modern human resource management takes "people" as the center, attaches importance to the cultivation and utilization of people, breaks through the shackles of traditional personnel management, and no longer regards people as the needs of technical factors, but as a special tool for enterprises to survive and develop in fierce competition.
What are the skills of human resource management? Human resource management is a comprehensive discipline, and its main task is to find suitable talents for enterprises, train them in place, allocate them rationally, motivate them reasonably, retain them and make good use of them. In addition to planning human resources and establishing corresponding management systems that meet the requirements of enterprise business development, the main work focuses on talent selection (recruitment, assessment), education (training), use (deployment, job matching), retention (retention) and reward (performance assessment, salary and welfare, incentive).
What are the principles of human resource management? 1, principle of system optimization.
Organize, coordinate, operate and control the human resources system, so that it can get the best performance as a whole.
2. Principle of energy level correspondence
In human resource management, jobs, posts and positions should be arranged according to people's ability, so that people can make the best use of their talents and materials.
3, the principle of incentive reinforcement
Stimulate employees' motivation, mobilize people's subjective initiative and strengthen expected behavior, thus significantly improving labor production efficiency.
4, the principle of elastic redundancy
Elasticity generally has an "elasticity degree", beyond which it will lose its elasticity.
The same is true of human resource management. The labor intensity, working hours and work quota of employees have a certain degree. Any management beyond this level will make employees physically and mentally exhausted, exhausted and depressed.
The principle of elastic redundancy emphasizes that on the basis of giving full play to and mobilizing the ability, motivation and potential of human resources, it advocates reasonable tightness and moderation, so that people can work more effectively and healthily.
Ps: 20161211,CCTV news reports that karoshi is the primary cause. According to statistics, 600,000 people die of karoshi in China every year due to the huge work pressure, which has surpassed Japan to become the largest country in karoshi.
5, complementary value-added principle
The principle of complementary value-added refers to giving full play to the advantages of each individual, adopting the method of coordination and optimization, fostering strengths and avoiding weaknesses, and making the human resource management function optimal.
The forms of complementarity are: knowledge complementarity, ability complementarity, personality complementarity, skill complementarity and so on.
6. The principle of fair competition
Participants follow the same rules and conduct assessment, promotion and reward in a fair, just and open manner. The purpose is to cultivate and stimulate people's initiative, perseverance and innovative spirit, so that people can fully display their talents and achieve the purpose of serving the society and promoting economic development.
What is the significance of human resource management? Importance of human resource planning.
(1) Human resource planning is an effective means to ensure the normal production and operation of enterprises.
Due to the change of internal and external environment and the adjustment of enterprise goals and strategies, the requirements of enterprises for the number and quality of personnel may change. Human resource planning is to make a plan of personnel recruitment and training by analyzing the current situation of human resources in enterprises and predicting the future human demand and supply, so as to meet the dynamic demand of human resources in enterprises. Therefore, human resource planning is an effective tool to ensure the survival and development of enterprises.
(2) Rational use of human resources, improve enterprise labor efficiency, reduce labor costs, and increase enterprise economic benefits.
Due to various reasons, the manpower allocation in enterprises is often not in the best state. Some of them may feel overworked, while others feel useless. Human resource planning can adjust the imbalance of manpower allocation, and then seek the rational use of human resources and improve the labor efficiency of enterprises. Human resource planning can also find out the main contradictions that affect the effective use of human resources through the analysis and investigation of the existing human structure, give full play to people's efficiency, reduce the proportion of labor costs in the total cost, and improve the economic benefits of enterprises.
(3) Give full play to the individual ability of human resources to meet the development needs of employees.
Perfect human resource planning is based on enterprises and individuals. When human resource planning is incorporated into the long-term planning of enterprise development, the development of enterprises and individuals can be combined. According to the enterprise's human resources planning, employees can understand the future job vacancies, define their goals, enrich and cultivate themselves according to the requirements of the vacant positions, so as to meet the human needs of enterprise development and gain a sense of personal accomplishment in their work.
The significance of human resource planning is reflected in the following aspects:
1, through the scientific analysis of the supply and demand of human resources, it is helpful to formulate and implement the strategic objectives, tasks and plans of the organization;
2, leading to changes in technology and other workflow;
3. Improve the competitive advantage, such as cutting funds to the maximum, reducing costs and creating the best benefits;
4. Change the structure of labor force, such as quantity, quality, age structure and knowledge structure;
5. Assist in formulating and implementing other human resources policies, such as recruitment, training, career design and development;
6. Check the implementation effect of human resource planning and scheme as planned to help managers make scientific and effective management decisions;
7. Adapt to and implement relevant national laws and policies, such as labor law, vocational education law and social security regulations.