1. Strategic planning of human resources

In order to adapt to the changes of internal and external environment, according to the overall development strategy of the enterprise and fully considering the expectations of employees, the enterprise has formulated a programmatic long-term plan for human resource development and management. Human resource strategic planning is an important guide for human resource development and management activities of enterprises, an important part of enterprise development strategy and an effective guarantee for the implementation of enterprise development strategy.

2. Basic business of human resource management

Job analysis and job evaluation are the basic work of enterprise human resource management. Job analysis is to define and explain the characteristics and job requirements of all jobs in an enterprise. The result of job analysis is to form the job description, job qualification requirements and job business norms of each position. Job evaluation is to evaluate and judge the relative value of each position in the enterprise, and the result of job evaluation is to form the salary system of different positions in the enterprise.

3. Core business of human resource management

Including recruitment, training, performance appraisal and salary management. Recruitment is the first step in the core business of human resource management. It is a process that enterprises constantly absorb human resources from outside the organization, which can ensure the continuous demand for human resources of the organization. Training is an important means of human resources development in enterprises, including the training of employees' knowledge, skills and psychological quality, which is an important guarantee for enterprises to improve employees' quality. Performance appraisal refers to the comprehensive evaluation of the quantity, quality, efficiency and behavior pattern of employees by using scientific methods and standards, so as to carry out corresponding salary incentives, personnel promotion incentives or post adjustments. Performance appraisal is an important basis for implementing employee motivation; Salary management is an extremely important aspect of enterprise human resource management, which mainly includes the design of salary system and structure, the calculation and level adjustment of employee salary, salary payment and so on. It is an important means for enterprises to implement material incentives for employees.

4. Other work of human resource management

Enterprise human resource management also includes other daily business contents, such as personnel statistics, employee health and safety management, personnel attendance, personnel file management, employee contract management, etc.

Characteristics of human resources

1. Human Resource Biology

Man is first and foremost a creature. Human resources exist in human body and are living "living" resources, which are related to human natural physiological characteristics. People's basic physiological needs have some biological characteristics. In management, we must first understand the natural attributes of people and carry out humanized management according to their natural attributes and physiological characteristics. Human resources are unique to human beings, so they are inalienable. This is the most fundamental feature of human resources.

2. Time limit of human resources

Time limitation means that the formation and efficiency of human resources are limited by their life cycle. As a biological organism, individual life has cycles, and everyone has to go through infancy, adolescence, adolescence, middle age and old age. Among them, working time is a part of the life cycle, and the availability of resources is different in different periods. No matter what kind of person, there is the best period and the best age. If their talents are not fully utilized and developed during this period, it will lead to the waste of human resources. Therefore, the development and management of human resources must respect the timeliness characteristics of human resources, achieve timely development and timely utilization, pay attention to timeliness, maximize the output of human resources, and extend the time it plays a role.

3. Regeneration of human resources

Economic resources are divided into renewable resources and non-renewable resources. The most typical non-renewable resources are mineral deposits, such as coal mines, gold mines, iron ore and oil. Every time a batch is developed and used, its total amount will be reduced by one batch, and it can never be restored by its own mechanism. Other resources, such as forests, can be regenerated after development and utilization, and the total amount of resources can be maintained as long as necessary conditions are maintained. Human resources are also renewable, which is based on population reproduction and labor reproduction and is realized through the process of "labor consumption-labor production-labor re-consumption-labor reproduction". At the same time, people's outdated knowledge and skills can be updated through training and re-learning. Of course, the regeneration of human resources is different from general biological resources. In addition to observing the general biological laws, it is also influenced by human consciousness and human activities. In this sense, human resources should realize self-compensation, self-renewal and sustainable development, which requires that the development and management of human resources should attach importance to lifelong education and strengthen post-training and development.

4. Wear and tear of human resources in the process of use

There will be tangible and intangible losses in the use of human resources. The illness and aging of workers themselves are tangible wear and tear, while the aging of workers' knowledge and skills is intangible wear and tear. In modern society, this loss of human resources presents the following characteristics: first, unlike the traditional agricultural society and industrial society, which is more tangible, modern society is more intangible; Secondly, an important feature of today's society is that new technologies are constantly replacing the original technologies, and the renewal cycle is getting shorter and shorter, which leads to the aging of employees' knowledge and skills and the rapid loss of human resources; Finally, the compensation of human resources is more difficult, because the wear and tear of human resources in today's society is mainly intangible wear, and the compensation of intangible wear is much more difficult than tangible wear; At the same time, due to the accelerated loss of human resources, the salary cost is getting higher and higher.

5. Sociality of human resources

People are in a certain society, and the formation, allocation, utilization and development of human resources are completed through social division of labor, which is the basis of social existence. The sociality of human resources is mainly manifested in the communication between people and the countless connections arising from it. The core of human resource development is to improve individual quality, because the improvement of individual quality will inevitably form a high-level human resource quality. However, in modern society, under the condition of highly socialized mass production, individuals have to play a role through certain groups. Reasonable group organization structure is conducive to the growth and efficient play of individuals, while unreasonable group organization structure will suppress individuals. The structure of group organizations depends to a great extent on the social environment, which constitutes the background of human resources. It directly or indirectly affects the development of human resources through group organization, which puts forward requirements for human resource management: we should not only pay attention to the coordination between people, people and groups, people and society, but also pay attention to the importance of team building in the organization.

6. Initiative of human resources

Initiative is the essence that distinguishes human resources from other resources. Other resources are completely passive in the development process; Human resources are different. In the process of being developed, they have thoughts and emotions, can choose their own behaviors, can actively learn and choose their own careers, and more importantly, human resources can give full play to their subjective initiative, and use other resources purposefully and consciously to produce and promote social and economic development. At the same time, human resources have the potential of creative thinking, which can play a creative role in human activities, not only innovating ideas, but also creating new production tools and technologies.

7. Human resources have the dual roles of producer and consumer.

Human resources are not only the result of investment, but also can create wealth; In other words, it is both a producer and a consumer, with dual roles. Investment in human resources comes from individuals and society, including education and training, health and so on. The quality of human resources depends entirely on the degree of investment. Investment in human resources is a kind of consumption behavior, which is necessary and precedes the income of human capital. Research has proved that the investment in human resources is highly value-added, which is far greater than the income from investing in other resources from the social or personal point of view.

8. Value-added human resources

Human resources not only have the characteristics of regeneration, but also its regeneration process is a value-added process. In the process of developing and utilizing human resources, on the one hand, wealth can be created; On the other hand, through the accumulation and renewal of knowledge and experience, we can enhance our own value and make the organization realize value-added.