First, what is human resources?
Three representative viewpoints
Adult population view: human resources are the population with working ability, that is, all the population with working ability over 16 years old.
On-the-job population view: human resources are all people who are currently engaged in social labor.
Concept of personnel quality: human resources are the comprehensive application of personnel quality. It is believed that human resources refer to people's labor ability and potential.
We believe that human resources refer to the sum of physical, intellectual and mental labor and their basic qualities that can be directly invested in the process of labor production, including physical and mental qualities such as knowledge, skills, experience, personality and attitude.
Second, the difference between human resources and human capital.
1. They pay attention to different issues: human capital pays attention to income, while human resources pay attention to value.
2. The scope of the two concepts is different: human resources include natural human resources and capital human resources, human capital refers to capital resources, and human capital exists in human resources.
3. They are different in nature: human resources reflect the problem of stock, while human capital reflects the problem of stock and flow.
4. The research angles of the two are different: human resources regard manpower as the source of wealth, while human capital regards manpower as the investment object and as a part of wealth.
Third, the characteristics of human resources.
1. activity. Human resources exist in a living human body, and it will disappear with the disappearance of individual life.
2. controllability. The generation of human resources is controllable. An educator once said that if you give 1000 children, he can train them to be beggars or geniuses. It can be seen that the formation of human resources is not a natural process, but needs to be cultivated in an organized and planned way.
3. timeliness. Man's life cycle is limited. The effective period of human resource use is about 16-60 years old, and the period is 30-50 years old. If this period of time is not properly used, human resources will be reduced or even lost over time.
4. initiative. The development and utilization of human resources is completed through the owner's own activities and has initiative. In addition, if human resources are well developed, it can create more benefits than its own value.
5. Variability and instability. Human resources will change because of the change of personal environment, and this change is also manifested in different times. If someone is a talent in unit A, he is not a talent in unit B. Some people were model workers in the 1950s, but not necessarily in the 1990s.
6. reproducibility. Human resources will not be consumed in development and utilization, but can be regenerated and multiplied in utilization.
7. Sustainability of development. Because of the renewable nature of human resources, it has unlimited development potential and value. The use process of human resources is the development process.
8. Personal independence. Human resources exist in every individual and are influenced by different physiological conditions and psychological factors.
9. Internal friction. The more human resources you have, the more benefits you can get. The key lies in how we organize, develop and use them. One monk carries water, two monks carry water and three monks have no water. In other words, if all kinds of human resources are not scientifically and reasonably organized and developed, internal friction will occur between them.
10. capitalism. Human resources are the result of investment in economic resources and the basis for investors to obtain economic resources.
Fourth, what is human resource management?
Four viewpoints:
1. Comprehensive disclosure theory II. Process revelation theory III. Phenomenon revelation theory iv. Objective To reveal the theory.
We believe that under the guidance of economics and humanism, human resource management effectively utilizes relevant human resources inside and outside the organization through management forms such as recruitment, selection, training and salary to meet the needs of the current and future development of the organization and ensure the realization of organizational goals and the development of members.
The difference between personnel management and human resource management;
Personnel management:
(1) take things as the center;
(2) treating man-made things as labor costs;
(3) The personnel department, with a low level, belongs to the management system;
(4) the consumer sector;
(5) Static, focusing on the maintenance of existing manpower;
(6) Passive and lagging response;
(7) It varies from person to person;
(8) Employers value experience;
(9) Money can meet the value needs of exchange;
(10) As an important party and government work, the staff must be party member.
Human resource management:
(1) People-centered;
(2) treating people as resources;
(3) The middle and upper levels of the human resources department belong to the decision-making and strategic system;
(4) Beneficiary departments;
(5) Dynamic, focusing on the development and improvement of people's ability;
(6) Proactive and advanced development (want to be in front of the boss);
(7) The artificial object is different from the artificial object;
(8) Employers value potential;
(9) Money can't meet the value demand of the exchange;
(10) is regarded as an important professional job, which requires staff to know the professional knowledge of human resource management.
Verb (abbreviation of verb) the function of human resource management
The task of human resource management of intransitive verbs
1. planning, that is, providing suggestions on human resources planning to the competent authorities.
2. analysis. The human resources department should analyze the work of the organization.
3. configuration. The human resources department should know the situation and make appropriate arrangements for those unsuitable positions and personnel.
4. Recruitment. For vacant positions, the human resources department should be responsible for recruitment.
5. Maintenance. The human resources department is responsible for the maintenance of all on-the-job personnel. Including the maintenance of enthusiasm, ability, health and working conditions.
6. development. The survey shows that employees only need to exert 40% of their energy to ensure the completion of normal work tasks, and there is still 60% potential to be developed. Maintenance is limited and development is infinite. Therefore, developing human resources is the eternal task of human resources management department.
Seven. Professional development of human resource management activities
1. Division of labor and scientific management laid the foundation for job analysis and design.
With the emergence and development of the industrial revolution, mechanized mass production has replaced manual workshops, greatly improving labor productivity. On the other hand, the original manual labor tasks and procedures are subdivided, which leads to the specialization and decomposition of labor. Whether a person can be responsible for several processes and whether it is the most appropriate to be responsible for several processes requires special analysis and research. Therefore, job analysis came into being.
2. The concepts of human heterogeneity and industrial psychology make the allocation and selection of human resources more and more important. In the 1950s, various economic mysteries appeared. Economists believe that the value of one labor force is not equal to the value of another labor force, and trained and experienced people have more labor force than ordinary people. Psychologists have found through experiments that people with good evaluation results are also considered good by employers. Therefore, the physical and mental strength of the selected workers should match their work as much as possible.
3. The industrial revolution and scientific management led to the emergence and development of personnel training, performance appraisal and salary management. At the end of 2009 and the beginning of the 20th century, Taylor believed that in scientific management, not only employees should be trained and evaluated, but also the results of job analysis should be taken as the standard, and the evaluation results should be directly linked to the new salary and bonus.
4. Interpersonal relationship movement humanizes human resource management.
It is generally believed that there are two different modes of human resource management:
The first type: work-centered management mode. This model only emphasizes work efficiency and the management of materials, money and materials, while ignoring people's needs and sociality. Think of people as machines. As long as horses run, they don't eat grass. Under this management mode, workers' working mood is not high, and Jin often goes on strike. This pattern was common in the 1940s.
Faced with this situation, from June 1924 1 1 to April 1927, American scientist Mayo went to Chicago Electric Company to investigate and find out the main factors affecting work efficiency, and made a series of investigations in Hawthorne factory, which was called Hawthorne experiment for short. Among them, lighting experiment and welfare experiment are typical.
See P 12 for the lighting experiment. The purpose of lighting experiment is to discuss the relationship between working mode and working efficiency. Through experiments, it is found that the improvement of working conditions has a temporary impact on work efficiency.
Welfare experiment. See P 13. The purpose of welfare experiment is to explore the influence of welfare measures on work efficiency. Through experiments, it is found that the improvement of welfare has a slight impact on work efficiency.
The conclusion of Hawthorne's experiment is: (1) Among many factors that affect employees' work efficiency, human factor is the most important. (2) The improvement of working conditions and welfare has only a temporary effect on production efficiency, while the spiritual function of people is eternal.
The second type: people-centered management mode. Hawthorne believes that people have put forward a people-centered management model. In other words, we should attach importance to people's value function, the satisfaction of people's various needs, and the coordination of people's spiritual function and relationship. Namely humanized human resource management. However, humanized human resource management does not mean happy management under the theory of love and storage.
5. Behavioral science has promoted the reform of human resource management right.
Behavioral science holds that human behavior is the reflection of human body on the external environment, and human psychology and environment change with time, so there is no suitable management method under any circumstances, which requires human resource management to be changed and not mechanized.
6. Labor relations movement and legislation promote the development of human resource management in the direction of legalization.