Human resource management is a set of measures to enable enterprises to have a certain quality and necessary amount of manpower to achieve organizational goals, including personal interests, in order to obtain the matching between the demand for personnel and the number of personnel in the future development of enterprises. Today I'm going to tell you about six human resources sections. Friends in need can have a look. I hope it helps you!
Human resource management is divided into 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. Shantou recruitment network
First, Shantou Recruitment Network Human Resource Planning
It is a set of measures to make an enterprise have a certain quality and necessary quantity of manpower stably, so as to achieve organizational goals including personal interests, so as to obtain the matching between personnel demand and personnel ownership in the future development of the enterprise. Among them: Shantou Recruitment Network
The goal of human resource planning: Shantou recruitment network
1, acquire and maintain a certain number of people with specific skills, knowledge structure and abilities; Shantou recruitment network
2. Make full use of existing human resources; Shantou recruitment network
3. Be able to predict the potential overstaffing or manpower shortage in the enterprise organization; Shantou recruitment network
4. Establish a well-trained, flexible workforce to enhance the enterprise's ability to adapt to the unknown environment; Shantou recruitment network
5. Reduce the dependence of enterprises on external recruitment in key technical links. Shantou recruitment network
Verification of human resources refers to the inspection of the quantity, quality, structure and distribution of human resources. Shantou recruitment network
Human resource information includes: personal natural situation, employment data, educational background data, salary data, job execution evaluation, work experience, service and resignation data, work attitude, historical data of work or position, etc. Shantou recruitment network
The methods of human resource demand forecasting include intuitive forecasting method (qualitative forecasting) and mathematical forecasting method (quantitative forecasting). Shantou recruitment network
Job analysis: Job analysis, also known as job analysis and job analysis, is an important routine technology in human resource management and the basis of the whole human resource management. Job analysis is an activity to determine the basic factors such as the nature, structure and requirements of the job through certain analytical means. Shantou recruitment network
The Role of Job Analysis: Shantou Recruitment Network
1. Select and appoint talents. Shantou recruitment network
2. Formulate effective personnel forecasting scheme and personnel plan. Shantou recruitment network
3. Design a positive personnel training and development plan. Shantou recruitment network
4. Provide assessment, promotion and operation standards. Shantou recruitment network
5. Improve work and production efficiency. Shantou recruitment network
6. Establish an advanced and reasonable labor quota and remuneration system. Shantou recruitment network
7. Improve the work design and environment. Shantou recruitment network
8. Strengthen career counseling and career guidance. Shantou recruitment network
Procedures of job analysis: preparation stage, planning stage, analysis stage, description stage, application stage and operation control. Shantou recruitment network
Job analysis information includes: Shantou recruitment network
1, Job Title Shantou Recruitment Network
2. Number of jobs in Shantou Recruitment Network
3. Work unit Shantou Recruitment Network
4. Responsibilities of Shantou Recruitment Network
5. Working knowledge of Shantou Recruitment Network
6. Intelligence requirements of Shantou Recruitment Network
7. Skilled and accurate Shantou Recruitment Network
8. Experience Shantou Recruitment Network
9. Education and Training Shantou Recruitment Network
10, Physical Requirements Shantou Recruitment Network
1 1, working environment Shantou recruitment network
Relationship with other positions Shantou recruitment network
13, working hours and shifts Shantou recruitment network
14, Staff Characteristics Shantou Recruitment Network
15, Selection Method Shantou Recruitment Network
The information obtained from job analysis is arranged as follows: Shantou Recruitment Network.
1, text description Shantou recruitment network
2. Work List and Questionnaire Shantou Recruitment Network
3. Shantou Recruitment Network Activity Analysis
4. Determinants Shantou Recruitment Network
Second, the recruitment and configuration of Shantou Recruitment Network
Staff recruitment: according to the requirements of the strategic planning of the enterprise, recruit excellent and suitable people to enter the enterprise and put the right people in the right positions. Among them: Shantou Recruitment Network
Commonly used recruitment methods include: scenario simulation of recruitment interview, psychological test and labor skill test. Shantou recruitment network
Requirements that employees must meet in recruitment: Shantou Recruitment Network
1, in line with relevant national laws and policies and national interests; Shantou recruitment network
2. The principle of fairness; Shantou recruitment network
3. Equal employment should be adhered to in recruitment. Shantou recruitment network
4. Ensure the quality of employees; Shantou recruitment network
5. According to the needs of enterprise human resources planning and the job qualifications of personnel in the job description, employ scientific methods and procedures for recruitment. Shantou recruitment network
6. Strive to reduce the recruitment cost and pay attention to improving the recruitment efficiency. Shantou recruitment network
Recruitment expenses include: new recruitment expenses; Replacement cost; Opportunity cost. Shantou recruitment network
Personnel deployment measures: Shantou recruitment network
1, take deployment measures according to the supply and demand of human resources inside and outside the enterprise. Shantou recruitment network
2. Build a talent echelon. Shantou recruitment network
3. The policy of giving priority to the deployment of talents from within the enterprise. Shantou recruitment network
4. Implement the personnel policy of open competition. Shantou recruitment network
Steps of manpower demand diagnosis: Shantou recruitment network
1, the human resources planning is unified by the company. Or by the various departments according to the long-term or short-term actual work needs, put forward the manpower demand. Shantou recruitment network
2. To be filled in by the Human Resources Department? Personnel requirements table? . Shantou recruitment network
3. Audit by the Human Resources Department. Shantou recruitment network
The staffing table includes: Shantou Recruitment Network.
1. Department and position of the required personnel; Shantou recruitment network
2. Work content, responsibilities and authority; Shantou recruitment network
3, the number of people needed and what kind of employment; Shantou recruitment network
4. Basic information of personnel (age, gender); Shantou recruitment network
5. Required education and experience; Shantou recruitment network
6. Hope skills and professional knowledge; Shantou recruitment network
7. Other contents that need to be explained. Shantou recruitment network
The content of making a recruitment plan: Shantou recruitment network
1, the number of employees and personnel required to reach the specified employment rate. Shantou recruitment network
2. Time interval from candidate application to employment. Shantou recruitment network
3. Employment standards. Shantou recruitment network
4. Sources of employment. Shantou recruitment network
5. Calculation of recruitment cost. Shantou recruitment network
Recruitment cost calculation: 1, personnel expenses, 2, business expenses. 3. Comprehensive management fees of enterprises. Shantou recruitment network
Recruitment method classification: 1. Entrust various labor and employment agencies. 2. Recruit Shantou Recruitment Network by yourself.
Recruitment tests and interview process: 1. Organize various forms of examinations and tests. 2. Determine the candidates for the interview, issue an interview notice, and make preparations before the interview. 3. Implementation of the interview process. 4. Analyze and evaluate the interview results. 5. Determine the final result of personnel recruitment and conduct physical examination when necessary. 6. Feedback of interview results. 7. Archive interview materials. Shantou recruitment network
Contents of pre-job training for employees: 1. Familiar with the work content, nature, responsibility, authority, interests and norms. 2. Understand the corporate culture, policies and rules and regulations. 3. Be familiar with the enterprise environment, post environment and personnel environment. 4. Be familiar with and master the workflow and skills. Shantou recruitment network
Third, Shantou recruitment network performance appraisal
Performance evaluation: in essence, it is the evaluation of people and their working conditions, which reflects the relative value or contribution of people in the organization. Broadly speaking, it is to observe, record, analyze and evaluate people purposefully and systematically in daily work. Among them: Shantou Recruitment Network
Significance of performance evaluation: 1. The evaluation is based on the business objectives of the enterprise, so that the personnel treatment management after evaluation is helpful to the realization of the business objectives of the enterprise. 2. As an integral part of the personnel management system, a set of systematic institutional norms, procedures and methods are used for evaluation. 3. Based on the facts, evaluate the working ability, working attitude and performance of the members of the organization in their daily work. Shantou recruitment network
Purpose of performance appraisal: 1. Evaluate the performance of employees. 2. Establish an effective performance appraisal system, procedures and methods. 3. Realize the recognition, understanding and familiarity of all employees, especially managers, in the performance appraisal. 4. Promote the performance appraisal system. 5. Improvement and promotion of the company's overall work performance. Shantou recruitment network
Function of performance appraisal: 1. For companies, 1. Performance improvement. 2. Staff training. 3. motivation. 4. personnel adjustment. 5. Salary adjustment. 6. Compare the work results with the objectives, and check the performance of employees. 7. Performance comparison among employees. Shantou recruitment network
For supervisors, 1. Help subordinates to establish professional working relationships. 2, in order to explain the supervisor's expectations of subordinates. 3. Understand the views of subordinates on their responsibilities, goals and tasks. 4. Get the opinions and suggestions of subordinates to the supervisor and the company. 5. Provide supervisors with the opportunity to explain personnel decisions such as salary and treatment to subordinates. 6.* * * Discuss employee training and development needs and action plans. Shantou recruitment network
For employees, 1, deepen their understanding of their responsibilities and goals. 2. Achievement and ability are appreciated by the boss. 3. Get an opportunity to explain difficulties and misunderstandings. 4. Understand the implementation of policies related to yourself. 5. Know your own development prospects. 6. Get a sense of participation in the job evaluation process that affects you. Shantou recruitment network
Performance appraisal category: 1, annual appraisal 2, peacetime appraisal 3, special appraisal Shantou recruitment network.
The working procedures of performance appraisal are divided into closed appraisal and open appraisal.
The main indicators of short-term performance appraisal effect evaluation are: 1, appraisal completion rate 2, action plan determined by appraisal interview 3, quality of written report of appraisal results 4, attitude of superiors and employees to appraisal and understanding of their roles. 5 fair. Shantou recruitment network
Main indicators of long-term effect evaluation: 1, organizational performance 2, employee quality 3, employee turnover rate 4, and the improvement of employee's recognition rate of the enterprise. Shantou recruitment network
Matters needing attention in giving employees assessment feedback: 1, tentative 2, willing to listen 3, specific 4, respecting subordinates 5, giving comprehensive feedback 6, constructive 7, and not overemphasizing employees' shortcomings. Shantou recruitment network
Fourth, the training and development of Shantou Recruitment Network
Training and development: the organization improves employees' working ability, knowledge level and potential through learning and discipline, matches employees' personal qualities with work requirements to the maximum extent, and promotes the improvement of employees' current and future work performance. Among them: Shantou Recruitment Network
Definition of training: Training is a process to teach new employees or existing employees the basic skills necessary to complete the work. Shantou recruitment network
Definition of development: development mainly refers to management development, which refers to all activities to improve current or future management performance by imparting knowledge, changing ideas or improving skills. Shantou recruitment network
The main purpose of training and development: 1, to improve the level of work performance and enhance the working ability of employees. 2. Enhance the adaptability and resilience of organizations or individuals. 3. Improve and enhance employees' sense of identity and belonging to the organization. Shantou recruitment network
Characteristics of enterprise training development: 1, regularity of training 2, advance of training 3, lag effect of training.
Training demand analysis: long-term goals and short-term goals. Including: 1, human resource demand analysis, organizational efficiency analysis and organizational culture analysis.
The analysis of personnel training needs includes: 1, personnel ability, quality and skills analysis 2, job performance evaluation.
Training methods: 1, lecture method 2, operation demonstration method 3, case study method, etc.
Five, salary and welfare management Shantou recruitment network
Definition of salary: refers to the sum of all kinds of monetary and in-kind rewards that employees get for providing labor for enterprises. Among them: Shantou Recruitment Network
Steps for formulating salary and welfare system: 1, formulating salary strategy 2, job analysis 3, salary survey 4, salary structure design 5, salary grading and salary fixing 6, control and management of salary system.
The definition of salary structure refers to the relationship between the relative value of each position in an enterprise organization and the corresponding paid salary. Shantou recruitment network
Factors affecting salary setting: 1. Internal factors 1, business nature and content of the enterprise 2. Organizational culture. Ability to pay 4. The position of the employee. Second, external factors 1, social awareness 2, local living standards 3, national policies and regulations 4, human resources market conditions. Shantou recruitment network
Post evaluation: post evaluation is a method to systematically evaluate the position of each post in the internal salary structure of the unit. Shantou recruitment network
Job evaluation principles: 1, systematic principle 2, practical principles 3, normative principle 4, energy level correspondence principle 5, optimization principle, Shantou recruitment network.
Five elements of job evaluation: 1, labor responsibility 2, labor skills 3, labor psychology 4, labor intensity 5, working environment Shantou recruitment network.
Indicators and classification of job evaluation: job evaluation is divided into 24 indicators, which can be divided into: 1, the evaluation indicators are labor skills, labor responsibility and labor psychology *** 14, and the measurement indicators are labor intensity and labor environment *** 10. Shantou recruitment network
The methods of job evaluation mainly include: 1, ranking method 2, classification method 3, scoring method 4 and factor comparison method.
Definition of post evaluation standard: refers to the unified provisions made by relevant departments on the methods, indicators and indicator system of post evaluation. Shantou recruitment network
Six, Shantou labor relations recruitment network
Labor relations: social and economic relations established between workers and employers (including various enterprises, individual industrial and commercial households, institutions, etc.). ) in the process of labor. Among them: Shantou Recruitment Network
Labor contract: it is an agreement between the laborer and the employer to establish labor relations and clarify the rights and obligations of both parties. Shantou recruitment network
The principle of concluding a labor contract: equality, voluntariness and consensus through consultation. Shantou recruitment network
Invalid labor contract: labor contracts that violate laws and administrative regulations and labor contracts concluded by fraud or threat are invalid. Shantou recruitment network
The definition of probation period: refers to the inspection period of no more than six months agreed by the employer and the employee for mutual understanding and choice. Shantou recruitment network
Terms and conditions of the labor contract: 1, term of the labor contract 2, work content 3, labor protection and working conditions 4, labor remuneration 5, labor discipline 6, conditions for termination of the labor contract 7, liability for breach of the labor contract. Shantou recruitment network
Classification of labor contract term: fixed term, non-fixed term, and completion of certain work as the term. Shantou recruitment network
Modification of the labor contract: During the performance of the labor contract, due to changes in circumstances, some terms of the labor contract can be modified and supplemented through consultation between both parties. The unchanged part continues to be valid. Shantou recruitment network
Definition of labor contract termination: The labor contract is terminated when it expires or the conditions for termination of the labor contract appear. Shantou recruitment network
Renewal of Labor Contract: Upon the expiration of the term of the Labor Contract, the Labor Contract can be renewed through negotiation between both parties. Shantou recruitment network
Dissolution of labor contract: refers to the legal act that one or both parties to the labor contract terminate the labor relationship in advance for some reason after the labor contract is concluded and before the labor is fully performed. Shantou recruitment network
Definition of collective contract: A collective contract is a written agreement reached by a trade union (or employee representative) on behalf of employees and enterprises on issues such as labor remuneration and working conditions through consultation and negotiation. Shantou recruitment network
Contents of the collective contract: 1, standards and specifications of working conditions. 2. Transitional provisions. 3, the provisions of the collective contract itself. Shantou recruitment network
Collective contract comes into effect: if the labor administrative department does not raise any objection within 15 days after receiving the text of the labor contract, the collective contract comes into effect. Shantou recruitment network
Disputes over collective contracts: In case of disputes over the signing of collective contracts through collective negotiation, if both parties fail to reach an agreement through consultation, they may submit a written consultation application to the labor dispute coordination agency of the labor administrative department; Do not apply, if necessary, by the labor administrative department to coordinate the handling. Shantou recruitment network
Definition of labor dispute: refers to disputes arising from the implementation of labor rights and the performance of labor obligations by both parties in labor relations. Shantou recruitment network
Scope of labor dispute: 1. Disputes arising from dismissal, dismissal, resignation and voluntary resignation of employees. 2 disputes arising from the implementation of state regulations on wages, social insurance benefits, training and labor protection. 3. Disputes arising from the performance of the labor contract. 4, state organs, institutions, social organizations and the unit to establish a labor contract relationship between workers, individual industrial and commercial households and helper, apprentice disputes. 5. Other labor disputes that should be handled in accordance with the Regulations on Handling Labor Disputes in Enterprises as stipulated by laws and regulations. Shantou recruitment network
Labor dispute handling institutions are: 1, enterprise labor dispute mediation committee 2, labor arbitration committee 3, Shantou People's Court Recruitment Network.
Labor Dispute Mediation Committee: an organization established by the employing unit in accordance with the Labor Law and the Regulations on Handling Labor Disputes in Enterprises, and a mass organization specialized in handling labor disputes with employees of the unit. Shantou recruitment network
The composition of the Labor Dispute Mediation Committee: 1, with 2 representatives of employees, 3 representatives of employers and representatives of employers' trade unions. Shantou recruitment network
Labor dispute arbitration commission: it is a specialized institution dealing with labor disputes. Shantou recruitment network
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