What is the deployment strategy of the six modules of human resources?

Human resource management is divided into six modules [1]:1,human resource planning; 2. Recruitment and configuration; 3. Training and development; 4. Performance management; 5. Salary and welfare management; 6. Labor relations management. First, human resource planning is a set of measures to make an enterprise have a certain quality and necessary amount of manpower to achieve organizational goals including personal interests, so as to obtain the matching between the demand for personnel and the number of personnel in the future development of the enterprise. Among them: the goal of human resource planning: 1, to acquire and maintain a certain number of people with specific skills, knowledge structure and ability; 2. Make full use of existing human resources; 3. Be able to predict the potential overstaffing or manpower shortage in the enterprise organization; 4. Establish a well-trained, flexible workforce to enhance the enterprise's ability to adapt to the unknown environment; 5. Reduce the dependence of enterprises on external recruitment in key technical links. Verification of human resources refers to the inspection of the quantity, quality, structure and distribution of human resources. 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. The methods of human resource demand forecasting include intuitive forecasting method (qualitative forecasting) and mathematical forecasting method (quantitative forecasting). 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. The role of job analysis: 1. Select and appoint qualified personnel. 2. Formulate effective personnel forecasting scheme and personnel plan. 3. Design a positive personnel training and development plan. 4. Provide assessment, promotion and operation standards. 5. Improve work and production efficiency. 6. Establish an advanced and reasonable labor quota and remuneration system. 7. Improve the work design and environment. 8. Strengthen career counseling and career guidance. Procedures of job analysis: preparation stage, planning stage, analysis stage, description stage, application stage and operation control. The information of job analysis includes: 1, job name 2, work quantity 3, work unit 4, responsibilities 5, work knowledge 6, intelligence requirements 7, proficiency and accuracy 8, experience 9, education and training 10, physical requirements1,and working environment/kloc-0. Working hours and shifts 14, employee characteristics 15, and selection methods The information obtained from the job analysis is organized in the following ways: 1, description 2, work list and questionnaire 3, activity analysis 4, determining factor method 2, employee recruitment and allocation of employee recruitment: according to the requirements of business strategic planning, excellent and suitable people will be recruited into the enterprise, and. Among them, the commonly used recruitment methods are: scenario simulation of recruitment interview, psychological test and labor skill test. Requirements that employees must meet in recruitment: 1, which is in line with relevant national laws and policies and national interests; 2. The principle of fairness; 3. Equal employment should be adhered to in recruitment. 4. Ensure the quality of employees; 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. 6. Strive to reduce the recruitment cost and pay attention to improving the recruitment efficiency. Recruitment expenses include: new recruitment expenses; Replacement cost; Opportunity cost. Personnel deployment measures: 1, which is based on the supply and demand of human resources inside and outside the enterprise. 2. Build a talent echelon. 3. The policy of giving priority to the deployment of talents from within the enterprise. 4. Implement the personnel policy of open competition. Steps of manpower demand diagnosis: 1. Unified human resources planning by the company. Or by the various departments according to the long-term or short-term actual work needs, put forward the manpower demand. 2. The Human Resources Department fills in the "Personnel Requirement Form". 3. Audit by the Human Resources Department. The personnel demand table includes: 1, departments and positions of required personnel; 2. Work content, responsibilities and authority; 3, the number of people needed and what kind of employment; 4. Basic information of personnel (age, gender); 5. Required education and experience; 6. Hope skills and professional knowledge; 7. Other contents that need to be explained. The content of the recruitment plan is: 1, the number of employees and the personnel needed to reach the specified employment rate. 2. Time interval from candidate application to employment. 3. Employment standards. 4. Sources of employment. 5. Calculation of recruitment cost. Recruitment cost calculation: 1, personnel expenses, 2, business expenses. 3. Comprehensive management fees of enterprises. Recruitment method classification: 1. Entrust various employment agencies. 2. recruitment tests and the 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. 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. Third, performance appraisal performance appraisal: from the connotation, it is to evaluate people and their working conditions, and to reflect the relative value or contribution of people in the organization through evaluation. Broadly speaking, it is to observe, record, analyze and evaluate people purposefully and systematically in daily work. Where: the significance of performance appraisal: 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. 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. 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. 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. 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. Performance appraisal type: 1, annual appraisal 2, peacetime appraisal 3, special appraisal Performance appraisal procedures 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. 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. 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. Four. Training and development Training and development: The organization will improve employees' working ability, knowledge level and potential through learning and discipline, so as to make employees' personal qualities match their work needs to the maximum extent and promote their current and future work performance. Among them: the definition of training: training is a process to teach new employees or existing employees the basic skills necessary to complete the work. 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. 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. Characteristics of enterprise training development: 1, regularity of training 2, advance of training 3, post-extension training demand analysis of training effect: long-term goal and short-term goal. Including: 1, institutional human resource demand analysis; 2. Analysis of organizational efficiency; 3. Analysis of personnel training needs of organizational culture; 2. Evaluation and training methods of work performance: 1, lecture method 2, operation demonstration method 3, case study method, etc. 5. Definition of salary and welfare management: Yes. Among them: the steps of making salary and welfare system: 1, making salary strategy 2, job analysis 3, salary survey 4, salary structure design 5, salary grading and salary fixing 6, definition of salary structure control and management: it refers to the relationship between the relative value of each position in an enterprise organization and its corresponding salary. 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. Post evaluation: post evaluation is a method to systematically evaluate the position of each post in the internal salary structure of the unit. Job evaluation principles: 1, system principle 2, practical principle 3, standardization principle 4, energy level correspondence principle 5, optimization principle, five elements of job evaluation: 1, labor responsibility 2, labor skills 3, labor psychology 4, labor intensity 5, indicators and classification of job evaluation in working environment: job evaluation is divided into 24 indicators, which can be classified according to the nature and evaluation of indicators. The evaluation index is labor skill, labor responsibility and labor psychology *** 14, and the measurement index is labor intensity and labor environment *** 10. The methods of job evaluation mainly include: 1, ranking method 2, classification method 3, scoring method 4 and factor comparison method. The definition of post evaluation criteria refers to the unified provisions made by relevant departments on post evaluation methods, indicators and indicator systems. Labor relations of intransitive verbs Labor relations: social and economic relations established between workers and employers (including various enterprises, individual industrial and commercial households and institutions). ) in the process of labor. Among them: 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. The principle of concluding a labor contract: equality, voluntariness and consensus through consultation. Invalid labor contract: labor contracts that violate laws and administrative regulations and labor contracts concluded by fraud or threat are invalid. 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. 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. Classification of labor contract term: fixed term, non-fixed term, and completion of certain work as the term. 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. Definition of labor contract termination: The labor contract is terminated when it expires or the conditions for termination of the labor contract appear. 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. 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. 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. Contents of the collective contract: 1, standards and specifications of working conditions. 2. Transitional provisions. 3, the provisions of the collective contract itself. 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. Disputes over collective contracts: In case of disputes over the signing of collective contracts through collective negotiation, if both parties fail to resolve them through consultation, they may submit a written consultation application to the labor dispute coordination and handling institution of the labor administrative department; If the application is not made, the labor administrative department shall coordinate the handling according to the situation when it deems it necessary. 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. 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. Labor dispute mediation organizations include: 1, enterprise labor dispute mediation committee 2, labor arbitration committee 3, and people's court labor dispute mediation committee: it is an organization established by the employing unit within the unit according to the provisions of the Labor Law and the Regulations on Handling Labor Disputes in Enterprises, and it is a mass organization specialized in handling labor disputes with employees of the unit. The composition of the Labor Dispute Mediation Committee: 1, with 2 representatives of employees, 3 representatives of employers and representatives of employers' trade unions. Labor dispute arbitration commission: it is a specialized institution dealing with labor disputes. People's Court: It is a national judicial organ and also undertakes the task of handling labor disputes.