Analysis Of Six Major Modules Of Human Resources

　　 1. Human resources planning -HR navigation aids and navigator.

Ships sailing to sea need to set up a buoy to locate their destinations, and at the same time require an effective navigation system to ensure that they sail on the right route. Human resources are also the same as resource management. We need to determine the orientation and Realization of HR's work objectives. The purpose of human resource planning is to combine the development strategy of enterprises with the analysis of the current situation of enterprise resources and the current situation of human resources management, and find out the key points and directions of future human resources work, and formulate specific work plans and plans to ensure the smooth realization of enterprise goals. The focus of human resource planning is to collect, analyze and count the current situation of human resource management in enterprises. strategy Work out a plan for future human resources work. Just like the navigator of navigation aids sailing to sea, the human resources planning plays a role in positioning and grasping the route in HR work.

　　 2, recruitment and allocation - the combination of "citation" and "use"

Personnel appointment is a matter of matching posts and posts. Finding the right person and putting it in an inappropriate position will make the recruitment work meaningless without finding the right person. The recruitment of suitable talents and the allocation of talents to the right place is the only way to complete an effective recruitment. Recruitment and allocation have their respective focuses. Recruitment is composed of a series of steps, such as demand analysis, budget formulation, recruitment plan formulation, recruitment implementation, follow-up evaluation, and so on. The key is to do well in the demand analysis. First, make clear what the enterprise needs, how many people it needs, what demands it has for these people, and what channels to find those people that the company needs. After the objectives and plans are clear, recruitment will become more targeted. The staffing work should be considered in the recruitment needs analysis, so that according to the "tailor-made" standard of the post, and according to this standard, the talents needed by the enterprise will be recruited, and the configuration work will be simplified as a procedural link. Recruitment and allocation can not be regarded as separate processes, but two links that affect each other and depend on each other. recruit Appropriate personnel and effective allocation can ensure the realization of recruitment significance.

　 3. Training and development to help employees to do their jobs and maximize their potential.

For the employees of the new company, it is necessary to adapt and be competent as soon as possible. Besides their own hard work, they also need help from the company. For the employees who are on the job, to adapt to the adjustment of the company strategy brought about by the changes in the market situation, it is necessary to constantly adjust and improve their skills. Based on these two aspects, it is very necessary to organize effective training to maximize the potential of employees. As far as content is concerned, training includes enterprise culture training, rules and regulations training, post skill training and management skill development training. Training must be targeted and the specific needs of different trainees should be considered. For the new employees, training can help them adapt to and be competent for the work. For the employees, training can help them master the new skills they need and help them develop their potential to the maximum extent. For the company, the training work will enable the enterprise to work smoothly and improve its performance. The importance of training and development is obvious. {page_break}

4. Salary and welfare - one of the most effective ways to motivate employees.

There are two functions of salary and welfare: one is the affirmation of employees' past achievements; the two is effective. Salary and welfare system Promote continuous improvement of employees' performance. An effective salary and welfare system must be fair, ensuring external equity, internal equity and job equity. External fairness will make the salary and welfare of the enterprises competitive in the market, and the internal equity should reflect the vertical difference of salary. A fair performance of past performance will surely give employees a sense of accomplishment. Commitment to future salary and benefits will stimulate employees' enthusiasm for continuous improvement. Salary and welfare must be organically combined with material and non-material forms, so as to meet the different needs of employees and maximize their potential.

　 5, performance management - different perspectives, different outcomes

The purpose of performance appraisal is to use an effective system to confirm past performance and to expect continuous improvement of future performance through performance appraisal. Traditional performance work only stays at the level of performance appraisal, while modern performance management pays more attention to the improvement of future performance. The shift of concerns has shifted the focus of modern performance. The effectiveness of the system has become the focus of attention of HR workers. An effective performance management system includes a scientific assessment index, a reasonable assessment standard, and salary and benefits payment and rewards and punishments corresponding to the assessment results. Pure performance appraisal makes performance management confined to the concern of past work, more attention to the follow-up role of performance, so that the perspective of performance management can be transferred to the continuous improvement of future performance.

　　 6, employee relations - achieving win-win results for both enterprises and employees.

The handling of employee relations is based on the relevant laws, regulations and policies of the state and the company's rules and regulations. At the beginning of the labor relations, the rights and obligations of the laborers and employers should be defined. Within the term of the contract, the relationship between the rights and obligations between the laborers and the employing units should be handled according to the contract. For labourers, it is necessary to use labor contracts to ensure their own interests are realized, and at the same time, they should fulfill their obligations to the enterprises. For the employer, the labor contract law mainly lies in standardizing its employment behavior and safeguarding the basic interests of the laborers. But on the other hand, it also safeguards the interests of employers, including the appointment of workers, and dismissal of workers who are not competent for their jobs according to the applicable terms, and legally evade labor laws and regulations, so as to save human capital expenditures for enterprises. In short, the purpose of employee relationship management is to clarify the rights and obligations of both parties, to provide a stable environment for business development, and achieve win-win results for enterprises and employees through the achievement of the company's strategic goals.

HR the work of each module has its own emphasis, but the major modules are indivisible. Just like the biological chain, the loss of any link will affect the imbalance of the whole system. HR work is an organic whole. The work of every link must be in place. At the same time, we should constantly adjust the focus of work according to different situations, so as to ensure the benign operation of human resources management and support the ultimate realization of the strategic objectives of enterprises.