A detailed analysis of human resource management and economics

1. Generally speaking, it belongs to the liberal arts.

2. Arts and sciences are acceptable.

3. There is no direct connection between college and high school learning, if you are in high school, it is better to choose your own two strongest subjects and get the highest score to the best university.

4. There is a difference between human resources and economics. If you want to invest in foreign investment, you must be very good at English. In the case of economics, it is necessary to have a thorough understanding of foreign economic laws.

5. Human resources are partial to enterprise management, and generally companies have human resources departments. Economics is broad, mainly financial, depending on your future direction, you can go to financial management, you can also go to the direction of economic law.

7. Other things are not easy to introduce, these two majors are not open to introduce can not be explained in one or two books, you can get a general idea of the encyclopedia by yourself, mainly because of the experience accumulation after you engage in related work in the future.

Summary. Summary of Human Resources Professional Job Analysis Chapter 1 Job Analysis Overview Section 1 The Concept of Job Analysis 1, Job Analysis, simply put, is a scientific means used by human resource management to understand job information and situations in a short period of time. 2. Analytical activities include decomposition, comparison and synthesis.

Among them, decomposition is the foundation, comparison is the key, and synthesis is the result.3 The so-called decomposition is the division of a certain thing, taking its parts apart, and studying how they are combined into this thing.

Summary of Human Resources Professional Job Analysis Chapter 1 Job Analysis Overview Section 1 The Concept of Job Analysis 1, Job Analysis, simply put, is a scientific means used by human resource management to understand job information and situations in a short period of time. 2. Analytical activities include decomposition, comparison and synthesis. Among them, decomposition is the foundation, comparison is the key, and synthesis is the result.3 The so-called decomposition is the division of a certain thing, taking its parts apart, and studying how they are combined into this thing.

4. Any complex work system is analyzed from the four levels of output, input, process and related factors5, job analysis as an activity, its subject is the job analyst, the object is the entire organizational system, and the object is the work, including strategic objectives, organizational structure, department functions, job content of posts (positions), work responsibilities, work skills, work intensity, work environment, work psychology and work methods, work standards, working hours and their operational relationships in the organization. 6. From the distribution range of objects, there are two kinds of work analysis: generalized and chivalrous. Job analysis in a broad sense is the analysis of job work within the whole country and society; The chivalrous work analysis is the analysis of the work of various positions within an enterprise or institution.

7. In terms of purpose, there are two types of job analysis: single-purpose type and multi-purpose type. The main difference is in the details and the content of the records, but the means and processes used to obtain and analyse the information are the same. 8. From the analysis entry point, there are three types of job analysis: post-oriented, personnel-oriented and process-oriented.

Job-oriented, which refers to the job analysis activities carried out manually from the job task survey; Personnel-oriented refers to the work analysis activities that start with the investigation of personnel's work behavior; Process-oriented, refers to the work analysis activities carried out from the investigation of the production link of the product or service9, job analysis, mainly in the following situations when new work appears, new technology, new method, new process or new system emerges and the work changes, organizational changes or.

Secondly, in the process of job analysis, it is necessary to follow the rules and act according to the process10, and the whole work analysis process generally includes five links: planning, design, information analysis, result expression and application guidance. Planning and design are the foundation, information analysis and result presentation are the key, and application guidance is the goal.

Summary. 1) The concept of human resource managementHuman resource management refers to the attracting, retaining, motivating and developing policies, systems, and management practices of employees around a set of employee management concepts in order to achieve an organization's own strategic or business goals. By definition, we can understand human resource management as:

Through human resource management, human and material resources can be fully utilized; In the internal management, the scientific method of human resource management is used to manage the behavior and psychology of employees, give full play to the initiative of employees, and have a beneficial impact on the development of enterprises.

Please briefly describe and analyse a theory of Human Resources Management.

The concept of human resource managementHuman resource management refers to the attraction, retention, motivation and development of employee policies, systems, and management practices around a set of employee management concepts in order to achieve an organization's own strategic or business goals. According to the definition, we can understand human resource management as: through human resource management, human and material resources can be fully utilized; In the internal management, the scientific method of human resource management is used to manage the behavior and psychology of employees, give full play to the initiative of employees, and have a beneficial impact on the development of enterprises.

2) The main role of human resource management is in the management and application of human resources, through reasonable arrangement and management, so that the employees in the enterprise can fully develop their abilities, the company can operate efficiently, the enterprise and employees can get more development, and the company hires the right people to do things for the company or orange.

The basic theory of human resource management is to discuss the theoretical basis of human resource management from the aspects of human nature hypothesis theory, incentive theory, human capital theory, and clear and smooth entrustment theory.

The Concept of Human Resource Management:

It refers to a series of activities under the guidance of economics and humanistic thought, through recruitment, selection, training, remuneration and other management forms to effectively use relevant human resources inside and outside the organization, meet the needs of the current and future development of the organization, and ensure the realization of organizational goals and the maximization of member development.

Historical development: The first generation of human resource management systems appeared in the late 60s of the 20th century, except for the automatic calculation of personnel compensation, there are almost no more functions such as report generation and data analysis, and no historical information is retained.

The second generation of human resource management system appeared in the late 70s of the 20th century, which designed both non-financial human resources information and salary historical information, and also had rudimentary report generation and data analysis functions.

Job Responsibilities: Assign the right people to the right jobs; Introducing new employees into the organization (familiarization with the environment); training new employees to adapt to new jobs; improve the job performance of each new hire; Strive to achieve creative cooperation and establish harmonious working relationships; Explain company policies and working procedures; Control labor costs.

Features of Human Resource Management:

1. Acquisition. Acquisition functions include activities such as job analysis, human resource planning, recruitment, selection and use. Job analysis is the foundation of human resource management.

In this process, the tasks, responsibilities, environment and qualifications of each position should be described, and the job description should be prepared.

Human resource planning is to coordinate the needs of enterprises for the quantity and quality of personnel with the effective supply of human resources. The demand stems from the current situation and the future of the organization's work, and the supply involves effective human resources both internally and externally.

2. Integration. Through the effective integration of corporate culture, information communication, interpersonal harmony, and conflict resolution, the goals, behaviors, and attitudes of individuals and the masses within the enterprise tend to the requirements and concepts of the enterprise, so that they can form a high degree of cooperation and coordination, give full play to the collective advantages, and improve the productivity and efficiency of the enterprise.

3. Hold. Through a series of management activities such as salary, assessment, promotion, etc., maintain the enthusiasm, initiative and creativity of employees, safeguard the legitimate rights and interests of workers, and ensure a safe, healthy and comfortable working environment for employees in the workplace, so as to enhance employee satisfaction and make them feel at ease and satisfied with their work.

Summary. Economics majors include accounting, finance, insurance, financial management, economics, public finance, etc.

Graduates majoring in economics have a wide range of employment, suitable for engaging in policy analysis, teaching and research, economic management, marketing and other work in ** institutions, financial institutions, colleges and universities, large and medium-sized enterprises, and are also suitable for self-employment. If you have relevant professional qualifications, such as passing the accounting qualification examination, the assistant accountant and certified public accountant examinations, and the ** practitioner qualification examination, the employment level is relatively high. Generally speaking, as long as graduates majoring in economics have a certain ability to work, I believe that they can develop very well in the field of economics.

Economics, Business Administration, Human Resources, and Employment.

Hello, glad to answer for you. Pro, postponement of business administration employment direction: After graduation, students with a shortage of majors in this group can be engaged in economic management analysis, planning and management in comprehensive economic management departments, policy research departments, financial (banks, tongtong or model enterprises, insurance) institutions and Chinese and foreign industrial and commercial enterprises, and various intermediary service organizations.

Business administration covers a wide range of knowledge, including economics (microeconomics, macroeconomics), accounting, statistics, finance, investment, financial management, management, human resource management, operations research, marketing and so on. Therefore, it also has a wide range of employment, which can be engaged in accounting, finance (bank and ** companies), company managers, and marketing personnel.

Economics majors include accounting, finance, insurance, financial management, economics, public finance, etc. Graduates majoring in economics have a wide range of employment and are suitable for policy analysis, teaching and research, economic management, marketing and other work in ** institutions, financial institutions, colleges and universities, large and medium-sized enterprises, and are also suitable for self-employment. If you have relevant professional qualifications, such as passing the accounting qualification examination, the assistant accountant and certified public accountant examinations, and the qualification examination for the practitioners of the certificate, the employment level is relatively higher than that of Qikai.

Generally speaking, as long as graduates majoring in economics have a certain ability to work, I believe that they can develop very well in the field of economics.

Human resources employment direction: After graduation, students of this major can be engaged in recruitment, human resource development, assessment, salary management, staff training, office secretary and other work in human resource management related positions in enterprises, institutions and their consulting institutions.

How about marketing majors.

Financial Management Career Direction.

The employment direction of financial management majors includes accounting, cashier, payable accounting, accounts receivable accounting, general ledger accounting, financial assistant, financial manager, budget specialist, cost accounting, FP&A financial analysis, risk control supervisor, internal audit supervisor, financing supervisor, fund chief answer manager, tax supervisor, audit manager, statistics supervisor, financial balance analysis manager, financial plan manager, etc., which depends on the individual's career development needs.

Marketing personally, I don't think it's very good, and if I don't put it forward in the future, it's a sales <>

Not prominent.