What is the process of human resources divided into 6 modules

The six modules of human resources are: human resource planning, training, assessment and evaluation, recruitment and allocation, labor relations and corporate culture, and compensation and benefits management.

Human resources is in a country or region, in the working age, under the working age and over the working age but with the ability to work the sum of the population, human resources also refers to a certain period of time in the organization of people can be used by enterprises, and contribute to the creation of value education, ability, skills, experience, physical strength, etc., human resources or enterprises and institutions independent business groups required personnel have the ability.

1. Human resource planning: annual HR plan, budget, post preparation plan, human resources system construction and structure setting, etc.

2. Recruitment allocation: personnel recruitment, staffing and deployment, and resignation management.

3. Training development: training needs analysis, training planning, training implementation, personnel development and improvement.

4. Performance appraisal: evaluate employee performance through the establishment of appraisal schemes.

5. Salary and welfare: salary calculation, salary plan, welfare distribution and management.

6. Personnel and employee relations: labor relations management, labor laws and regulations, labor-management negotiation, and unionization.

Human resources mainly have the following six modules: 1. Human resource planning; 2. Recruitment and allocation; 3. Training and development; 4. Performance management; 5. Salary and welfare management; 6. Labor relations management.

1. Human resources planning.

It is a set of measures to enable the enterprise to stably have a certain quality and necessary amount of manpower to achieve the goals of the organization, including personal interests, so as to seek the matching between the demand for personnel and the amount of personnel owned in the future development process of the enterprise.

2. Staff recruitment and allocation.

In accordance with the requirements of the company's business strategic planning, recruit excellent and suitable people into the enterprise, and put the right people in the right positions.

3. Performance appraisal.

In terms of connotation, it is to evaluate people and their work conditions, and the results of people's work and the evaluation reflect the relative value or contribution of people in the organization. In terms of extension, it is to observe, record, analyze and evaluate people in daily work in a purposeful and organized manner.

4. Training and development.

Organize the means of learning and discipline to improve the work ability, knowledge level and potential of employees, match the personal quality of employees with the needs of work, and promote the improvement of employees' current and future work performance.

5. Salary and welfare management.

It refers to the sum of various monetary and in-kind remuneration received by employees for providing labor to the enterprise.

6. Labor relations.

The socio-economic relationship established between workers and employers (including various enterprises, individual industrial and commercial households, public institutions, etc.) in the course of labor.

The six modules of human resources mainly include recruitment, training, compensation, performance, planning, and employee relations.

1. Recruitment, that is, the recruitment of employees by enterprises, mainly includes internal and external recruitment methods, of which internal recruitment refers to the transfer or promotion of internal personnel in combination with the job needs of the enterprise, and external recruitment refers to social and school recruitment.

2. Training, employees usually have induction training after they officially take up their posts, mainly training daily norms, corporate culture, strategy and basic information, etc., and also train job responsibilities.

3. Remuneration generally refers to the remuneration contained in the position itself, mainly including intangible salary and tangible salary, and the remuneration received for the individual employee. Among them, tangible salary includes benefits, subsidies, performance and basic salary, etc., and intangible salary refers to the edification of corporate culture and training expertise.

4. Performance, a comprehensive measurement of the production capacity of employees, if the production capacity is relatively high, will get more performance bonuses, in the final analysis, it belongs to the incentive system formulated by the enterprise, and the performance bonus program should be reasonable and scientific, otherwise the jujube slip brigade will not only fail to achieve the expected effect, but also may have a counter-effect.

5. Planning, the guiding ideology is the annual strategic planning of the enterprise, and is responsible for the personnel development specifications of the enterprise, mainly including the organizational structure of the enterprise and the recruitment plan and other related content, which is also the basis of the personnel resource module.

Introduction to Human Resources

Human resources is personnel, and the broadest definition refers to human resource management, which includes six modules: human resource planning, recruitment, training, performance, compensation and labor relations. It is mostly used in the company's human resources department.

It is also an important position in the company. The company's personnel recruitment, training, staff assessment, staff salary, and staff transfer are all related to personnel.

1. The six modules of human resource management are a summary of the content covered by the human resource management of the enterprise through the division of modules. Specifically, it refers to: human resource planning, recruitment and allocation, training and development, performance management, compensation and welfare management, and labor relations management.

2. Human resources (HR) is the most critical resource among the social resources, and it is a resource that has a significant impact on the enterprise, and has always been valued by many experts and scholars at home and abroad, as well as successful people and famous enterprises. Many enterprises attach great importance to the management of human resources. Human resource management refers to the scientific and reasonable management of human resources of an organization or enterprise in order to improve work efficiency and optimize human resources in a specific organization or enterprise.

3. The work of the major modules of HR (human resource) has its own focus, but the major modules are closely linked, just like the biological chain, the lack of any link will affect the imbalance of the whole system, therefore, HR work is an organic whole, and the work of each link must be in place, and at the same time, the focus of the work must be adjusted according to different situations, so as to ensure that human resource management maintains benign operation and supports the ultimate realization of the strategic goals of the enterprise.