What is Integrated HR Consulting?

Integrated human resource management consulting, in order to continue to meet the needs of the organization and talents as the starting point, the organizational design, salary management, performance management, selection and employment, training and development of each module of human resource management content for the systematic design, so that they are interdependent, mutually promoting, complementing each other, forming an organic whole, improving the level of enterprise human resource management, enhancing the enthusiasm of employees to work and learn, and realizing the common growth of enterprises and employees. Advantages and characteristics of Nome Star's integrated service:

Top expert team in China;

Leading all-in-one solution provider;

innovative interactive consultations;

Rich service experience in central enterprises and top 500 Chinese and foreign enterprises;

Strong product IT realization capabilities.

Integrated human resources is to continue to meet the needs of the organization and talents as the starting point, the organizational design, salary management, performance management, selection and employment, training and development and other modules of human resource management content for systematic design, so that they are interdependent, mutually promoting, complementing each other, forming an organic whole, improving the level of enterprise human resource management, enhancing the enthusiasm of employees to work and learn, and realizing the common growth of enterprises and employees. At present, I know that there are Nome Sida in China, so you may wish to consult.

It's the performance involved in personnel, salary, etc., which are combined, and Noam is, you can take a good look at them.

Find this on their official website.

1."Personnel management"with"Human resource management"The main differences:

The change of enterprise concept is reflected in the business strategy, development direction,

Enterprise management and other aspects, and the most profound benefit is human resource management. The change in the name from "Ministry of Personnel" to "Human Resources Development Center" does not mean a change in concept, but the change in concept is reflected in the real treatment of people as "resources".

2.Since human resources services regard people as "resources", many characteristics of "resources" will also reflect, restrict and guide the human resources work of enterprises.

One of the characteristics of resources is that they are finite.

The second characteristic of resources is that the maximum potential needs to be fully tapped to maximize its energy.

The third characteristic of a resource is that it can be developed to add value.

3.Personnel Management:

Emphasizing things and ignoring people, not focusing on the development and utilization of people, and treating employees as cost burdens and expenses.

Emphasizing the collective and ignoring the individual, treating people as collective property, focusing only on possession, not cultivation and use.

Lack of investment in personnel development, with arbitrariness, lag and quick success.

It is easy for personnel to enter and exit, or it is not easy to enter and exit, and the phenomenon of idle and suppressed talents is widespread.

Management ideas and methods are one-sided, mostly empirical and extensive.

Human resource management, referred to as HRM, the upgrading of personnel management, refers to the effective use of relevant human resources inside and outside the organization through recruitment, selection, training, remuneration and other management forms under the guidance of economics and humanistic thinking, to meet the needs of the current and future development of the organization, to ensure that the organizational goals are achieved and the development of members is maximized. It is the whole process of organizing human resource needs and making human resource demand planning, recruiting and selecting personnel and effectively organizing, evaluating performance, paying remuneration and effectively motivating, and effectively developing in combination with organizational and individual needs in order to achieve optimal organizational performance. It is also an important position in the company.

Academics generally divide human resource management into eight modules or 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. Interpret the core ideas of the six modules of human resource management, and help business owners grasp the essence of employee management and human resource management.

Human resource service refers to the service industry in which talents and employers provide related services, so as to promote the effective development and optimal allocation of human resources. Such as labor dispatch, personnel outsourcing, EAP services, human resource management consulting, flexible employment, etc.

Human resource management generally refers to the sum of the systems, laws, procedures and methods carried out within the organization to effectively develop, rationally allocate, make full use of human resources and manage them scientifically. It runs through the whole process of human resources movement, including human resources and planning, job analysis and design, human resources maintenance and cost accounting, personnel selection and recruitment, reasonable allocation and use, but also includes the intellectual development of personnel, education and training, mobilize people's enthusiasm for work, improve people's scientific and cultural quality and ideological and moral consciousness, and so on. Academics generally divide human resource management into eight modules or 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.

Human resource services generally refer to the services provided by one organization to another organization, including intermediary, personnel recruitment, personnel outsourcing, labor dispatch, etc.

It's the difference between management and service.

The integration strategy is the vertical integration strategy, and the matching human resources strategy mainly includes:

1. In the organizational structure, the operation mechanism of the normative functional structure is more implemented, the control and command are centralized, and the enterprise pays more attention to the actual performance and efficiency of each department;

2. The selection of personnel relies more on objective standards, based on facts and specific data, rewards and remuneration are based on actual work performance, staff training is mainly based on professional talent training, and a small number of "generalists" are cultivated and developed through work rotation.

There is something wrong with this proposition itself.

Human resources themselves play a supporting role in the development strategy of enterprises;

Therefore, the human resource strategy is not matched with a certain development strategy, but is related to the strategy of the enterprise and the actual situation of the enterprise.

That is to say, under the same enterprise development strategy, due to the different internal and external environment of the enterprise, the human resource strategy of the enterprise must be different.

Can you give us a brief overview of your company? What type of integration does it belong to, and what kind of consortium does it belong to?

Generally speaking, the human resources that match all kinds of strategies belong to strategic human resources, and the human resources we usually talk about belong to the functional nature of human resources, which belong to the transactional nature and do not belong to the strategy, and the strategy is mainly based on the long-term development strategy of the enterprise, seeking the most matching human resources support with the strategy.