Which of the six modules of human resource management is the most difficult?

The five modules are: Human Resource Planning, Recruitment and Allocation, Training and Development, Performance Management, Compensation and Benefits Management, and Labor Relations Management.

1) Human resource planning is the starting point of human resource management, mainly through planning to help the organization predict the number of future personnel needs and basic quality composition.

2) Recruitment and allocation, with human resource planning as one of the inputs, is equivalent to the blood of the organization, provides nutrition for the organization, and solves the problem of organizational staffing and job matching.

3) Training and development, the theme of which is "educating people".

4) Performance management is the core of the six modules and the main input of the other modules, with the main purpose of helping and improving people, and solving the problem of how to use people in the organization.

5) Salary and welfare, aiming to motivate people and solve the problem of enterprise retention.

6) Labor relations management, which aims to manage and lay off people, and help enterprises form an effective cycle of rationalizing the allocation of human resources.

Human resource value chain management includes three aspects:

The first is which elements in the enterprise are involved in the creation of value, which involves the value analysis in human resource management. In the past, the agricultural economic society was labor and land, and the modern economic society is entrepreneurs, knowledge, capital and labor. Awareness of this issue is fundamental to the management of the human resource value chain.

The second is how much value these elements create in the enterprise, which involves the issue of value evaluation in human resource management. One of the most difficult issues in human resources management is what kind of value evaluation criteria to use and how to carry out value evaluation.

The third is how to distribute value, including the way of distribution, the standard of distribution, etc.

The above content refers to: Encyclopedia - Human Resource Management.

Six modules of human resources: organizational management, personnel management, recruitment management, training and development, performance management, and payroll management.

The informatization of human resource management needs the support of human resource management software. In recent years, large companies, large factories, administrative units, scientific research institutions, etc. have been carrying out the informatization of human resource management. Human resource management software does have a positive role in management work.

It greatly improves the efficiency of human resource management.

Specific human resource management system issues can be consulted at any time.

Six modules of personnel work.

Module 1 Human Resource Planning.

1. Career development theory.

2. Organize internal evaluation.

3. Organizational development and change;

4. Plan and organize career development;

5. A review of comparative international human resource management.

6. Develop a strategic plan for the development of human resources.

7. Performance factors at work.

8. Employee authorization and supervision.

Module 2 Human Resources Training.

1. Theoretical learning.

2. Project evaluation.

3. Investigation and evaluation.

4. Needs assessment and training.

5. Training and development.

6. Composition of training recommendations.

7. Training, development and employee education.

8. Training design and systematic methods.

9. Development management and business leadership; Develop yourself and others.

10. Project management; Operations Management: Project Development and Management Practices Module 3 Compensation Management of Human Resources (Compensation, Incentives and Benefits) 1, Compensation 2, Build a comprehensive compensation system.

3. Benefits and other compensation issues.

4. Evaluate performance and provide feedback.

Module 4 Human Resource Management and Competition.

1. Human resource management and competitive advantage.

2. The order and environment of human resource management;

3. Human resource planning.

4. Job analysis.

5. Personnel recruitment.

6. Train and develop employees.

7. Employee performance evaluation.

8. Productivity improvement program.

Module 5 Employee and Labor Relations.

1. Employment law.

2. Labor relations and society.

3. Industry relations and society.

4. Labor negotiation.

5. Trade unions and labor-management negotiations.

Module 6 Safety, Security and Health.

1. Safety and health projects.

2. Safe and healthy working environment.

3. Promote safety and health in the workplace.

4. Manage the health and safety of the practice.

As the saying goes, "don't fight the unprepared war", if an enterprise wants to implement strategic development, it must comprehensively analyze and evaluate from inside and outside the enterprise, so that the enterprise can clarify the talent goal and do a good job in human resource planning is the cornerstone of enterprise development.

Employee training and development refers to the relevant work skills training for each employee in a certain period of time according to the plan, and continuously develop the potential of employees in the future to improve their practical and communication skills. Through these continuous appreciation of human capital, employee training plays a role in the human resources of the enterprise, and is the bridge between recruitment and performance management, the former is the cause, the latter is the effect.

Salary and welfare management is an important part of human resources, is the most concerned part of all employees, salary directly affects the performance and enterprise development, good benefits, will stimulate the enthusiasm of employees, and then improve performance, promote the development of enterprises.

As a fair regulation, the management of labor relations protects the interests of both parties, regulates the behavior of both employers and employees, and coordinates the relationship between the two parties. The management of labor relations is the guarantee for the implementation of all human resource planning.

Human resource planning, recruitment allocation, training and development, performance, compensation and benefits, and employee relations are complementary to each other and are also cyclical.

There is a mutually beneficial and win-win relationship between these six modules, and the six are indispensable, and the lack of one human resource management may fall apart and disappear from the historical stage.

The six modules of human resource management are a circular relationship, from the perspective of human resource selection, use, education and retention, there is a relationship of undertaking, and recruitment is the selection of people.

Human resource management is a good discipline for managing enterprise human resources, which contains multiple modules, and the most common six modules include:

Recruitment & Selection Module: It mainly involves the management of employment and recruitment, including establishing recruitment channels, formulating employment standards and processes, training interviewers, conducting recruitment and arranging written examinations.

Training & Development Module: Mainly focuses on the training and development of employees within the enterprise. It includes guiding employees' career planning, providing employees with skills and knowledge training, and improving employees' leadership and team spirit.

Performance management module: It mainly focuses on the management of employee performance, including the establishment of a performance management system, the design of performance appraisal tools and standards, and the guidance and supervision of employees' personal development.

Compensation and benefits module: It mainly involves the management of personnel compensation and benefits, formulating compensation and benefits plans to motivate and attract employees, and managing compensation performance and corporate health insurance.

Employee-Friend Leakage Relationship and Legal Module: It mainly focuses on labor relations and legal compliance issues between employees and enterprises, including contract management, labor dispute handling, compliance management, etc.

Exit and process module: It mainly manages the exit and process, including the exit process management, employee exit and exit, etc.

The above modules are the core six modules of human resource management, of course, with the development of human resources and changes in corporate strategy, human resource management may also be extended to more fields and subdivisions.

The six modules of human resource management are: training and development, recruitment and allocation, human resource planning, labor relations management, compensation and benefits management, and performance management. Human resources, also known as "labor resources" and "labor force", refer to the total number of people who can promote the entire economic and social development and have the ability to work.

Economics refers to all the elements that create material wealth as resources, among which human resources are the most valuable resources among all resources, and they are the first resources.

Human resource management refers to the rational allocation of human resources in a planned manner according to the requirements of the enterprise development strategy, and mobilizes the enthusiasm of employees, gives full play to the potential of employees, creates value for the enterprise, and brings benefits to the enterprise through a series of processes such as recruitment, training, use, assessment, motivation and adjustment of employees in the enterprise. To ensure the realization of the strategic goals of the enterprise, it is a series of human resources policies and corresponding management activities of the enterprise. These activities mainly include the formulation of corporate human resources strategy, employee recruitment and selection, training and development, performance management, compensation management, employee turnover management, employee relationship management, employee safety and health management, etc.