How do the six modules of human resources work? It would be nice to have a case illustration, thanks

The six modules of human resources are: human resources are divided into human resource planning, recruitment and allocation, training and development, compensation and benefits, performance management, and employee relations.

1. Human resource planning.

Human resource planning is mainly based on the company's development strategy to deduce the company's future human resources needs, including quantity, specific positions, requirements, etc.

On the other hand, take stock of the existing personnel, so as to calculate the demand gap of human resources, and further plan how to adopt the means of selection, breeding, use and retention to meet the final human resource demand. The work of this module is usually led by the HR Director or HR Manager.

2. Recruitment and allocation.

Recruitment and configuration is one of the modules we are most familiar with, in addition to the recruitment functions that we usually contact with the most, there is also a "configuration" that is often overlooked, the configuration of functions, more requires the practitioners of human resources-related modules, to understand the main characteristics and abilities of employees, and arrange them in positions that are more suitable for him, so as to match people and posts.

3. Training and development.

The corporate universities and training centers of many enterprises undertake the training of new employees, professional training of employees, leadership training, training of new managers, etc., all of which belong to the functions of the training and development module.

4. Salary and welfare.

This is usually the most concerned about a human resources module for ordinary employees, our monthly salary, commission, bonus, all kinds of holiday benefits, birthday benefits, year-end bonuses, salary adjustments, etc., are completed by this module and function of human resources.

5. Performance management.

According to the theory, performance management includes four major links: performance goal setting, performance communication, performance appraisal and performance feedback and improvement, but the specific implementation of companies at different stages of development is also very different.

In some companies, the performance management focuses only on the performance appraisal, and the company formulates performance indicators, and gives clear rewards and punishments for the indicators, and implements them in the monthly, quarterly or annual appraisal.

6. Employee relations.

The core purpose of employee relations is to establish a harmonious labor-management relationship, so that employees and the enterprise can achieve a win-win situation, the enterprise is developing better and better with the joint efforts of employees, and employees can get personal growth and be treated fairly in the enterprise.

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 not only can not achieve the expected results, but also may have a countereffect.

5. Planning, the guiding ideology is the annual strategic planning of the enterprise, responsible for the personnel development norms of the enterprise, mainly including the organizational structure of the enterprise and the recruitment plan and other related content, but 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. Human resource planning:1. The setting of the organizational structure.

2. Adjustment and analysis of enterprise organization.

3. Analysis of the supply and demand of enterprise personnel.

4. Formulation of enterprise human resources system.

5. Preparation and implementation of the budget for human resources management expenses of the town bureau.

2. Recruitment and allocation:1. Recruitment demand analysis.

2. Job analysis and competency analysis.

3. Recruitment procedures and strategies.

4. Analysis and selection of recruitment channels.

5. Recruitment implementation.

6. Special policies and contingency plans.

7. Exit interview.

8. Measures to reduce employee turnover.

3. Training and development1. Training, development and employee education.

2. Training design and systematic methods.

3. Develop management and business leadership, develop yourself and others.

4. Project management: project development and management practices.

Fourth, performance management:1. Performance management preparation stage.

2. Implementation stage.

3. Evaluation stage.

4. Summary stage.

5. Application development stage.

6. Interview on performance management.

7. Methods for performance improvement.

8. Behavior-oriented evaluation methods.

9. Result-oriented evaluation method.

5. Salary management (compensation, incentives and benefits):1. Salary. 2. Build a comprehensive salary system (job evaluation and salary grade, salary survey, salary plan, salary structure, salary system formulation, salary system adjustment, labor cost accounting).

3. Welfare and other remuneration issues (welfare insurance management, design of enterprise welfare programs, design of enterprise supplementary pension insurance and supplementary medical insurance).

4. Evaluate performance and provide feedback.

6. Labor Relations:1. Employment law.

2. Labor relations and society.

3. Industry relations and society.

4. Labor negotiation.

5. Unionization and collective bargaining (safety, security and health, safety and health projects, safe and healthy working environment, promotion of safety and health in the workplace, occupational health and safety management).