What exactly does human resources do?

1.Human resource planning.

Starting from the strategic planning and development goals, according to the changes in its internal and external environment, the enterprise needs human resources for future development.

2.Recruitment & Placement.

Solve the problem of organizational staffing and job matching. In layman's terms, according to the requirements of the enterprise, recruit suitable and excellent talents into the enterprise, and put the right people in the right positions.

3.Training & Development.

Its theme is "Educating People"; It refers to the investigation, analysis, planning and adjustment of human resources according to the enterprise goals and organizational structure changes, so as to make the human resource management efficiency better.

4.Performance management.

This is the core of the six modules, which are designed to help people, improve people, and solve the problem of how organizations use people.

5.Compensation and benefits.

It refers to the various forms of compensation received by employees working in the enterprise, and is the labor remuneration paid by the unit to the employees. It aims to motivate employees to work diligently and solve the problem of enterprise retention.

6.Labor relations management.

It refers to the traditional content of signing contracts and resolving labor disputes. The basic link in this process is information transmission and exchange, so that the behavior of enterprises and employees can be standardized, and the rights and interests of all parties are protected.

Six modules of human resource management. It is a kind of summary of the content covered by enterprise human resource management by way of module division. Specifically:

Human Resource Planning, Recruitment & Allocation, Training & Development, Performance Management, Compensation & Benefits Management, Employee Relationship Management.

Vision, mission, and strategic planning around the business. Establish a complete set of value creation mechanisms. Through the establishment of this mechanism, a platform can be set up, so that capable people can dance with the corporate strategy on this platform, create value, and move towards a win-win situation.

In addition, the talent is guaranteed**. Focusing on the operation and development of the enterprise, we will ensure that the talents are continuously improved, and the talent chain of the system will be improved from the selection, cultivation, use and retention of talents.

The job of human resources:1. Responsible for formulating the company's human resources planning and plans;

2. Formulate various rules and regulations for human resource management;

3. Carry out work analysis, establish and improve department and job description descriptions;

4. Responsible for recruitment management and personnel echelon construction;

5. Organize performance appraisal and management;

6. Carry out staff training, pay attention to employee development, and do a good job in the development and cultivation of talents;

7. Responsible for the management of salary and benefits.

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.

That is, enterprises use modern management methods to plan, organize, command, control and coordinate a series of activities such as the acquisition of human resources (selection), development (education), retention (retention) and utilization (employment), and ultimately achieve the goal of enterprise development.

Its main responsibilities include:

1) Assign the right people to the right jobs;

2) Introduce new employees into the organization (familiarize themselves with the environment);

3) training new employees to adapt to new jobs;

4) Improve the work performance of each new employee;

5) Strive to achieve creative cooperation and establish harmonious working relationships;

6) Explain company policies and working procedures;

7) control labor costs;

8) Develop the job skills of each employee;

9) Create and maintain the morale of employees within the department;

10) Protecting the health of employees and improving the physical environment for work.

Hello, human resources is mainly for personnel management, the main work is: human resource planning, recruitment, training, salary, performance, labor relations. 1. Human resource planning Human resource planning is a beacon and guide for work, including strategies and goals, the preparation of a balanced scorecard, human resources current inventory, research, analysis and diagnosis, medium and long-term planning and annual plans.

2. Job analysis and evaluation Job analysis is common job and post analysis and evaluation, job analysis is a very important routine technology in human resource management, and it is also the basis of the entire human resources work. Job evaluation is to evaluate the size and importance of the value of the company, and the data can be obtained through the analysis of a position (not an individual) in various aspects. 3. System construction The establishment of the system is to maintain normal work order and ensure the smooth implementation of various tasks and the normal development of various tasks.

For example, the establishment of "Enterprise Employee Handbook", "Production Department Operation Process", "Sales Department Work Guide", etc. 4. Personnel quality evaluation Evaluate the ability and quality of all kinds of employees. Through a professional assessment agency, or the use of specialized personnel quality assessment software for a comprehensive assessment.

5. Recruitment and configuration management Implement the requirements of enterprise business strategic planning, recruit excellent and suitable people into the enterprise is recruitment, and then put the recruited personnel in the right position is configuration management. At the same time, it is also necessary to do a good job in the construction of the talent pool, the development and maintenance of recruitment channels, etc. 6. Performance management evaluates the working conditions of employees, and reflects the relative value or contribution of people in the organization through evaluation of employees' work results.

In terms of extension, it is to observe, record, analyze and evaluate people in daily work in a purposeful and organized manner. 7. Salary and welfare management: The sum of the in-kind remuneration that employees receive for providing labor for the enterprise. The work includes the formulation of compensation strategy, salary investigation, salary structure design, salary grading and salary determination, and the control and management of salary system.

8. Training and development management Enterprises through the means of organizational learning and discipline to improve the work ability, knowledge level and potential of employees, maximize the personal quality of employees and work needs, and promote the improvement of employees' work performance. For example, "Job Training", "Management Ability Training", "Potential Development" and other training courses. 9. Management of Labor Relations The social and economic relations established between employees and enterprises in the labor process should be in line with the basic principles of the Labor Law.

10. Human resources accounting and auditing: human resources cost budgeting, accounting, final accounts and process control; Monthly, quarterly and annual reporting system and system of human resource management; Analysis of economic activities on the utilization of human resources and the degree of utilization, etc.

Human resources in its broadest definition refers to human resource management.

The general personnel affairs of human resources include recruitment and retirement, payment of four golds, individual income tax, salary calculation, attendance management, personnel file maintenance, daily assessment, recruitment, etc. You must be familiar with labor and personnel regulations, and be able to draft employment contracts, confidentiality agreements, and service period agreements.

Drafting various personnel regulations, such as [Employee Handbook], [Annual Appraisal Implementation Outline], and assisting in job analysis and job description.

Develop or make suggestions on salary management systems, welfare systems, performance appraisals, incentive methods, etc. Human resources are planning, recruitment, training, performance, compensation and labor relations, etc., which are mostly used in the company's human resources department.

The company's personnel recruitment, training, staff assessment, staff salary, and staff transfer are all related to human resources. Human resource management is also the best organization of human resources needs and make human resources demand planning, recruitment and selection of personnel and effective organization, performance assessment, remuneration and effective incentives, combined with the needs of the organization and individuals for effective development in order to achieve the best organizational performance.