What is the main content of human resource management, what is the main content of human resource ma

Human resource management mainly involves the following contents:

1.Human resource 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.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.Training and development: Through the means of learning and discipline, the organization improves the work ability, knowledge level and potential of employees, maximizes the matching of employees' personal qualities with work needs, and promotes the improvement of employees' current and future work performance.

4.Salary and welfare: what is the salary system of the enterprise, how to pay wages, benefits, subsidies to different employees, how much to pay, etc.

5.Performance management: In connotation, it is to evaluate people and their work conditions, and reflect the relative value or contribution of people in the organization through evaluation of people's work results.

In terms of extension, it is to observe, record, analyze and evaluate people in daily work in a purposeful and organized manner. Through performance appraisal, the work attitude, work ability, work performance, etc. of employees are examined.

6.Employee and labor relations: the socio-economic relations established between workers and employers (including various enterprises, individual industrial and commercial households, public institutions, etc.) in the labor process. There is also the management of archives and contracts.

7.Summary: Enterprises should first carry out human resource planning, how many people are expected to be recruited, which people are recruited, how to distribute the recruited personnel, etc., the next is recruitment, after recruiting the right people, it is necessary to carry out training, and after the training, it is necessary to conduct a performance appraisal to determine whether it can become a qualified employee of the enterprise, which department is more appropriate, and a probationary contract will be signed in the process, and entered into the file, which is one of the contents of employee relationship management, after becoming an employee of the enterprise, How to calculate your salary and benefits, this is also a problem to be involved in human resource management.

There are many things to do in human resource management, you can choose a module that interests you and learn it well. This is very professional knowledge, in the process of learning to pay attention to the combination of reality, many times, think about it, but it is difficult to do, only experience will understand!

Academics generally divide human resource management into 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.

Professional curriculum in human resource management.

Main disciplines. Western Economics, Statistics, Organizational Behavior, Management, Accounting, Compensation Management, Job Analysis and Evaluation, Benefits Management, Labor Relations, Strategic Management, Performance Management, Training and Development, Employee Mobility Management, International Human Resource Management, Human Resource Planning, etc.

Main courses. Management, Microeconomics, Macroeconomics, Management Information Systems, Statistics, Accounting, Financial Management, Marketing, Economic Law, Human Resource Management, Organizational Behavior, Labor Economics, Performance Management, Compensation and Benefits, Training and Development, Recruitment and Allocation, Human Resource Planning, Labor Law, Human Resource Management Software, Professional English.

The main contents of human resource management are as follows:

1) Job analysis and design. On the basis of the relevant information obtained from the investigation and analysis, the personnel management documents such as job descriptions and job specifications are prepared for the nature, structure, responsibilities and processes of each job position of the enterprise, as well as the quality, knowledge and skills of the staff who are qualified for the position.

2) Human resource planning. Translate the company's human resources strategy into medium- and long-term goals, plans and policy measures, including the analysis of the current situation of human resources, and the measurement and balance of future personnel supply and demand, so as to ensure that enterprises can obtain the human resources they need when they need them.

3) Employee recruitment and selection. According to the requirements of human resource planning and job analysis, the human resources required for the recruitment and selection of enterprises are arranged to certain positions.

4) Performance appraisal. Evaluate and evaluate the contribution of employees to the enterprise and the performance achieved in the work within a certain period of time, and give feedback in a timely manner, so as to improve and improve the work performance of employees, and provide a basis for personnel decisions such as employee training, promotion, and compensation.

5) Compensation management. It includes the design and management of basic salary, performance pay, bonuses, allowances and benefits and other compensation structures to motivate employees to work harder for the company.

6) Employee motivation. Motivation theories and methods are used to meet or limit the various needs of employees to varying degrees, causing changes in the psychological condition of employees, so as to motivate employees to work towards the goals expected by the enterprise.

7) Training and development. Through training, improve the knowledge, ability, work attitude and work performance of employees, groups and the whole enterprise, and further develop the intellectual potential of employees, so as to enhance the contribution rate of human resources.

8) Career planning. Encourage and care for the personal development of employees, and help employees formulate personal development plans to further stimulate their enthusiasm and creativity.

9) Human Resources Accounting. Cooperate with the financial department to establish a human resources accounting system, carry out the accounting of human resources investment costs and output benefits, and provide a basis for human resources management and decision-making.

10) Labor relations management. Coordinate and improve the labor relations between the enterprise and employees, carry out the construction of corporate culture, create harmonious labor relations and a good working atmosphere, and ensure the normal development of business activities.

Development prospects:

First, the change of talents. Future talents, especially graduate students, learn not only professional knowledge in school, but also the ability to learn and research methods, that is, they can quickly enter a new field and adapt to this new field. A student who is not studying a major can quickly move into a new major.

Second, the concept of lifelong learning began to penetrate into university education. Graduates learn not only professional knowledge, but also a wide range of knowledge, so that they can quickly enter other professional fields after graduation.

Third, the future organization is no longer focused on the repetition of the original work of the staff, the play of skills, but the ability to innovate. People from different professions, especially university students and graduate students, have a wide range of knowledge, and multifaceted knowledge is a prerequisite for innovation.

The main contents of human resource management include human resource planning, recruitment and allocation, training and development, performance management, salary management, and labor relations management.

Human Resource Planning: Help the organization to meet the number of personnel requirements and basic qualities in the future by planning. Recruitment and allocation: According to the requirements of the company's business strategic planning, the right and excellent talents will be recruited into the enterprise, and the right people will be placed in the right positions.

Training and development: According to the strategic objectives of the enterprise and the changes in the organizational structure, the human resources are investigated, analyzed, planned and adjusted, so as to improve the existing human resource management level of the organization or group, make the human resource management efficiency better, and create greater value for the group (or organization).

Performance management: Helping organizations solve the problem of how to hire people. Payroll Management:

Provide a compensation and benefits framework to motivate higher performance and ensure that organizational goals are met and top talent is retained. Labor relations management: responsible for information transmission and exchange, so that the behavior between the enterprise and employees is regulated, and the rights and interests of both parties can be protected.

Meaning of Human Resource Management:

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 through a series of processes such as recruitment, training, use, assessment, motivation and adjustment of employees in the enterprise, mobilize the enthusiasm of employees and give full play to the potential of employees, so as to create value for the enterprise and bring more benefits to the enterprise.

Human resource management refers to a series of activities under the guidance of economics and humanistic thought, through recruitment, selection, remuneration and other management forms to effectively use relevant human resources inside and outside the organization, meet the needs of the current and future development of the organization, and ensure the realization of organizational goals and the maximization of member development.

Academics generally divide human resource management into six modules:The six modules of human resource management are a summary of the content covered by human resource management through module division.

1. Human resource planning.

2. Recruitment and allocation.

3. Training and development.

4. Performance management.

5. Salary and welfare management.

6. Labor relations management.

The work of the major modules 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, human resource management is an organic whole, the work of each link must be in place, and at the same time, according to different situations, constantly adjust the focus of the work, in order to ensure that human resource management maintains a benign operation, and support the ultimate realization of the strategic goals of the enterprise.

The six modules of human resource management focus on:

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 human resource management expense budget.

Recruitment & Placement.

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.

Training and development.

1. Theoretical learning;

2. Project evaluation;

3. Investigation and evaluation;

4. Training and development;

5. Needs assessment and training;

6. The composition of training proposals;

7. Training, development and employee education;

8. Training design and systematic methods;

9. Development management and business leadership, development of oneself and others;

10. Project management: project development and management practices.

Performance management. 1. Preparation stage of performance management;

2. Implementation stage;

3. Evaluation stage;

4. Summary stage;

5. Application development stage;

6. Interview on performance management;

7. Methods of performance improvement;

8. Behavior-oriented evaluation methods;

9. Result-oriented evaluation method.

Payroll and benefits management.

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.

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.