What are the differences in human resource management models based on different human resource cogni

It should be functional and practical. c s, b s, mobile. LAN architecture, cloud platform architecture, all OK.

The human resource management model based on different human resource cognitive concepts is different, and each unit has its own management model.

The following understanding of the concept of human resource management is correct () a, from the perspective of management concept, human resource management is the traditional personnel management.

b. From the perspective of management focus, human resource management emphasizes the management of which moves.

c. From the perspective of work content, modern human resource management includes personnel management.

d. From the perspective of the nature of Li Xiaobi's work, modern human resource management focuses on the management of people.

Correct answer: d

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.

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.

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.

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.

Development prospects

1. Changes in 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.

2. 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.

3. The future organization will no longer pay great attention to the repetition of the original work of the staff and the exertion 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.

Upstairs is nice and comprehensive.