What does HR include? What does human resource management consist of?

What HR needs to do.

HRM is Human

resource

The abbreviation of management refers to human resource management (also known as HR management) human resource management system (human

resource

On the one hand, it can make the daily routine personnel work of the enterprise possible to be completed quickly and efficiently through human resource management software, reduce the cost of human resource management, and enable managers to concentrate on the strategic goals of the enterprise.

On the other hand, a large amount of human resource management data is collected, sorted out and analyzed in a timely manner through software to provide strong support for the strategic decision-making and implementation of enterprises, so as to improve the possibility of achieving organizational goals. Human resource management software has become an important tool for effective business management.

Modern enterprise human resource management has the following five basic functions:

1) Acquisition. According to the required employee conditions determined by the company's goals, through planning, recruitment, examination, evaluation, selection, and acquisition of the personnel required by the enterprise.

2) Integration. Through the effective integration of corporate culture, information communication, interpersonal harmony, and conflict resolution, the goals, behaviors, and attitudes of individuals and the masses within the enterprise tend to the requirements and concepts of the enterprise, so that they can form a high degree of cooperation and coordination, give full play to the collective advantages, and improve the productivity and efficiency of the enterprise.

It usually includes the following specific contents: (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 incentives.

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.

What aspects of human resources are as follows:

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 mutual matching between the demand for personnel and the amount of personnel owned in the future development process of the enterprise. <>

2. Employee 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. Performance appraisal is to evaluate people and their work conditions, and to 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. <>

4. Training and development: Through the means of learning and discipline, the organization improves the working 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.

5. Salary and welfare management refers to the sum of various monetary and in-kind remuneration received by employees for providing labor for the enterprise.

6. Labor Relations The socio-economic relationship established between a worker and an employer (including various enterprises, individual industrial and commercial households, public institutions, etc.) in the course of labor.