Seek answers to HR questions, HR topic consultation

1.Each company has different department settings, and the required personnel are also different. However, there are two types of positions that are mandatory: personnel and finance. Therefore, in the long run, human resources are still very marketable. Just don't keep thinking about comparing with management positions.

2.Introduction to Management, Human Resources Specialized courses in each module, statistics, office applications, psychology.

3.When you are an ordinary employee, you are a specialist, and when you become a department leader, you must be a generalist.

4.Demand from high to low: recruitment, labor relations, salary performance, training.

1. Human resource management has entered the country late and is not yet mature. There is a large gap in the profession and a good prospect.

2. Non-professional people need to have a comprehensive understanding of the six modules of human resource management if they want to change careers to human resources. This is a coherent major, and each module is very important and will be covered in future work, so it is necessary to understand them comprehensively.

3. To be a generalist among specialists, have a comprehensive understanding of the six modules, and then grasp one of them and do a good job of it.

4. Among them, performance and training are hot spots. However, performance is also a challenge. The reason is that the labor results in China are relatively complex, and the system is not perfect, so it is difficult to do a good job of performance.

Training is a hot topic, there is no doubt about this, it is not difficult to know if you look at the imperfect training institutions in the current market.

Last: I am majoring in Bachelor's degree in Human Resource Management, I hope my answer will be helpful to you ( o ).

Summary. <>

Answer: aData are not available, b

Easy to partial to complete, dLack of theoretical supportWhen using critical time analysis to conduct training needs surveys, the problem of inaccurate and incomplete data may arise, i.e., the survey data are not accurate and complete. At the same time, because the investigation process may be affected by personal subjective opinions or biases, it is easy to generalize.

In addition, if the survey design lacks theoretical support, it may lead to questions about the validity and reliability of the survey results.

Consultation on human resources topics.

Hello friend<>

Do you have any questions about human resources?

Dear, can you send it in text.

Dear, the correct answer is chosen :bClassification of ranks.

Dear, correct answer: cIt is <> to meet the requirements of simplification and specialization of training needs

The characteristics of the strategically oriented training and development system should be diversified and integrated to meet the training needs of different positions and different levels, and be flexible and adaptable. Therefore, the requirement to meet the simplification and specialization of training needs mentioned in option C is wrong. <>

Dear, correct answer: cAfter returning to work, the training reflects the Xiqing assessment and learning assessment, which are generally carried out in the training after the trainees return to work, mainly to examine the performance of the trainees in the knowledge, skills and attitudes learned in the training process.

Answer: aData are not available, b

Easy to partial to complete, dLack of theoretical support When using critical time analysis to conduct training needs surveys, the problem of inaccurate data may arise, i.e., the survey data is not as accurate and complete as it is upgraded. At the same time, because the investigation process may be affected by personal subjective opinions or biases, it is easy to generalize.

In addition, if the survey design lacks theoretical support, the validity and reliability of the survey results may be questioned.

Dear, judgment: wrong.

If you want to engage in this work, you must first understand the professional knowledge and job responsibilities in this area, for example, if you go to interview a company's human resources specialist, you must understand the 6 modules of human resources clearly, human resource planning, personnel recruitment and allocation, training, performance appraisal, compensation and incentives, employee relations, etc. It's not just about understanding the concepts of these modules, but also about how to use them.

As a newcomer, I personally think that you should first find a company that is willing to cultivate new people, no matter how big or small, and then look for a company with some scale or development potential when you have a little foundation.

As for when you go to the interview, I suggest that you answer the questions asked by the interviewer truthfully, don't be nervous, pronounce the sentences clearly and logically, don't be bullish and don't be polite.

Since I have worked in sales, I should still have an advantage in interpersonal communication. You can choose to start with the recruitment module of HR and work your way up to the other modules.

The key now is to write a skillful resume that skillfully combines your work experience and strengths with the role you're applying for, so that the company can recognise that you are up to the position. During the interview, also take care to highlight your HR-related strengths, including adding your understanding of HR.

I wish you success in your career change.

1. You need to determine your career goal: human resource management. Whether this career goal is really in line with you (because you are a non-management major, you don't know anything about this discipline, and you don't have core strengths, so I'm worried that your career goal is biased);

2. If you decide, you can take a certificate and qualification certificate for human resource management;

3. In the process of learning, don't look at how others live, because your purpose is not only to get this certificate, but more importantly, you need to learn the professional knowledge of human resource management more comprehensively;

4. If you can't find a job because of experience or professional problems, you can first choose to work in a company with this department, no matter what position, and then observe and imitate their work content;

5. I'm almost done studying, let's go out and try it again.

Closing remarks: I would suggest you review your career plan.

Nature is all natural. Now the boss has seen a lot of contrived things. Nature is the best.

Doing personnel work generally requires experience, the major is not particularly important, you had better read more books, learn some introductory knowledge, it is also necessary to take a certificate, find a training class or online class can sign you up.

First of all, I want to make it clear that I am not sure if my answer is correct in these two examples!

In Example 1, the time is 2003, and the country's new labor contract law has not yet been promulgated, according to the old contract law, is there a clear and detailed statement about the situation in Example 1, and the enterprise does not need to bear any responsibility if it proposes not to renew the contract; So the first notice is valid, but there is no legal proof of whether this practice is valid; The second notice was obviously illegal, because when Wu disrupted the office order, he was still an employee of the enterprise and could be punished according to the enterprise system, but he would not be directly dismissed, so the second notice was not legal. By July 1, the contract between the two parties expires, and it will be terminated naturally!

In Example 2, the HR manager cannot be the chairman of the company's trade union (to avoid the sensitivity of this role);

Tang's conduct was negligence, but it did not reach the level of seriousness;

5,000 yuan is not a major loss;

Therefore, the termination of the employment contract is not established.

Case 1Illegal 2Yes lifting.

Case 2 1It is a dereliction of duty 2Not a significant loss 3Not true.