Human Resources System Undergraduate Clients Seek Help!! Prawns came to help

When going to graduate school, except for a few schools that have been registered with the Ministry of Education, general human resources are not an independent major. Generally, it is the direction of human resources under the major of business administration and business management. So human resources itself is a direction.

As far as human resources are concerned, there is nothing to divide in itself, but each school sets its curriculum and name according to the advantages of its own school, for example, East China Normal has human resources education, which is nothing more than biased towards its own educational advantages. It can only be said that the school has a teacher and can give students what classes they can offer. So obviously, a school like the National People's Congress has a good number of teachers in terms of human resources.

I myself have a bachelor's degree in human resources. There are not many schools with strong majors. According to personal observation, except for the National People's Congress and Nankai, the teachers are strong in this regard.

Of course, there are many schools that enroll students, but because they are not independent majors, but only directions, it is difficult to judge how many places there are. Hope it helps.

I've had this question twice

Business management, human resource management, business administration (MBA), etc.

Applied Psychology, Educational Psychology, etc.

As for others, such as law, statistics, information management systems, etc., although they are touched, their advantages are no longer obvious. Unless you have a special hobby and strength, the above two directions are still recommended!

Human resource managers refer to managers engaged in human resource planning, recruitment and allocation, training and development, performance management, compensation and benefits management, labor relations management, etc.

At present, most of the personnel departments in China's enterprises have been transformed into human resources departments, and master professional human resource management knowledge, with professional qualifications to meet the state to take the certificate of the practitioners are extremely rare, it is understood that the gap of HR talents in the country has reached more than 500,000 people, only Shanghai conservatively estimates that the gap is about 40,000 people, Dalian has reached about 30,000 people, at present, more than 13,000 people in the country have participated in the qualification certification of the profession, the profession of talents has become a shortage of talents in the society, after professional trainingHR talents with qualification certificates have become the object of competition for enterprises.

Enterprise decision-makers do not have enough understanding of human resource management or do not know how to start, which leads to the lack of human resource management functions; The lack of human resource management can lead to people burying Huai Xiaoli resources department to engage in simple personnel work; Simple personnel work.

Understand the situation of the unit, do it according to the actual requirements, in short, follow the problem to find the problem, what method to use to solve it, and how to prevent the slightest.

1. It depends on your major, the school, and the training time.

2. There are two exams in the morning and in the afternoon, mainly professional ethics, professional ability, and comprehensive analysis.

3. The examination fee varies from place to place, for example, I am the one who applied for this major in Nanning and only charged the registration fee of 150, but our school must ask you to participate in the training, a total of about 900, but another school in the region, including the training fee, also needs 520, so it depends on the situation in various places.

4. For example, the level 4 exam will require you to be in this major, yes and no requirements are different, you may be required to participate in training for enough time, the more you go up, such as level 2, you will be required to have many years of work experience.

5. This has nothing to do with English.

6. A large number of textbooks on the Internet, the cheaper ones are pirated but do not affect the reading, and the registration points are also sold but more expensive than the ones on the Internet. Registration does not have to be online, you can consult the nearest school for a test center, or consult the local education bureau.

Done, send more points, it's so lacking!

Besides, I'm in this major, and I'm taking the exam, but I think I might not be able to pass the exam in May, by the way, it seems that I can't take the exam once, and I can pass the exam next time I pay the make-up examination fee.

You don't have to take this matter too seriously, and you don't need to tell the president for the time being, I have some personal suggestions for your reference only:

1. Understand the relationship between training and recruitment: Needless to say, you must understand this point (omitted).

2. Understand the relationship between training and the employer: you must know that the training is only to preach the new employees recruited according to the company's will, as for who to keep and who not to keep, the training unit only has the right to suggest, the key is still in the employer, you only need to check whether the following points are done.

3. Whether the training records have been made: whether the training employees have made daily training records, and whether there are training, manpower, and sales participants to sign.

4. Record at the end of training: At the end of the training, whether there are comments and signatures of relevant personnel, which is also the basis for assessing the performance of training personnel, and more importantly, there is also a basis for different opinions on employment.

5. The final employment record: after the training, the decision to stay or not is the right to decide whether to stay in the sales manager (for the sales staff), who has decided not to retain the personnel, and now the sales manager suddenly changed and decided to stay, not no, but the sales manager must sign the employment record in case of inspection.

6. If the sales manager refuses to sign on the employment record, you will bring all the record sheets (of course, there must be a signature), and reflect to the superior, if the superior also agrees with the sales manager's opinion, then you will let the superior also sign, so that you will find that in the future work, you will take the initiative.

Finally, I wish you all the best!

Maybe the manager found out about this person and said something about it, so communicate with the manager when necessary.

Of course, you can't tell the president, first of all, you have to distinguish the role, all the decisions and behaviors you make represent the company's decisions, not yourself, so for the employee to hire or dismiss, you are just an executor of the decision, and I believe that you can express the company's wishes to this employee in place, this is not something you can decide. For the sales manager, you can talk to him about the reasons and reasons for hiring the employee again, and then talk to the employee. However, I think that the approval of the head of the employing department is very important.

It is recommended that you can say this when communicating with the employee: after the training and assessment, there are indeed some places that are not suitable for the position, but your attitude is very good, and the company has decided to give you this opportunity, hoping that you can work hard and successfully pass the probation period.

Don't tell the president just yet! Give that newcomer a chance to exercise first! Let's see how he goes! Maybe he'll be good! Hehe.

Human resource planning is divided into broad and narrow sense, broad sense: is the general term of all kinds of human resource plans of the enterprise, is strategic or tactical planning, chivalrous refers to the implementation of strategies and projects of personnel allocation in Peng to explain to you one by one:

Human resources: refers to the sum of the labor capacity of people within a certain range, or in other words; It refers to the sum of intellectual and physical labor that can promote the development of the entire economy and society.

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.

Human resource management is divided 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.

1. Through the sense of identity and belonging of the members of the organization, the organizational culture is the full cohesion of human resources and gives full play to their role.

2. Organizational culture changes the values of employees, establishes new values, and is a better adaptation of human resources to the organization.

3. Organizational culture has a guiding and developing role in human resources.

4. Human resources have a shaping effect on the formation of organizational culture.