What are the aspects of human resource management?

1. Human resource management refers to the use of modern scientific methods to carry out reasonable training, organization and deployment of manpower combined with certain material resources, so that manpower and material resources are often maintained in the best proportion, and at the same time, people's thoughts, psychology and behavior are properly induced, controlled and coordinated, and people's subjective initiative is given full play, so that people can make the best use of their talents, get the right people, and have appropriate personnel to achieve organizational goals. By definition, human resource management can be understood in two ways, namely:

1.Management of the external element of human resources - quantity. The quantitative management of human resources is to carry out appropriate training, organization and coordination of human resources according to human and material resources and their changes, so that the two often maintain the best ratio and organic combination, so that people and things can give full play to the best effect.

2.The management of the intrinsic element of human resources - qualitative. It mainly refers to the use of modern scientific methods to effectively manage people's thoughts, psychology and behaviors (including the coordination, control and management of individual and group thoughts, psychology and behaviors), and give full play to people's subjective initiative to achieve organizational goals.

Second, the difference between modern human resource management and traditional personnel management Modern human resource management is deeply affected by the economic competition environment, the technological development environment and national laws and policies. As a new and important field of management that has emerged in the past 20 years, it goes far beyond the scope of traditional personnel management. Specifically, there are some differences:

1. The characteristics of traditional personnel management are centered on "things", only seeing "things", not "people", only seeing a certain aspect, but not seeing the whole and systematization of people and things, emphasizing the static control and management of a single aspect of "things", and the form and purpose of its management are "controlling people"; The modern human resource management to "people" as the core, emphasizing a dynamic, psychological, consciousness of the adjustment and development, the fundamental starting point of management is to "focus on people", its management is attributed to the system optimization of people and things, resulting in enterprises to achieve the best social and economic benefits.

2 Traditional personnel management sets people as a cost, treats people as a "tool", and focuses on input, use and control. Modern human resource management treats people as a "resource" and focuses on output and development. It is a "tool" that you can control and use at will, and it is a "resource", especially if you use people as a resource, you have to be careful to protect it, guide it, and develop it.

It is no wonder that some scholars put forward the importance of human resource management, and believe that the management philosophy of the 21st century is "only by truly liberating the managed, can the managers themselves be finally liberated".

Generally speaking, human resource management mainly includes the following aspects:

1. Strategic planning and decision-making system of human resources;

2. Cost accounting and management system of human resources;

3. Human resources recruitment, selection and hiring system;

4. Education and training system for human resources;

5. Performance appraisal system for human resources;

6. Salary and welfare management and incentive system of human resources;

7. Human resources security system;

8. Career development design system for human resources;

9. Policies and regulations of human resource management;

10.Diagnostic system for human resource management.

Human resource management.

It refers to the use of modern scientific methods to carry out reasonable training, organization and deployment of manpower combined with certain material resources, so that manpower and material resources often maintain the best proportion, and at the same time appropriately induce, control and coordinate people's thoughts, psychology and behavior, give full play to people's subjective initiative, make people make the best use of their talents, get the right people, and appropriate personnel to achieve organizational goals.

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 content of human resource management: firstly, the design of the position, including the analysis of the position before the design; The second is recruitment, as well as the selection of employees; then there is performance appraisal and compensation management; There is also how to do employee motivation and training; Finally, career planning and effective management of labor relations.

Although there are many contents of human resource management, it is not very difficult, and the key is to have practical experience. What are the main contents of human resource management, as follows:

1. Position. To do human resource management, you must be able to analyze and design the position. Different enterprises, how to design jobs, including the nature and responsibilities of these positions, and what knowledge and skills employees need to have to be qualified for the position, followed by the preparation of job descriptions and other normative documents based on these.

2. Recruitment. According to the requirements of enterprise development, human resource management must do the recruitment of personnel, including how to design promotion channels and standards, as the criteria for selecting talents.

3. Performance appraisal and salary management. Performance appraisal is to make a comprehensive evaluation of the work of employees, and the basis and standard of assessment; Compensation management is divided into basic compensation and performance compensation, plus bonuses and other components of the compensation structure, without which employees can not be effectively motivated.

4. Employee motivation and training. Newcomers often have a training period and a probation period when they enter the company, and they naturally have to do a good job in this area to do human resource management. In addition, the specific method of employee motivation is also very important.

5. Finally, how to improve the labor relationship between enterprises and employees, and how to assist employees in career planning, so as to stimulate the enthusiasm and creativity of employees.

Human resource management refers to a series of human resource policies and corresponding management of enterprises, which mainly include the formulation of enterprise human resources strategy, employee recruitment and selection, training and development, performance management, salary management, employee turnover management, employee relationship management, employee safety and health management, etc. That is, the enterprise uses modern management methods to plan, organize, command, control and coordinate a series of activities such as the acquisition (selection), development (education), maintenance (retention) and utilization (employment) of human resources, and finally achieves the goal of enterprise development.

It is the whole process of organizing human resource needs and making human resource demand plans, 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.

Specifically, modern human management mainly includes the following specific contents and tasks: 1Formulate human resources plan According to the organization's development strategy and business plan, evaluate the current situation and development trend of the organization's human resources, collect and analyze information and materials on the supply and demand of human resources, and formulate policies and measures such as human resources recruitment, deployment, training, development and development plans.

2.Human resource cost accounting The human resource management department should cooperate with the finance and other departments to establish a human resources accounting system and carry out the accounting of human resources input costs and output benefits. Human resource accounting can not only improve human resource management itself, but also provide an accurate and quantitative basis for decision-making departments.

3.Job Analysis and Job Design Analyze the various jobs and positions in the organization to determine the specific requirements of each job and position for employees, including technology and type, scope and familiarity; Study, work and life experience; physical health; Responsibilities, rights and obligations at work.

View Answer Analysis [Correct Answer] (1) Organizational design and position analysis; 2) Human resource planning. (3) Recruitment and allocation of employees; (4) Education and training of employees; (5) Performance appraisal and incentives; (6) Compensation and benefits management; (7) Career management; (8) Labor relations management.

Answer Analysis] See textbook p110-111.