What are the 6 modules of human resources?

Module 1 Human Resource Management 1, Career Development Theory 2, Organizational Internal Assessment 3, Organizational Development and Change; 4. Plan and organize career development; 5. Overview of Comparative International Human Resource Management 6. Development of Strategic Plan for Human Resource Development 7. Performance Factors at Work 8. Employee Empowerment and Supervision.

Module 2 Human Resource Training and Development Module 1, Theoretical Learning 2, Project Evaluation 3, Investigation and Evaluation 4, Needs Assessment and Training 5, Training and Development 6, Composition of Training Recommendations 7, Training, Development and Employee Education 8, Training Design, Systems Approach 9, Development Management and Business Leadership; Develop Yourself and Others 10 Project Management; Operations Management: Project development and management practices.

Module 3 Compensation Management in Human Resources (Compensation, Incentives and Benefits) 1. Compensation 2. Building a comprehensive compensation system 3. Benefits and other compensation issues 4. Evaluating performance and providing feedback.

Module 4 Human Resource Management and Competition 1, Human Resource Management and Competitive Advantage 2, Human Resource Management Command and Environment; 3. Human Resource Planning 4, Job Analysis 5, Personnel Recruitment 6, Training and Development of Employees 7, Employee Performance Evaluation 8, Productivity Improvement Program.

Module 5 Employees and Labor Relations 1, Employment Law 2, Labor Relations and Society 3, Industry Relations and Society 4, Industrial Negotiation 5, Unionization and Industrial Negotiation.

Module 6 Safety, Security and Health 1, Safety and Health Project 2, Safe and Healthy Work Environment 3, Promoting Safety and Health in the Workplace 4, Managing Practice Health and Safety.

Beijing Dingxun Tongchuang Technology Co., Ltd. focuses on human resource management software services.

Organization management, position management, personnel management, system management, personnel changes, contract management, salary management, insurance management, report management, tools, leadership decision-making, document management; Recruitment management, training management, appointment and dismissal management, performance management, attendance management, etc.

Human resources planning.

Recruitment & Placement.

Training & Development.

Performance appraisal and evaluation.

Compensation & Benefits & Management.

Labor Relations.

The six modules of human resources are: human resources are divided into human resource planning, recruitment and allocation, training and development, compensation and benefits, performance management, and employee relations.

1. Human resource planning.

Human resource planning is mainly based on the company's development strategy to deduce the company's future human resources needs, including quantity, specific positions, requirements, etc.

On the other hand, take stock of the existing personnel, so as to calculate the demand gap of human resources, and further plan how to adopt the means of selection, breeding, use and retention to meet the final human resource demand. The work of this module is usually led by the HR Director or HR Manager.

2. Recruitment and allocation.

Recruitment and configuration is one of the modules we are most familiar with, in addition to the recruitment functions that we usually contact with the most, there is also a "configuration" that is often overlooked, the configuration of functions, more requires the practitioners of human resources-related modules, to understand the main characteristics and abilities of employees, and arrange them in positions that are more suitable for him, so as to match people and posts.

3. Training and development.

The corporate universities and training centers of many enterprises undertake the training of new employees, professional training of employees, leadership training, training of new managers, etc., all of which belong to the functions of the training and development module.

4. Salary and welfare.

This is usually the most concerned about a human resources module for ordinary employees, our monthly salary, commission, bonus, all kinds of holiday benefits, birthday benefits, year-end bonuses, salary adjustments, etc., are completed by this module and function of human resources.

5. Performance management.

According to the theory, performance management includes four major links: performance goal setting, performance communication, performance appraisal and performance feedback and improvement, but the specific implementation of companies at different stages of development is also very different.

In some companies, the performance management focuses only on the performance appraisal, and the company formulates performance indicators, and gives clear rewards and punishments for the indicators, and implements them in the monthly, quarterly or annual appraisal.

6. Employee relations.

The core purpose of employee relations is to establish a harmonious labor-management relationship, so that employees and the enterprise can achieve a win-win situation, the enterprise is developing better and better with the joint efforts of employees, and employees can get personal growth and be treated fairly in the enterprise.

Human Resource Planning, Recruitment & Distribution, Training & Development, Performance Management, Compensation & Benefits Management, Labor Relations Management. The basic contents of human resource planning are as follows:1

Establishment of organizational structures; 2.Adjustment and analysis of enterprise organization; 3.Analysis of the supply and demand of enterprise talents; 4.

Formulate enterprise human resources system; 5.Preparation and implementation of budgets for human resources management costs.

The six modules of human resources are divided into:

1. Human resources planning.

2. Personnel recruitment and allocation.

3. Training development and implementation.

Fourth, performance appraisal and implementation.

5. Salary and welfare.

6. Employee relationship management.

Specific breakdowns: 1. Human resource planning:

1. The setting of the organizational structure, 2. The adjustment and analysis of the enterprise organization, 3. The analysis of the supply and demand of enterprise personnel, 4. The formulation of the enterprise human resources system, 5. The preparation and implementation of the budget of human resource management expenses;

6. Develop a strategic plan for the development of human resources.

7. Performance factors at work.

8. Employee authorization and supervision.

2. Recruitment and allocation of human resources

1. Recruitment needs analysis, 2. Job analysis and competency analysis, 3. Recruitment procedures and strategies

4. Analysis and selection of recruitment channels, 5. Recruitment implementation, 6. Special policies and contingency plans, 7. Exit interviews, 8. Measures to reduce employee turnover.

3. Human resources training and development.

1. Theoretical Learning, 2. Project Evaluation, 3. Investigation and Pinggu, 4. Training and Development, 5. Needs Assessment and Training, 6. Composition of Training Recommendations, 7. Training, Development and Employee Education, 8. Training Design and Systematic Methods, 9. Development Management and Business Leadership; Develop yourself and others, 10. Project management: project development and management practices.

Fourth, human resource performance management:

1. Performance management preparation stage, 2. Implementation stage, 3. Evaluation stage, 4. Summary stage, 5. Application development stage, 6. Performance management interview, 7. Performance improvement method, 8. Behavior-oriented evaluation method, 9. Result-oriented evaluation method.

5. Human resources compensation and benefits management: (compensation, incentives and benefits).

1. Salary, 2. Build a comprehensive salary system (job evaluation and salary grade, salary survey, salary plan, salary structure, salary system formulation, salary system adjustment, labor cost accounting), 3. Welfare and other salary issues (welfare insurance management, enterprise welfare project design, enterprise supplementary pension insurance and supplementary medical insurance design).

4. Evaluate performance and provide feedback.

6. Employee and labor relations of human resources:

1. Employment Law, 2. Labor Relations and Society, 3. Industrial Relations and Society, 4. Labor Negotiation, 5. Trade Unionization and Industrial Negotiation (Safety, Security and Health, Safety and Health Projects, Safe and Healthy Work Environment, Promoting Safety and Health in the Workplace, Managing Practice Health and Safety).

1. The six modules of human resources refer to: human resource planning, recruitment and allocation, training and development, performance management, salary and welfare management, and labor relations management. Hall Zen posture.

2. Human resource planning, which involves the establishment of relevant organizations and the recruitment of outstanding talents in the direction of human resource planning, and the allocation of personnel positions to maximize the ability of employees. Regular training for employees can improve their skills, ensure the sustainable development of talents, and enhance their trust. A performance model with a good sense of value can effectively motivate and retain talents.

A sound salary and welfare mechanism can not only motivate employees to better attract talents. Labor relations management mainly focuses on employee changes, employment disputes, and corporate culture construction.

Hello dear, the six modules of the human resources module are as follows:1Recruitment, that is, the recruitment of employees by enterprises, mainly includes internal and external recruitment methods, of which internal recruitment refers to the transfer or promotion of internal personnel in combination with the job needs of the enterprise, and external recruitment refers to social and school recruitment.

2.Training, employees usually have induction training after they officially take up their posts, mainly training daily norms, corporate culture, strategy and basic information, etc., and at the same time, they should also be trained on job responsibilities. 3.

Remuneration generally refers to the remuneration contained in the position itself, mainly including intangible salary and tangible salary, and the remuneration obtained for the individual employee. Among them, tangible salary includes benefits, subsidies, performance and basic salary, etc., and intangible salary refers to the edification of corporate culture and training expertise. 4.

Performance, a comprehensive measurement of the productivity of employees, if the production capacity is relatively high, will get more performance bonuses, in the final analysis, belongs to the incentive system formulated by the enterprise, and the performance bonus program should be reasonable and scientific, otherwise not only can not achieve the expected effect, but also may have a counter-effect. 5.Planning, the guiding ideology of the annual strategic planning of the enterprise, is responsible for the personnel development norms of the enterprise, mainly including the organizational structure of the enterprise and the recruitment plan and other related content, but also the basis of the personnel resource module.

The six modules of the human resources module are: human resource planning, recruitment and allocation, training and development, performance management, compensation and welfare management, and labor relations management.

Human resource planning is such as the formulation of enterprise human resources system; Recruitment and configuration is such as recruitment demand analysis, recruitment implementation, etc.; Training and development is for example, training and development, project evaluation, theoretical learning, etc.; Performance management is such as performance management preparation, implementation, evaluation, etc.; Compensation and benefits management is to build a comprehensive compensation system, etc.; Labor relations management is such as employee communication.

Human resources refers to personnel, the broadest definition refers to human resource management, and it is also a relatively important position in the company. The company's personnel recruitment, training, staff assessment, staff salary, and staff transfer are all related to personnel.

Human resources are the most critical resources in the society, and they are resources that have a significant impact on enterprises, and have always been valued by many experts and scholars at home and abroad, as well as successful people and famous enterprises. Many enterprises attach great importance to the management of human resources. Human resource allocation refers to the scientific and reasonable allocation of human resources of an organization or enterprise in order to improve work efficiency and optimize human resources in a specific organization or enterprise.

Human resources (HR) is personnel, the broadest definition refers to human resource management, including six modules: human resource planning, recruitment, training, performance, compensation and labor relations. It is mostly used in the company's human resources department.

It is also an important position in the company. The company's personnel recruitment, training, staff assessment, staff salary, and staff transfer are all related to personnel.