How to learn the six modules of human resources?

Human resources are the most difficult and value-creating resources.

Regardless of the module, the necessary theoretical knowledge must be available.

First, according to the requirements of the system, formulate the management system and management process of each module, so that it is easy to operate in actual work! If you can personally do the management system of each module once, your mastery or maturity in the work will be faster! Especially in the management process is the most improved, for example, the training management process

From the annual training plan to the monthly, then the implementation and then the effectiveness assessment, then the monthly, the annual summary, and back to the annual plan, but in this period, the basis for the annual training plan: the company's development goals, the results of the previous year's performance appraisal, the company's new projects, the needs of various departments, etc., is the backbone first, then the bones, and then the meat.

Regardless of that module, the necessary theoretical knowledge must be there, for example, someone can drive on the road without going through the learning of driving school, but he does not understand a lot of theoretical things, and the same is true for human resources, without theoretical learning, you will find that you don't understand anything after chatting with your peers, so someone can become a human resources director, someone may have been doing it for a long time and only a personnel assistant, of course, it is better to read thousands of books than to travel thousands of miles, and it is better to read countless people than to travel thousands of miles. You'll have to figure out what's going on, friend, come on.

Human resources are mostly practice!

The six modules of human resources refer to: human resource planning, talent recruitment and allocation, employee training and development, performance management, compensation and benefits management and labor relations management.

1. Human resource planning: clarify the development direction of the enterprise and formulate a personnel management plan.

2. Talent recruitment and allocation: according to the company's job requirements, recruit and allocate personnel.

3. Employee training and development: improve the skills and value of employees.

4. Performance management: monitor and analyze the work status and task results of employees, and complete the reward and promotion system.

5. Salary and welfare management: to match the skills and values of employees, and improve the quality of life and sense of belonging of employees.

6. Labor relations management: Establish good labor relations through legal and moral constraints.

The six modules of human resources mainly include recruitment, training, compensation, performance, planning, and employee relations.

1. Recruitment, 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 also train job responsibilities.

3. Remuneration generally refers to the remuneration contained in the position itself, mainly including intangible salary and tangible salary, and the remuneration received 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 production capacity of employees, if the production capacity is relatively high, will get more performance bonuses, in the final analysis, it 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 results, but also may have a countereffect.

5. Planning, the guiding ideology is the annual strategic planning of the enterprise, 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.

Introduction to Human Resources

Human resources is personnel, and the broadest definition refers to human resource management, which includes 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.