The basic content and characteristics of human resource management

From a theoretical point of view, human resources have eight functions

1, human resources planning, that is, human resources demand and supply analysis, etc.

2, recruitment and screening, selecting and hiring talented people suitable for the development of the enterprise

3, compensation and benefits insurance, system of wages and benefits system and the implementation of the incentive to staff Work hard

4, performance appraisal, assessment of employee performance, so as to provide a basis for training, pay, promotion, etc.

5, training, investigation of training needs, the development of training programs to enhance the quality of employees to meet the needs of the work

6, labor relations management, dealing with labor contracts (which part of the main and the Bureau of Labor Affairs) and employee relations

7, staff deployment, a comprehensive grasp of the staff of the company

7, staff deployment, a comprehensive grasp of the staff of the company

8, the company has been working on the development of the company's business.

7, personnel deployment, a comprehensive grasp of personnel information, the right people to the right position

8, personnel work, mainly some of the traditional personnel work, such as personnel file management

Basically, these cases, to see if you can meet your understanding of human resources needs.

A definition of human resource management

Human resource management, that is, the use of modern scientific methods, and a certain amount of material resources combined with manpower to carry out reasonable training, organization and deployment, so that manpower, material resources often to maintain the best ratio, at the same time, the human mind, psychology and behavior of appropriate induction, control and coordination, and give full play to the human subjective ability to make the best of the situation.

According to the definition, human resource management can be understood from two aspects, namely:

1. The management of the external elements of human resources - quantity. Quantity management of human resources, that is, according to manpower and material resources and their changes, appropriate training, organization and coordination of manpower, so that the two often maintain the optimal ratio and organic combination, so that people and materials are fully exerted to the best effect.

2. The intrinsic elements of human resources - quality management. Mainly refers to the use of modern scientific methods, the human mind, psychology and behavior of effective management (including individual and group thought, psychology and behavior of coordination, control and management), give full play to the subjective initiative of people to achieve organizational goals.

The difference between modern human resource management and traditional personnel management

Modern human resource management, y affected by the economic competition environment, technological development environment and national laws and government policies. It appears as a new and important field of management in the past 20 years, far beyond the scope of traditional personnel management. Specifically, there are some of the following differences:

1. Traditional personnel management is characterized by "things" as the center, only see "things", do not see "people", only see a certain aspect, but not people and things. A certain aspect, but do not see people and things as a whole, systematic, emphasizing the "things" of a single aspect of the static control and management, the form and purpose of its management is to "control people"; and modern human resource management to "people" as the core, emphasizing a kind of "people" as the core, emphasizing a kind of "people" as the core, emphasizing a kind of "people" as the core, emphasizing a kind of "people" as the core. "as the core, emphasizing a dynamic, psychological, consciousness regulation and development, the fundamental starting point of management is "focus on people", its management comes down to the system optimization of people and things, resulting in enterprises to achieve the best social and economic benefits.

2. Traditional personnel management to set people as a cost, people as a "tool", focusing on input, use and control. And modern human resource management as a "resource", focusing on output and development. Is a "tool", you can control it at will, use it, is a "resource", especially as a resource, you have to be careful to protect it, guide it, develop it. No wonder some scholars have proposed: pay attention to the management of human resources, and that the management philosophy of the 21st century is "only truly emancipated by the managers, in order to ultimately emancipate the managers themselves.

3. Traditional personnel management is a functional department alone to use the tool, seems to have little to do with other functional departments, but modern human resources management is very different from this. The implementation of human resources management functions in the organizations of the personnel department gradually become an important partner of the decision-making departments, thus improving the status of the personnel department in decision-making. Human resource management involves every manager in an organization, and modern managers should be clear: they are both the business manager of their department and the human resource manager of that department. Human resource management department's . The main responsibility lies in the formulation of human resources planning, development policy, focusing on human potential development and training, while training other functional managers or managers to improve their management level and quality of people. Therefore, every manager of the enterprise, not only to complete the enterprise's production and sales targets, but also to develop a team of employees who can fight hard for the realization of the enterprise's organizational goals.

Three, the specific tasks of human resources management

From the traditional personnel management, but beyond the traditional personnel management of modern human resources management, the main should include what specific content and tasks?

Human resource management is concerned about the "human problem", the core of which is to recognize human nature, respect for human nature, emphasizing modern human resource management "people-oriented". In an organization, around the people, mainly concerned about the people themselves, the relationship between people, the relationship between people and work, the relationship between people and the environment, the relationship between people and the organization.

At present, the more widely recognized point of view is: modern human resource management is a human resources acquisition, integration, maintenance of incentives, control adjustment and development process. Colloquially speaking, modern human resource management mainly includes the search for talent, talent, education, talent, motivation, retention and other content and work tasks. Generally speaking, modern human resource management mainly includes the following systems:

1. Human resources strategic planning, decision-making system;

2. Human resources costing and management system;

3. Human resources recruitment, selection and hiring system;

4. Human resources education and training system;

5. Human resources performance appraisal system;

6. Human resources compensation and benefits management and incentive system;

7. Human resources security system;

8. Human resources career development design system;

9. Human resources management policies, regulations system;

10. Human resources management diagnostic system.

In order to scientifically and effectively implement the functions of the major systems of modern human resource management, it is necessary for those engaged in human resource management to master three aspects of knowledge: (1) some understanding of human psychology, behavior and its nature; (2) psychological, behavioral assessment and its analysis techniques, that is, what to measure, how to measure, how effective, etc.; (3) job analysis techniques, that is, to understand the content, responsibility, job position, and how to use it. content, responsible person, work position, work time, how to operate, why do and other aspects of the technology. This is the premise and basis for human resource management.

Specifically, modern human resources management mainly includes the following specific content and tasks:

1. Develop human resources plan

According to the organization's development strategy and business plan, assess the current situation of human resources and development trend of the organization, collect and analyze the information and data on human resources supply and demand, forecast human resources supply and demand development trend, formulate human resources recruitment, deployment and development of human resources.

2. Human resource cost accounting

Human resource management departments should cooperate with financial departments to set up a human resource accounting system and carry out the accounting of human resource input costs and output benefits. Human resources accounting work can not only improve human resources management work itself, but also for decision-making departments to provide accurate and quantitative basis.

3. Job analysis and job design

The analysis of each job and position in the organization, to determine the specific requirements of each job and position of the employee, including skills and types, scope and familiarity; learning, work and life experience; physical health; work responsibilities, rights and obligations, and other aspects of the situation. Such specific requirements must be formed in writing, which is the job description. This description is not only the basis for recruitment, but also the standard of evaluation of the performance of employees, staff training, deployment, promotion and other work based on.

4. Recruitment and selection of human resources

According to the needs of the organization's positions and job descriptions, the use of a variety of methods and means, such as acceptance of recommendations, advertisements, talent exchanges, to the employment agency registration from within or outside the organization to attract applicants. And after qualification examination, such as acceptance of education, work experience, age, health status and other aspects of the examination, from the applicants initially selected a certain number of candidates, and then after a rigorous examination, such as written tests, interviews, evaluation centers, situational simulation and other methods of screening, to determine the final hiring candidates. The selection of human resources should follow the principles of equal employment, two-way choice, meritocracy and so on.

5. Employment management and labor relations

Once the employee is hired by the organization, the organization has formed a kind of employment and employment, interdependent labor relations, in order to protect the legitimate rights and interests of both parties, it is necessary to reach a certain agreement on the employee's wages, benefits, working conditions and the environment and other matters, signing a labor contract.

6. Entry education, training and development

Any new employee recruited into an organization (mainly refers to the enterprise), must accept the entry education, which is to help new employees to understand and adapt to the organization, acceptance of the organization's culture of effective means. The main content of the education includes the organization's historical development and future development planning, professional ethics and organizational discipline, labor safety and health, social security and quality management knowledge and requirements, job responsibilities, employee rights and wages and benefits.

In order to improve the work ability and skills of the majority of employees, it is necessary to carry out targeted job skills training. For managers, especially for those who are about to be promoted, it is necessary to carry out training and education to improve the purpose of prompting them as soon as possible to have a higher level of position in the work of comprehensive knowledge, proficiency skills, management skills and adaptability.

7. Work performance appraisal

Work performance appraisal, that is, against the job job description and work tasks, the employee's business ability, work performance and work attitude, etc. to evaluate and give quantitative treatment of the process. This evaluation can be a self-summarizing type, or he assessed, or a comprehensive evaluation. Appraisal results are an effective basis for employees to promote, receive rewards and punishments, pay wages, receive training, etc. It is conducive to mobilize the enthusiasm and creativity of employees, check and improve human resource management work.

8. To help employees' career development

Human resource management departments and managers have the responsibility to encourage and care about the personal development of employees, to help them formulate personal development plans, and timely supervision and inspection. This is conducive to promoting the development of the organization, so that employees have a sense of belonging, and thus stimulate their work enthusiasm and creativity, and improve organizational effectiveness. In helping employees to formulate their personal development plans, it is necessary for the human resources management department to consider its coordination or consistency with the organizational development plan. Only in this way, the human resources management department can implement effective help and guidance to employees to promote the smooth implementation of the personal development plan and achieve results.

9. Employee wages and compensation and welfare protection design

Reasonable, scientific wages and compensation and welfare system is related to the organization of the stability of the workforce or not. Human resource management should be from the staff's seniority, rank, position and actual performance and work achievements, to develop appropriate and attractive wage compensation and benefit standards and systems for employees. Salary and compensation should be adjusted accordingly with the rise and fall of the employee's job, the change of jobs, the performance of the work of the good and bad and the work of the results, can not only rise but not fall.

Employee benefits are a part of social and organizational security and are a supplement or continuation of wage compensation. It mainly includes the government regulations of the pension or old-age insurance, medical insurance, unemployment insurance, work injury insurance, holidays, and in order to protect the work safety and health of the employees, to provide the necessary safety training and education, good labor working conditions and so on.

10. Custody of Employee Records

The human resource management department has the responsibility to keep the resume of the employees when they join the factory, and the written records of the employees' work initiative, work performance, work performance, salary and compensation, job promotion, rewards and punishments, and the training and education they receive.

Four, the significance of human resources management

In all the resources owned by mankind, human resources is the first valuable, naturally become the core of modern management. Continuously improve the level of human resources development and management, not only is the current development of the economy, improve market competitiveness needs, but also a country, a nation, a region, a unit of long-term prosperity and development of an important guarantee, but also a modern people to fully develop their own potential, to adapt to society, the transformation of society is an important measure.

Professor Zhang De has pointed out in his work that the main significance of human resource management is:

1. To realize the leanness and high efficiency of human resources through rational management, and to achieve the maximum value of use. And pointed out that: the use of human value to reach the maximum = human effective skills to maximize the play.

2. Through the adoption of certain measures to fully mobilize the enthusiasm and creativity of the majority of employees, that is, to maximize the use of human initiative. The survey found that: hourly paid employees only need to play their own 20% -30% of the ability to play every day, it is enough to keep their personal rice bowls. But if the full mobilization of its enthusiasm, creativity, its potential to play out 80% -90%.

3. Cultivate the overall development of people. The development of human society, whether it is economic, political, military, cultural development, the ultimate goal is to be realized to people - all for the development of people themselves. At present, education and training in human resources development and management in an increasingly high position, Marx pointed out that education is not only a way to improve social production, but also the only way to create a comprehensive development of people.

In fact, the significance of modern human resource management can be understood at three levels, i.e., the state, the organization, and the individual.

At present, "science and education", "comprehensively improve the quality of workers" and other national policies, in fact, talking about a country, a nation of human resources development and management. Only when a country's human resources are fully developed and effectively managed can a country prosper and a nation be revitalized. In an organization, only by seeking useful talents, using talents reasonably, managing talents scientifically and developing talents effectively can we promote the achievement of organizational goals and the realization of personal values. For individuals, there is a potential to develop, improve skills, adapt to society, integrate into the organization, create value, dedication to society, which depends on human resources management.

We do not talk about human resource management from the macro level and micro level, i.e., the country and the individual, but from the meso level, i.e., for the enterprise organization to talk about modern human resource management. Therefore, we are more concerned about the value and significance of modern HRM for an organization. Here, we believe that the significance of modern human resource management to an enterprise is at least reflected in the following aspects:

1. To the decision-making level of the enterprise. People, money, materials, information, etc., can be said to be the main aspects of business management concerns, people are the most important, live, the first resource, only to manage the "people" as a resource, only to seize the management of the essence of the program, program, outline to be able to see the whole picture.

2. Human resource management. People are not only managed "object", but also with thoughts, feelings, subjective initiative of the "subject", how to develop a scientific, rational and effective human resources management policies, systems, and decision-making for business organizations to provide effective information will always be the subject of human resources management department. The subject of the resource management department.

3. To general managers. Any manager can not be a "universal messenger", more should play a "decision-making, guidance, coordination" of the role of subordinate work. He not only need to effectively complete the business work, but also need to train subordinates, develop staff potential, establish a good team organization.

4. To an ordinary employee. Anyone would like to control their own destiny, but what they are suitable to do, the goals of the organization, what are the values, what are the job responsibilities, how to effectively integrate themselves into the organization, combined with the goals of the organization how to develop their own potential, to play their own ability, how to design their own professional life, etc., which is a great concern for each employee, but also y confused about the issue. We believe that modern human resource management will provide effective help for each employee.