The development trend of human resource management includes

The development trend of human resource management mainly includes value-driven, technology-driven and participation-driven.

First of all, value-driven: with the development of enterprises, employees' values are more important than before, and human resource management needs to pay more attention to people's values, such as establishing a value identification mechanism, highlighting employees' values and motivating employees.

Secondly, technology-driven: with the development of science and technology, human resource management can also use various technologies to empower, such as establishing a technology-driven recruitment model, using big data analysis to improve human resource management processes and improve management efficiency.

Finally, participation drive: from the perspective of full participation, strengthen the participation of managers at all levels, let them contribute to human resource management, promote intelligent management, reduce management risks, and improve performance and satisfaction.

Work content of human resource management:

1, job analysis and design. Based on the investigation and analysis of the nature, structure, responsibilities and processes of each job position in the enterprise, as well as the quality, knowledge and skills of the personnel qualified for this position, the personnel management documents such as job descriptions and job descriptions are compiled.

2. Human resource planning. Transforming the enterprise human resources strategy into medium and long-term goals, plans and policy measures, including analyzing the current situation of human resources, predicting and balancing the supply and demand of future personnel, and ensuring that enterprises can obtain the required human resources when needed.

3. Staff recruitment and selection. According to the requirements of human resource planning and job analysis, recruit and select the required human resources for enterprises and arrange them to a certain position.

4. Performance appraisal. Assess and evaluate employees' contributions to the enterprise and achievements in their work in a certain period of time, and give timely feedback to improve and improve employees' work performance, and provide basis for personnel decisions such as employee training, promotion and salary.

5. Salary management. Including the design and management of salary structure such as basic salary, performance salary, bonus, allowance and welfare, so as to motivate employees to work harder for the enterprise.

6. Employee motivation. The use of incentive theory and methods can meet or limit the various needs of employees to varying degrees, cause changes in employees' psychological state, and thus motivate employees to work hard for the expected goals of enterprises.