What specific contents and tasks does enterprise human resource management mainly include?

Enterprise human resource management mainly includes the following specific contents and tasks: 1. According to the organization's development strategy and business plan, formulate human resources plan, evaluate the present situation and development trend of human resources in the organization, collect and analyze the information and data of human resources supply and demand, predict the development trend of human resources supply and demand, and formulate policies and measures such as recruitment, deployment, training, development and development plan of human resources. 2. Human resource cost accounting The human resource management department should cooperate with the financial department to establish a human resource accounting system to calculate the input cost and output benefit of human resources. Human resource accounting can not only improve human resource management itself, but also provide accurate and quantitative basis for decision-making departments. 3. Job analysis and job design analyze each job and post in the organization to determine the specific requirements of each job and post for employees, including technology and type, scope and familiarity; Study, work and life experience; Physical health status; Work responsibilities, rights and obligations, etc. This specific requirement must be written, that is, the job description. This manual is not only the basis for recruitment, but also the standard for evaluating employees' performance and the basis for employees' training, deployment and promotion. 4. Recruitment and selection of human resources According to the job requirements and job descriptions within the organization, various methods and means are used to attract candidates from inside or outside the organization, such as accepting recommendations, advertising, holding talent exchange meetings, and registering with employment agencies. After qualification examination, such as education level, work experience, age, health status, etc., a certain number of candidates are initially selected from the candidates, and then the final candidates are selected through strict examinations, such as written examination, interview, evaluation center and scenario simulation. The selection of human resources should follow the principles of equal employment, two-way selection and merit-based employment. 5. Employment management and labor relations Once an employee is employed by an organization, it forms an interdependent labor relationship with the organization. In order to protect the legitimate rights and interests of both parties, it is necessary to reach a certain agreement on the salary, welfare, working conditions and working environment of employees and sign a labor contract. 6. In-factory education, training and development Any new employee who applies to join an organization (mainly an enterprise) must receive in-factory education, which is an effective means to help new employees understand and adapt to the organization and accept the organizational culture. The main contents of factory entrance education include 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, post responsibilities, employee rights and interests, wages and benefits, etc. In order to improve the working ability and skills of employees, it is necessary to carry out targeted job skills training. It is necessary to improve the training and education for managers, especially those who are about to be promoted, in order to promote them to have comprehensive knowledge, skilled skills, management skills and adaptability as soon as possible, so as to be competent for higher-level jobs. 7. Work performance appraisal Work performance appraisal is a process of evaluating and quantifying employees' business ability, work performance and work attitude according to job descriptions and work tasks. This evaluation can be self-summary, other evaluations or comprehensive evaluation. The assessment result is an effective basis for employees' promotion, acceptance of rewards and punishments, payment of wages and training, which is conducive to mobilizing employees' enthusiasm and creativity and checking and improving human resource management. 8. Help employees' career development. Human resource management departments and managers have the responsibility to encourage and care about employees' personal development, help them make personal development plans, and supervise and inspect them in time. Doing so is conducive to promoting the development of the organization, giving employees a sense of belonging, thus stimulating their work enthusiasm and creativity and improving organizational efficiency. The human resource management department needs to consider the coordination or consistency with the organizational development plan when helping employees to make personal development plans. Only in this way can the human resources management department provide effective help and guidance for employees, and promote the smooth implementation of the personal development plan and achieve results. 9. Employee's salary and welfare guarantee A reasonable and scientific salary and welfare system is related to the stability of employees in the organization. The human resource management department should formulate corresponding and attractive salary and welfare standards and systems for employees according to their qualifications, grades, positions, actual performance and work achievements. Wages and remuneration should be adjusted accordingly with the rise and fall of employees' jobs, job changes, good or bad job performance and good or bad job performance, and should not only rise but not fall. Employee welfare is a part of social and organizational security and a supplement or continuation of wages. It mainly includes pension or endowment insurance, medical insurance, unemployment insurance, industrial injury insurance and holidays stipulated by the government, and provides necessary safety training and education and good working conditions to ensure the safety and health of employees at work. 10. Save employee files. The human resources management department is responsible for keeping the resumes of employees when they enter the factory and written records of their work initiative, work performance, work performance, salary, job promotion, rewards and punishments, training and education after entering the factory.