What is the function and significance of ancient personnel management in China to modern human resource management? About 1000 words

What specific contents and tasks should modern human resource management, which originates from and transcends traditional personnel management, mainly include?

Human resource management pays attention to "human problems", and its core is to understand and respect human nature, emphasizing "people-oriented" in modern human resource management. In an organization, around people, we are mainly concerned about people themselves, the relationship between people, the relationship between people and work, the relationship between people and the environment, and the relationship between people and organizations.

At present, it is generally believed that modern human resource management is a process of acquiring, integrating, maintaining motivation, controlling, adjusting and developing human resources. Generally speaking, modern human resource management mainly includes the contents and tasks of finding, using, cultivating, motivating and retaining talents. Generally speaking, modern human resource management mainly includes the following systems:

1. human resources strategic planning and decision-making system;

2. Human resource cost accounting and management system;

3. Human resource recruitment, selection and employment system;

4. Human resource education and training system;

5. Human resource performance evaluation system;

6. Salary and welfare management and incentive system of human resources;

7. Human resource security system;

8. Human resource career development design system;

9. Human resource management policies and regulations system;

10. Human resource management diagnosis system.

In order to realize the function of modern human resource management system scientifically and effectively, personnel engaged in human resource management need to master three aspects of knowledge: (1) some knowledge about human psychology, behavior and nature; (2) Psychological behavior evaluation and its analysis technology, that is, what to measure, how to measure and how effective it is; (3) job analysis technology, that is, to understand the job content, responsible person, job position, working hours, how to operate, and why to do it. This is the premise and foundation of human resource management.

Specifically, modern human resource management mainly includes the following specific contents and tasks:

1. Make a human resource plan

According to the development strategy and business plan of the organization, evaluate the present situation and development trend of the organization's human resources, 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 every job and post in the organization, and 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 in the organization, various methods and means are adopted, such as accepting recommendations, advertising, holding talent exchange meetings, and registering with employment agencies. Attract candidates from inside or outside the organization and entrust a well-known headhunting company like Fiberhome. 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 hired by an organization, it forms an interdependent labor-capital 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 environment of employees and sign a labor contract.

6. On-site education, training and development

Any new employee who applies to join an organization (mainly an enterprise) must receive 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. Job performance evaluation

Job performance appraisal is a process of evaluating employees' business ability, work performance and work attitude according to job descriptions and work tasks, and giving quantitative treatment. 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 develop their careers.

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 compensation and welfare protection design

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 they enter the factory.