What are the functions and contents of traditional human resource management

The concept of human resource management was put forward by Peter Drucker in 1954, and it was only gradually developed in Europe and America in the 1970s and spread to China in the 1990s.

Before that time, traditionally it could only be called personnel management.

I. The main functions of personnel management are recruitment, deployment, payroll and training of the four major functions

II. Human resource management is centered on people management, highlighting the personnel strategy of personnel management, including

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

2. Human resources costing and management system;

3. Recruitment, selection and hiring system of human resources;

4. Education and training system of human resources;

5. Performance appraisal system of human resources;

6. Compensation and benefit management and incentive system of human resources;

7. Human resources protection system;

8. Career development design system of human resources;

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9. Human resource management policy and regulation system;

10. Human resource management diagnosis system.

Third, the 21st century, the knowledge economy in human resource management

1, focus on people

Today, in the human race across the 2000s, human resource management has experienced more than a century of development. With the changes of the times, social and economic development, scientific and technological advances, the continuous innovation of the form of organization and as the object of human resource management - people's changes, human resource management in the management theory, management practices and management methods are constantly changing.

With the social nature of people by management scientists and psychologists to gradually reveal the potential of people to tap and stimulate the core of modern human resource management

2, focus on knowledge

21st century human resource management is faced with the changes in the external environment - economic globalization and knowledge-based challenges. Challenges brought about by the globalization of the economy and intellectualization. Many scholars will be economic globalization and intellectualization as one of the important factors affecting human resource management. The competition of enterprises in the future pays more attention to international and no longer domestic competitive opportunities. Globalization has been accompanied by a knowledge-based economy that has become the dominant form of the world economy today and in the future. Knowledge-based enterprises, as the micro-foundation of the knowledge economy, should pay more attention to the creation, integration and utilization of knowledge and the management of knowledge. Knowledge management capability is beginning to become the core competitive ability of enterprises, and knowledge has become the source of competitive advantage of enterprises.

2, focus on strategy

After the rise of human resources to the first resource, the strategic management of human resources is increasingly being emphasized to enhance human resources capacity has become an important initiative to enhance the core competitiveness of many enterprises.