The difference and connection between the traditional six modules of human resource management and the now popular three pillars

I. Difference

1, different ways of division.

(1) The six modules of human resource management is a kind of summary of the contents covered by the enterprise human resource management work through the way of professional module division, and the basis of division comes from the division and merger of functions.

(2) The three pillars are divided according to the solution, and the basis for the division comes from the process of reengineering and consolidation.

2, the content is different.

(1) The six modules of human resource management specifically refers to human resource planning, recruitment and allocation, training and development, performance management, compensation and benefits management, labor relations management, each module has a specific breakdown of the content.

(2) Among the three pillars, COE formulates group policies and provides professional consulting, HRBP stays close to the business, solves business problems and ensures that the policies are implemented, and SSC concentrates on basic transactional work.

3, the applicable enterprises are different.

(1) The six-module division method is convenient for junior workers to master the work method and hone their work skills, so it is also commonly used in teaching. The six modules are generally applicable in small and medium-sized enterprises.

(2) The three pillars are utilized by some large enterprises, such as Tencent.

Second, the connection

Both are operational modes and tools for human resource management. Each has a point, but there are also flaws. Enterprises need to contact the actual situation, choose the appropriate way and method.

Expanded:

The six modules of human resource management are interconnected, interacting and influencing each other to form an effective system of human resource management. Specific content is as follows:

1, human resources planning: HR work beacon and guide.

2, recruitment and configuration: "lead" and "use" of the combined art.

3, training and development: to help employees to do their jobs and explore the maximum potential of employees.

4, performance management: different perspectives, different endings.

5, compensation and benefits management: compensation, incentives and benefits one of the most effective means of employee motivation.

6, employee relations: the realization of business and employee **** win.

Which, human resources planning is the starting point for human resources management, mainly through planning to help organizations predict the number of expected future staffing needs and the basic quality of the composition; Recruitment and Configuration, with human resources planning as one of the inputs, equivalent to the organization's blood, to provide nutrition for the organization to solve the problem of organizational staffing, man-post matching.

Training and development, the theme of which is "educating people"; performance management is the core of the six modules, is the main input of the other modules, the main idea is to help people, improve people, to solve the problem of how to use the organization; compensation and welfare, aimed at motivating people, to solve the problem of retaining people; finally, labor relations management, aimed at managing people, layoffs, to help the enterprise form a new generation of people, to help people, to help people, to help the enterprise form a new generation of people. people, layoffs, and help enterprises form an effective cycle of rationalization of human resource allocation.

Baidu Encyclopedia - Six Modules of Human Resource Management