What is the meaning of Human Resource Development and Management? Briefly

The meaning of human resource development and management is: (1) the meaning of human resource management

Human resource management includes all policies, systems and management practices that have a direct impact on the behavior, attitudes and performance of employees in an organization. The scope of the "organization" covers not only enterprises, but also schools, hospitals and even casinos and other private or public **** organization.

(B) the main content of human resource management

1, attraction. Refers to the identification of job requirements in the organization, determine the number of people and skills needed for these jobs, and provide equal employment opportunities for qualified job applicants.

2. Hiring. The process of identifying the most suitable candidates based on job requirements to ensure that the organization is able to select employees from among job applicants who meet the needs of the organization.

3. Maintenance. Keep employees motivated to work, maintain a safe and healthy working environment. Including deciding how to manage the wages of employees, salaries to do according to the contribution of employees and other factors for income distribution, to achieve a clear distinction between rewards and penalties, with the advancement of incentives through rewards, benefits and other measures to motivate employees.

4, development. Refers to improve the quality of knowledge, skills and abilities of employees, maintain and enhance the ability of employees to work, mainly refers to training and education.

5, evaluation. Refers to the results of work, work performance and compliance with rules and regulations to make observations and identification.

Some also summarize the main content of human resources management: access (to solve the problem of human resources from scratch), integration (to solve the problem of human resources from outside to inside), maintenance and incentives (to solve the problem of human resources behavior positivity), control and adjustment (to solve the problem of behavioral direction), development (to solve the problem of human resources development in terms of quantity and quality) in five areas.

(C) The role of human resource management in the organization

1. Judge and predict the external opportunities and threats to the organization. Human resource management should provide the organization with the following information: (1) the labor market situation; (2) the competitors' human resource policies and measures; (3) the opinions and suggestions of customers on the organization obtained through employee surveys; (4) laws and regulations on human resources and social norms.

2. Analyze the strengths and weaknesses within the organization.

3. Assist the organization to successfully implement its strategies. Mainly provide the following support to the organization: (1) create an appropriate organizational culture atmosphere; (2) retain the talent needed by the organization; (3) clarify the direction and content of the guidance of employee training; (4) ease the work pressure of employees to maintain and improve morale; (5) cultivate a sense of identity and dedication of employees to the organization.

Third, the difference between human resource management and personnel management

The most fundamental difference between human resource management and personnel management is that the former is more strategic, holistic and future-oriented than the latter. Human resource management is the traditional personnel management functions to be improved and expanded from the administrative transactional staff control work to: in order to achieve the goals of the organization, the establishment of a human resources planning, development, utilization and management of the tradition, in order to improve the competitiveness of the organization. Human resource management is detached from the framework of pure business management and technical management activities, and human resource planning and strategy are formulated accordingly to the strategic objectives of the organization, becoming a decisive element of the organization's strategic and tactical management. The main feature of this transformation is: the head of the human resources department appears in the organization's senior leadership, and some people as the organization's top leaders.

The second important difference between human resource management and personnel management is that the former regards human resources as the first resource of the organization, and pays more attention to their development, and is therefore more proactive. Now human resource management on human resources training and continuing education is more and more attention, many world famous enterprises have invested in the establishment of their own training and education institute; training and education content is more extensive, from the basic theory and method of general management to the basic theory and method of human resources development and management, from general cultural knowledge to new knowledge and new technology, from corporate culture to personal development planning, everything, through the training of employees, to achieve the development of employees. training of employees to achieve the effective use of employees.

The third difference between human resource management and personnel management is that the human resource management department has become the organization's productivity department. The fundamental task of the human resource management function is to use the minimum human input to achieve organizational goals, that is, through job analysis and human resource planning, to determine the minimum number of manpower required by the organization and the minimum personnel standards, through the recruitment and hiring specifications, control recruitment costs, and create benefits for the organization. Human resource management can save the organization more in terms of cost by formulating a practical human resource development plan. The end result of human resources development is to be able to bring the organization far more than the output of input.

The fourth difference between human resource management and personnel management is that the former management of employees to reflect more of a humanistic. The mainstream of modern human resource management as employees for the "social man", it is different from personnel management as employees for the "economic man", human resource management that the primary goal of the organization is to meet the needs of self-development of employees.

Fourth, the concept of strategic human resource management

Strategic human resource management refers to the use of strategic vision and methods of human resource management organization, implementation and control.

Strategic human resources management and traditional human resources management, compared to its biggest difference is: in strategic human resources management, human resources management department can directly participate in the organization's strategic decision-making, in a clear organizational strategy under the premise of coordinating and cooperating with other departments, *** with the realization of the organization's strategic objectives.

The study of human resource development and management is precisely about the development and management of human resources in the organization of a set of modern concepts, rational models and scientific methods, they are all the leaders and managers of the organization must understand and master.

Regardless of the nature of the enterprise hope that they can be prosperous, career long. But in the ever-changing competitive environment, the enterprise will always face a variety of changes, pressures and risks. And the root cause of many risks, are from the core part of the personnel. At present, China's economy is developing rapidly, is marching in the direction of economic power, after joining the WTO, the competition among enterprises is more intense, the survival environment is becoming increasingly complex, the survival and development of enterprises is increasingly established in the human capital owned by the enterprise, the role of people in the production of the enterprise is becoming more and more important, although our country has a wealth of human resources, but the quality of human resources is not high, and here there is a historical reason, but also in the human resources management methods and the management of human resources, and the role of human resources. There are also some problems in the human resources management methods and approaches, seriously restricting the development and management of human resources, so that the enterprise's human resources management does not get the economic benefits it deserves. Therefore, if the enterprise wants to obtain sustainable development and win the competitive advantage in the future, it must carry out effective management and development of human resources in the enterprise.

1, the current enterprise in the human resource management problems

Human resources is able to promote the entire economic and social development of the ability of workers, that is, in the working age has been directly into the construction and has not yet been put into the construction of the population capacity. Human resource is the most important resource for international competition and enterprise competition. Investment in human resources is the most promising investment for enterprise development.

Human resource management refers to a basic management function of the organization, he is to improve labor productivity, quality of work and life and economic efficiency for the purpose of human resources acquisition, integration, retention and motivation, control and adjustment, development and a series of management processes. Human resource management, which is an important part of business strategy, because the essence of business strategy is the strategy of using resources to achieve the expected goals of the organization in a specific environment, it is more about how to develop the potential ability of people to continuously improve the efficiency of the enterprise. It looks more at investment in terms of attracting talent, developing talent and motivating morale. Therefore, it does not aim at "saving the most" in terms of budgeting, but rather seeks the best value of inputs and outputs and the best way to achieve them in the foreseeable program period. It requires all the existing personnel of the enterprise, even including the possible use of human resources outside the enterprise as a unified system to be planned, the development of appropriate selection, training, appointment, deployment, incentives and other policies, in order to achieve as much as possible the use of human creativity to increase the wealth of enterprises and society.

Such human resources management e-commerce database:+!1#1)'#(2!$'! Management naturally jumped to become the most decisive content of enterprise management, the status of human resources management department also rose to strategic departments. In contemporary American companies, personnel vice president has become a pivotal member of the decision-making team. In our country, although in recent years there has been significant progress, but for the requirements of economic reform, there is still a large gap, the lack of conscious development of human resources and the use of talented people and in the competition in the continuous emergence of the mechanism.

1.1 Problems in the mechanism of the enterprise

The major decision-making power of the enterprise is concentrated in the *** administration, the enterprise in the institutional setup, appointment and dismissal of cadres, staff in and out, wage standards and other aspects of the self *** is not enough. More personnel changes are due to problems in the enterprise system. As a result of the system, employees cannot find their own place in the workplace and cannot find the visionary goal of working hard. Built on the unstable foundation of the enterprise system is "tofu dregs", easy to shake the foundation of personnel, mainly manifested as follows:

First, the strategic positioning of personnel planning is not named. China's professional and technical personnel generally have knowledge aging, lack of innovative awareness and thinking; senior management personnel and high-tech talent is in serious shortage; capital investment in human resources is lower than the world average level ...... These all make China's human resources development is imminent. Enterprises lack of knowledge of personnel planning within the enterprise and its own positioning, unable to organize and establish the resources and competitiveness needed for future competition, resulting in personnel planning strategy is unclear, so that the talent can not or it is difficult to make progress with the enterprise *** with the enterprise, resulting in the departure of outstanding talent, the enterprise has been improperly employing people, recruitment failures and other personnel risks.

Second, the organizational structure disorder. The enterprise structure can not cooperate with the implementation of corporate strategy, more waste of human resources, so that enterprises are difficult to integrate and enhance the human resources within the enterprise. This disorganization of human resources management within the enterprise is very likely to lead to the departure of the core staff of the enterprise, and the occurrence of personnel risk and the regression of the enterprise's operation is inevitable.

Third, the workflow is loose. The workflow and the loose connection between the departments, overlapping functions, the lack of information *** enjoyment mechanism, can not create added value for the enterprise, resulting in complex personnel relations, the decline in employee cohesion; the enterprise internal block division is obvious, each working separately, the staff to break the existing operation system has doubts; management and staff lack of up and down the smooth channels of communication between the management policy can not be comprehensively carried out and accurate feedback, thus triggering a personnel crisis or causing major damage to the enterprise. The first step is to make sure that you have a good understanding of what you are doing and how you are doing it.

Fourth, the lack of incentives. The lack of an effective performance evaluation system, compensation system, employee benefits system and other incentives, so that the growth of talent lags behind the development of the enterprise. In addition, the complexity of nepotism within the enterprise, the lack of transparency of the system of promotion, pay raises, etc., so that employees feel the lack of fairness, the loss of confidence in the enterprise and resistance, resulting in the emergence of the enterprise has no cohesion, the enterprise infighting, forcing talented people to go to the end of the road, and other personnel crises.

The biggest feature of the new economic era is the human value is recognized, "the concept of people

has penetrated into all aspects of business operations, which makes the establishment of the personnel system and the selection of personnel have become an important part of business operations, careful selection, appointment, is the result of the two-way adaptation. Enterprises to avoid personnel risk in the problems encountered need to be systematically solved, only all aspects of justice, fairness and standardization of the market environment, to resolve the risk is possible, otherwise avoid personnel risk is easy to touch the reef. 1.2 Problems with the quality of enterprise employees The biggest problem with China's human resources is the low overall national quality. Facts and experience tell us: undeveloped human resources is not only not a valuable resource, but may become a burden on social and economic development. With so many people to feed, clothe, house and use other resources, we are faced with the severe test of a shortage of natural resources. In a country like China, where the per capita share of other resources is low, if we do not engage in modern human resource development and management, rationalize the allocation of human resources, and use the developed human resources to create enough material base and wealth to meet the needs of the huge population, China will have to go a longer way to achieve its goal of becoming a world power. The problem of low quality of human resources has been more and more obviously affecting China's economic development and management. At present, the factors affecting the quality of human resources are mainly manifested in the following aspects.

1), weak legal meaning. Only care about their own convenience and do not care about others. For example, individual pedestrians ignore the red light, and even regardless of whether there is a crosswalk only to focus on their own through the convenience; some businessmen in order to make money, will be inferior products sold to customers, and even with fake goods, fake drugs to harm consumers.

2), driven by egoism. Only care about immediate interests regardless of long-term development, only care about themselves regardless of others. For example, some business owners, in order to reduce costs, but not to solve the problem of sewage treatment and boiler renovation, resulting in environmental pollution. They simply do not consider future generations and the law.

3), hypocrisy prevails. Do not be honest, do not speak honestly, do not do honest things. In order to make their superiors happy and cooperate with the wishes of the leaders, they report false data. As a result, the individual becomes an official, but the country suffers as a result.

4), mean and timid psychology. Self-limitation, they look down on themselves. There is no power like a sheep, like a bad wolf when in power. In the official desire to drive, regardless of the unit's development, regardless of the people's lives, all day camping, on the line as much as the ability to bows to the next said enough perfunctory bad language.

5), smooth style. Do not want to offend people, just want to do the peacemaker, lack of integrity and honesty. Some unit leaders never offend people, only to be an official, and everywhere as a peacemaker. As a result, the unit gets worse and worse, and eventually people lose confidence and are unable to recover in a short period of time.

6), the popularity of snobbery. Today you have the right to recognize you, tomorrow you are not in the position to not recognize you

7), in their own irrelevance. To their own favor to do, and they have nothing to do with what they do not care, and even see someone e-commerce database 1;76#8:"""-9&0! The first thing you need to do is to get a good deal of information about the company's products.

8), gold worship. Driven by the interests of the money and disregard for others, and even desperate.

The quality of human resources is low, not everyone's quality is low. But there are a small number of people not only their own quality is low, but also to create conditions and environments that reduce the quality of others. If a retired cadre in a walk to see a young woman lying on the side of the road, foaming at the mouth. He thought she was sick, so he went up and asked if she wanted to go to the hospital. The woman did not answer. So he lifted the woman up with one hand and stopped a cab with the other, ready to send her to the hospital. At this time suddenly came up from behind a man, twisted the retired cadre said, "What do you want?" At this time the woman also opened her eyes, wiped off the saliva to tell the man said: "He wanted to do bad things to me, I do not agree, he moved his feet." Retired cadres jumped into the Yellow River can not say, was blackmailed to the body of the only more than 100 yuan before the end of the matter. After that, the retired cadres warned his friends, neighbors, children, never mind such a thing.

This incident illustrates the fact that, due to the existence of objective reality, our subjective consciousness is threatened all the time. If we don't try to minimize the factors that are destroying the quality of human resources, we will face a disorderly social environment.

2, after the accession to the WTO enterprise human resources management countermeasures

Human resources is the only valuable resource within the enterprise, the only real risk of the enterprise is lurking in the people inside, learn to prevent personnel risk is as important as learning to use people. Knowledge and technology will become the main production factors affecting the development of society in the era of knowledge economy. Competition among enterprises in the future will be mainly expressed as the owner of knowledge and technology - the competition for talent. Competition for talent includes: selecting, educating, employing, retaining, resigning and the application of computer networking.

2.1 Selection

Human resources as a kind of intellectual resources, is able to give the enterprise to bring rich leftover accumulation of capital, is the enterprise can be the driving force of long-term stable development, is a modern enterprise in the fierce market competition in the invincible key factors. Therefore, as a modern enterprise human resource management, the first task should be the selection of talent, and the sustainable development of enterprises require modern enterprises must have a number of high-quality, strong business, know how to manage, will be operated, fine professional composite backbone talent. The requirements of the times, the needs of enterprise development, human resource management of modern enterprises has put forward more stringent requirements, the selection of talents as a modern enterprise's human resource management, the first content of the new period should be given to the new content and requirements, and at the same time to improve the selection of enterprise talents must adhere to the following principles:

First, adhere to the principle of the enterprise leadership to attach great importance to the principle. Enterprise leaders in charge of the talent problem as a strategy to consider, authorize the human resources management department to set up by the top management, senior technical experts, excellent backbone of the enterprise and technical staff on behalf of the composition of the specialized selection agency, according to the needs of enterprise development, to develop a strict selection criteria and requirements, by the Ministry of Human Resources is specifically responsible for

Guaranteeing the enterprise the appropriate size and competitive salaries

(1) Moderate scale is a guarantee. On the one hand, the size of the enterprise will affect the relationship between the members of the change; the larger the size of the enterprise, the more potential relationships, the greater the possibility of generating factions, thus hindering the enhancement of corporate cohesion; the size of the enterprise is more about the easy to produce the responsibility for the dispersion of the situation, the enterprise on the one hand, the principle of decomposition can be used to turn big into small, such as the department will be further divided into shifts, groups, and so on, so that the members of the Communicate with each other, exchange, enhance the solidarity and cooperation relationship, and maintain the cohesion of the enterprise. On the other hand, the difficulty of entering the enterprise can be controlled appropriately. The more people can't get to know the things, the more attractive they are to people, which is people's curiosity. If any person can freely enter and exit an enterprise, then as a member of the enterprise has no attraction to people. On the contrary, the higher the conditions for recruiting talents, the more attractive it will be to some outstanding talents. At the same time, as employees of a company, they have all gone through the same experience of qualifying, taking exams, waiting for results, and have shared some of the same experiences with each other, and this process in itself enhances the attraction of each other because it ensures that the employees have a great deal of consistency in one way or another. People like themselves and thus there is a greater increase in liking among employees. Thus companies can properly control the difficulty of entering the business.

(2) competitive salary, through the supply and demand for talent market, the same industry, different types of enterprises in the same position salary level to conduct a full investigation and analysis, and combined with the actual situation of the company, to develop a salary management approach, to be able to reflect both the distribution of according to the distribution of work, the principle of distribution of more work for more pay, but also reflect the job duties and responsibilities authority of the principle of the high level, the size of the risk and responsibility to bear; both can fully mobilize the It can fully mobilize the enthusiasm and creativity of employees, attract external talents and avoid the loss of internal talents, and give full play to the regulating effect of the economic lever of wages. Today's employees still expect competitive salaries that are closely linked to performance. The best performers with the most outstanding talent should receive the best compensation. Compensation includes both salary and stock options; compensation is extremely important to employees, not only as a means of earning a living, but also to fulfill their sense of worth E-commerce Database;#"5,(! #/"""";71. Therefore, compensation largely influences a person's mood, motivation, and ability to perform, among other things. Psychologists have shown that when an employee is in a lower post salary he will perform positively and work hard to improve his post performance on the one hand and strive for a higher post level on the other. In this process, he will experience the sense of value realization and the joy of being respected due to promotion and salary increase, and thus work harder. This is a fact that any business should respect.

Fourth, give space for personal development and moderate pressure;

1), to provide adequate space for development, a company if you can provide employees with adequate space for development, so that the staff's personal capabilities and qualities with the development of the company's growth, the higher the mutual identification of the company and the staff, the stronger the cohesion. Personal development for the company is the ability to develop, now there is a talent bank point of view, that the amount of talent is hard bank, the quality of the aspects of the soft bank, human resources development is to make the company's soft bank "fixed assets" can continue to add value.

First, encourage employees to participate in continuing education, as far as possible to obtain various types of certificates, and give certain incentives to those with good results, such as increased assessment points, reimbursement of tuition and so on.

Second, for the large group of enterprises, we can learn from the practice of the Zhengda Group, the establishment of a unified training base, local branches can be arranged in accordance with the headquarters of the phased batch to send personnel to participate in training. As a result of the collective participation in training, not only reduces the cost of training, but also conducive to the exchange between the branches.

Third, to encourage employees to a higher level of development, to make outstanding contributions to the staff, the company not only does not make things difficult, but also to give certain rewards.

Some people may have doubts that these initiatives can only contribute to the centrifugal force of the staff, but I think: any initiative, it is impossible not to pay a little price. In the initial stage, these initiatives may lead to the loss of some of the best employees, but will attract more and better employees to join us. For the development of the company, we should focus on long-term planning, rather than stick to short-term interests.

2), give employees moderate pressure, within certain limits, the size of the cohesion of the enterprise and its external pressure is directly proportional. Pressure can be divided into tangible and intangible pressure, the former, such as natural disasters, foreign invasion, national tragedy. The latter, such as a variety of spiritual pressure, sense of crisis, sense of worry, and so on. When the enterprise staff by external pressure, the survival instinct will make the enterprise members to strengthen communication, maintain close contact, up and down the same, work together, **** degree of hardship, so as to enhance the cohesion of the enterprise. By clarifying the market pressure, the threat of competitors, etc., within the enterprise to form a teamwork spirit, improve the cohesion of the enterprise

The significance of human resources development and management

is how to rationally utilize the enterprise in the deployment and development of personnel, is a very new department, is quietly popular position, to put it bluntly, is the interpersonal lubrication division, will be arranged for each employee in the most suitable position, in order to seek the The best business benefits

There is a magazine on the market on HR, you can buy to see, are introduced to a successful personnel and business examples, very good!

The concept of human resource development and management

Comparing people to trees, human resource development means you have a piece of land and you want to harvest a lot of wood, what do you do!

Pick a sapling, plant the tree, water it, fertilize it, bug it, prune it, nurture it, wait for him to grow up, and then harvest it!

Probably so!

Human Resource Development and Management

Oh, you can go to other sites to find

Don't limit yourself to Baidu

Good luck, oh self-testing friends (～ o ～)Y

Human resource development, refers to the development of an enterprise or organization in the organization of the group's existing human resources on the basis of the strategic objectives of the enterprise, the organization of the structural changes, the investigation, analysis, human resource development, the development of human resources, the development of human resources, and the development of human resources in the organization of the group's existing human resources.

The goal of human resource development: first, to improve human talent through development activities; second, to enhance human vitality or enthusiasm through development activities.

1, improve human talent

Talent is the ability to recognize and transform the world, which constitutes the main content of human resources.

2, enhance human vitality

Enhancement of human vitality at work through the development of the human resources in order to fully and reasonably utilize human resources and improve the utilization of human resources.

3, the relationship between the dual objectives of human resources development

Improvement of human talent is the basis of human resources development. The level of human talent, determine the amount of human resources stock; enhance the vitality of human resources development is the key. There is talent without vitality, this talent does not have any practical significance; with vitality will be self-development potential, improve the talent.

Briefly describe the environment affecting human resources development and management

The following is the basic content of the six modules; First, human resources planning: the beacon and navigator of HR work. 1, the setup of the organization; 2, the adjustment and analysis of the enterprise organization; 3, the analysis of the demand for enterprise personnel supply; 4, the development of the enterprise human resources system; 5, the preparation and implementation of the budget for human resources management costs. (In international human resource management, human resource planning is meticulously divided into 1, career development theory; 2, internal assessment of the organization; 3, organizational development and change; 4, planning organizational career development; 5, comparative international human resource management overview; 6, the development of human resources development strategy plan; 7, performance factors at work; 8, employee empowerment and supervision.)

Explain the content of human resource development and management

(1). Human resources strategic planning

Enterprises in order to adapt to changes in the internal and external environment, based on the overall development strategy of the enterprise, and give full consideration to the expectations of the staff and the formulation of the programmatic long-term planning of human resources development and management of the enterprise.

(2). The basic business of human resource management

Job analysis and job evaluation is the basic work of enterprise human resource management.

(3). The core business of human resource management

includes recruitment, training, performance appraisal, and compensation management.

(4). Other work of human resource management

The enterprise human resource management also includes some other daily transactional business content, such as personnel statistics, employee health and safety management, personnel attendance, personnel file management, employee contract management and so on.

What is human resources? What is the main content of human resources development and management

Human resources: human beings have the ability to contribute to the creation of value and can be used by the organization of the sum of physical and mental energy.

The main contents of human resources development and management are:

1, talent-seeking-absorbing and seeking excellent talent

2, talent-using talent to give full play to the advantages of talent, the appropriate distribution of their work

3, talent training-through training and education, to further develop the potential of talent

4, talent development and management. Further develop the potential of talent

4, flow of talent - cherish, retain the required talent

The fundamental task of human resources development and management

Human resources management objectives refers to the responsibilities that need to be accomplished by the enterprise's human resources management and the performance that needs to be achieved. Human resource management should consider both the realization of organizational goals, but also consider the development of individual employees, emphasizing the realization of organizational goals while achieving the overall development of individuals.

Human resources management objectives include the objectives and tasks of all managers in human resources management and the objectives and tasks of the specialized human resources department. Obviously the two are different, belonging to the professional human resources department's objectives and tasks are not necessarily all managers of human resources management objectives and tasks, while belonging to all managers of human resources management objectives and tasks, generally are professional human resources department should be accomplished objectives and tasks.

Whether it is a specialized human resources management department or other non-human resources management departments, human resources management objectives and tasks, including the following three aspects:

1. Ensure that the organization of human resources needs to be met to the maximum extent possible;?

2. Maximum development and management of human resources inside and outside the organization, to promote the sustainable development of the organization;?

3. Maintain and motivate the organization's internal human resources, so that their potential to be maximized, so that their human capital to get due promotion and expansion.

However, as far as the professional department of human resource management is concerned, its goal is to establish a high-quality, high-status and highly united team through reasonable planning and recruitment; to create a mechanism of self-motivation, self-restraint and promotion of outstanding talents through salary design and performance management and evaluation, so as to provide guarantee for the company's rapid growth and efficient operation.

The content of human resource management

Human resource management serves the overall strategic objectives of the enterprise, and is the synthesis of a series of management links. The main content of human resource management includes the following aspects.

1. Human resources strategic planning

Enterprises in order to adapt to changes in the internal and external environment, based on the overall development strategy of the enterprise, and give full consideration to the expectations of the staff and the formulation of the enterprise human resources development and management of the program of long-term planning. Human resources strategic planning is an important guide to enterprise human resources development and management activities, is an important part of the enterprise development strategy, but also an effective guarantee of the implementation of enterprise development strategy.

2. The basic business of human resource management

Job analysis and job evaluation is the foundation of human resource management. Job analysis is to define and explain the characteristics and requirements of all jobs in the enterprise, the results of job analysis is the formation of each job description, qualification requirements, job specifications; job evaluation is the relative value of the enterprise's jobs to assess and judge the results of job evaluation is the formation of the enterprise's wage system for different jobs. Job analysis and job evaluation, such as a product specification and product pricing, so that employees "work clearly", "clearly get money.

3. The core business of human resource management

including recruitment, training, performance appraisal, salary management. Recruitment is the first part of the core business of human resources management, it is the enterprise from the organization outside the process of absorbing human resources, it can ensure that the organization of a steady stream of human resources needs; training is an important means of human resources development, which includes the knowledge of employees, skills, mental quality and other aspects of training, it is an important guarantee of enterprises to enhance the quality of employees; performance appraisal refers to the use of scientific methods and standards for employees to complete the quantity, quality and quantity of work, and to improve the quality of work. Performance appraisal refers to the use of scientific methods and standards for employees to complete the work quantity, quality, efficiency and employee behavior patterns and other aspects of the comprehensive evaluation, so as to carry out the corresponding pay incentives, personnel promotion incentives or job adjustment, performance appraisal is the implementation of the important basis of employee incentives; compensation management is an extremely important aspect of human resources management of the enterprise, which includes the design of the compensation system and structure, the calculation of the employee's salary and the adjustment of the level of compensation, Remuneration management is an extremely important aspect of enterprise human resource management, which mainly includes the design of the remuneration system and structure, the calculation of employee remuneration and the adjustment of the level of remuneration, salary payment, etc. It is an important means of material incentives for employees.

4. Human resources management of other work

Human resources management of enterprises also includes some other day-to-day business content, such as personnel statistics, employee health and safety management, personnel attendance, personnel file management, employee contract management.