The development trends of human resource management mainly include value-driven, technology-driven and participation-driven.

First, value-driven: With the development of enterprises, the values ??of employees are more important than before. Human resource management needs to pay more attention to people's value, such as establishing a value recognition mechanism to highlight employees' values. value, while also motivating them.

Secondly, technology-driven: With the development of technology, human resource management can also make use of various technological empowerments, such as establishing a technology-driven recruitment model, using big data analysis, etc. to improve the human resources management process. Improve management efficiency.

Finally, participation-driven: From the perspective of full employee participation, strengthen the participation of managers at all levels so that they can contribute to human resource management, promote intelligent management, reduce management risks, and improve performance. and satisfaction.

The work content of human resources management:

1. Job analysis and design. Based on the investigation and analysis of the relevant information obtained, prepare job descriptions, job specifications and other personnel management documents on the nature, structure, responsibilities, and processes of each job position in the enterprise, as well as the qualities, knowledge, skills, etc. of the staff qualified for the position. .

2. Human resource planning. Transform the enterprise's human resources strategy into medium- and long-term goals, plans and policy measures, including analysis of the current situation of human resources, prediction and balance of future personnel supply and demand, to ensure that the enterprise can obtain the human resources it needs when needed.

3. Employee recruitment and selection. According to the requirements of human resource planning and job analysis, recruit and select the human resources needed for the enterprise and arrange them into certain positions.

4. Performance evaluation. Assess and evaluate employees' contributions to the enterprise and performance achieved at work within a certain period of time, and provide timely feedback in order to improve and improve employees' work performance, and provide a basis for personnel decisions such as employee training, promotion, and compensation.

5. Salary management. This includes the design and management of salary structures such as basic salary, performance pay, bonuses, allowances and benefits to motivate employees to work harder for the company.

6. Employee motivation. Incentive theories and methods are used to satisfy or restrict employees' various needs to varying degrees, causing changes in employees' psychological conditions to inspire employees to work toward the goals expected by the company.