1, data analysis and decision support
In the digital age, a large number of personnel data are collected and stored, which requires professionals to analyze the data. Professionals in this field use statistics, data mining and machine learning technologies to interpret and analyze personnel data and provide decision support for enterprise management.
2. Talent recruitment and recruitment intelligence
In the digital age, the process of talent recruitment is also facing new challenges and changes. Professionals can use technology to improve the recruitment process, such as designing and developing a recruitment platform, and using artificial intelligence and big data analysis technology to improve the efficiency and quality of recruitment.
3. Organizational development and performance management
Personnel management in the digital age emphasizes organizational development and performance management, and professionals can help enterprises establish and optimize performance evaluation systems, design performance indicators and assessment methods. They can also use data analysis technology to track and predict employee performance, and provide performance improvement and incentives for enterprises.
4. Staff training and talent management
In the digital age, the continuous learning and development of employees has become the key to organizational success. Professionals can design and implement digital training programs, including online learning platforms and virtual training courses. They can also use data analysis technology to evaluate the training effect, formulate personalized training plans and development paths, and improve employees' skills and professionalism.
5, employee welfare and happiness management
Professionals can be responsible for employee welfare management and provide diversified welfare selection and management through digital means. They can design and implement policies and plans that can improve employees' well-being and welfare satisfaction for enterprises from the perspective of employees. Through questionnaire survey, data analysis and employee feedback, they can continuously improve welfare management and provide a better employee experience.
6. Human resource information systems and digital tools
Professionals are also responsible for developing and managing human resources information system (HRIS) and other auxiliary tools in digital personnel business. They need to be familiar with all kinds of human resource management software and platforms, and can be customized and configured according to the needs of enterprises. They are also responsible for protecting the security and privacy of personal data and ensuring compliance and data protection.