Part of the content is human resource management in the organization, which can also be called personnel work. It mainly has six parts:
Human resource management is divided into six modules: 1, human resource planning; 2. Recruitment and configuration; 3. Training and development; 4. Performance management; 5' Salary and welfare management; 6. Labor relations management.
1. Human resource planning: it is a set of measures to enable an enterprise to have a certain quality and necessary quantity of manpower stably, so as to achieve organizational goals, including personal interests, and thus to obtain the matching between personnel demand and personnel ownership in the future development of the enterprise.
These include:
◆ Human resource planning objective: 1. Obtain and maintain a certain number of people with specific skills, knowledge structure and ability.
Make full use of existing human resources.
3. Be able to predict the potential overstaffing or manpower shortage in the enterprise organization.
4, establish a well-trained, flexible workforce, enhance the ability of enterprises to adapt to the unknown environment.
5. Reduce the dependence of enterprises on external recruitment in key technical links.
◆ Verification of human resources: refers to the verification of the quantity, quality, structure and distribution of human resources.
◆ Human resource information includes: personal natural situation, employment data, education data, salary data, job execution evaluation, work experience, service and resignation data, work attitude, historical data of work or position, etc.
◆ The methods of human resource demand forecasting include intuitive forecasting method (qualitative forecasting) and mathematical forecasting method (quantitative forecasting).
Job analysis: Job analysis, also known as job analysis and job analysis, is an important routine technology in human resource management and the basis of the whole human resource management.
Job analysis is an activity to determine the basic factors such as the nature, structure and requirements of the job through certain analytical means.
◆ Function of job analysis: 1. Select and appoint qualified personnel.
Make effective personnel forecast scheme and personnel plan.
3. Design a positive personnel training and development plan.
4. Provide assessment, promotion and operation standards.
5. Improve work and production efficiency.
6. Establish an advanced and reasonable labor quota and remuneration system.
7. Improve the work design and environment.
8. Strengthen career counseling and career guidance.
◆ Procedures of job analysis: preparation stage, planning stage, analysis stage, description stage, application stage and operation control.
◆ The information of job analysis includes: 1, job name 2, number of employees 3, work unit 4, responsibilities 5, work knowledge 6, intelligence requirements 7, proficiency and accuracy 8, experience 9, education and training 10, physical requirements 16, working environment 12, and others.
◆ The information obtained from job analysis is arranged as follows: 1, text description 2, job list and questionnaire 3, activity analysis 4, and decisive factor method.
Second, the staff recruitment and configuration
Staff recruitment: according to the requirements of the strategic planning of the enterprise, recruit excellent and suitable people to enter the enterprise and put the right people in the right positions.
These include:
◆ Common recruitment methods include: scenario simulation of recruitment interview, psychological test and labor skill test.
◆ Requirements that employee recruitment must meet: 1, in line with relevant national laws and policies and national interests 2, the principle of fairness 3, recruitment should adhere to equal employment.
4. Ensure the quality of employees, 5. We should adopt scientific methods and procedures for recruitment according to the needs of enterprise human resources planning and the post qualification requirements of employees in job descriptions.
6. Strive to reduce the recruitment cost and pay attention to improving the recruitment efficiency.
◆ Recruitment expenses include: new recruitment expenses; Replacement cost; Opportunity cost.
◆ Personnel deployment measures: 1, which are based on the supply and demand of human resources inside and outside the enterprise.
2. Build a talent echelon.
3. The policy of giving priority to the deployment of talents from within the enterprise.
4. Implement the personnel policy of open competition.
Steps of manpower demand diagnosis: 1. Unified human resources planning by the company.
Or by the various departments according to the long-term or short-term actual work needs, put forward the manpower demand.
2. The Human Resources Department fills in the "Personnel Requirement Form".
3. Audit by the Human Resources Department.
◆ The personnel demand table includes: 1, the department and post of the required personnel; 2. Work content, responsibilities and authority; 3, the number of people needed and what kind of employment; 4. Basic information of personnel (age, gender); 5. Required education and experience; 6. Hope skills and professional knowledge; 7. Other contents that need to be explained.
◆ The content of the recruitment plan: 1, the number of employees and the personnel needed to reach the required employment rate.
2. Time interval from candidate application to employment.
3. Employment standards.
4. Sources of employment.
5. Calculation of recruitment cost.
◆ Recruitment cost calculation: 1, personnel expenses, 2, business expenses.
3. Comprehensive management fees of enterprises.
◆ Recruitment method classification: 1. Entrust various employment agencies. 2. Self-help.
◆ recruitment tests and interview process: 1. Organize various forms of examinations and tests.
2. Determine the candidates for the interview, issue an interview notice, and make preparations before the interview.
3. Implementation of the interview process.
4. Analyze and evaluate the interview results.
5. Determine the final result of personnel recruitment and conduct physical examination when necessary.
6. Feedback of interview results.
7. Archive interview materials.
Contents of pre-job training for employees: 1. Familiar with the work content, nature, responsibility, authority, interests and norms.
2. Understand the corporate culture, policies and rules and regulations.
3. Be familiar with the enterprise environment, post environment and personnel environment.
4. Be familiar with and master the workflow and skills.
Third, performance appraisal.
Performance evaluation: from the connotation, it is to evaluate people and their working conditions, and to reflect their relative value or contribution in the organization through evaluation.
Broadly speaking, it is to observe, record, analyze and evaluate people purposefully and systematically in daily work.
These include:
◆ Significance of performance evaluation: 1. The evaluation is based on the business objectives of the enterprise, so that the personnel treatment management after evaluation is helpful to the realization of the business objectives of the enterprise.
2. As an integral part of the personnel management system, a set of systematic institutional norms, procedures and methods are used for evaluation.
3. Based on the facts, evaluate the working ability, working attitude and performance of the members of the organization in their daily work.
◆ Purpose of performance appraisal: 1. Evaluate the performance of employees.
2. Establish an effective performance appraisal system, procedures and methods.
3. Realize the recognition, understanding and familiarity of all employees, especially managers, in the performance appraisal.
4. Promote the performance appraisal system.
5. Improvement and promotion of the company's overall work performance.
◆ Function of performance appraisal: 1. 1 For the company, its performance has improved.
2. Staff training.
3. motivation.
4. personnel adjustment.
5. Salary adjustment.
6. Compare the work results with the objectives, and check the performance of employees.
7. Performance comparison among employees.
◆ For supervisors, 1. Help subordinates to establish professional working relationships.
2, in order to explain the supervisor's expectations of subordinates.
3. Understand the views of subordinates on their responsibilities, goals and tasks.
4. Get the opinions and suggestions of subordinates to the supervisor and the company.
5. Provide supervisors with the opportunity to explain personnel decisions such as salary and treatment to subordinates.
6.* * * Discuss employee training and development needs and action plans.
◆ For employees, 1, deepen their understanding of their responsibilities and goals.
2. Achievement and ability are appreciated by the boss.
3. Get an opportunity to explain difficulties and misunderstandings.
4. Understand the implementation of policies related to yourself.
5. Know your own development prospects.
6. Get a sense of participation in the job evaluation process that affects you.
◆ Performance appraisal category: 1, annual appraisal 2, ordinary appraisal 3 and special appraisal.
◆ The working procedures of performance appraisal are divided into closed appraisal and open appraisal.
◆ The main indicators of short-term performance appraisal effect evaluation are: 1, appraisal completion rate 2, action plan determined by appraisal interview 3, quality of written report of appraisal results 4, attitude of superiors and employees to appraisal and understanding of their roles.
5 fair.
◆ Main indicators of long-term effect evaluation: 1, organizational performance 2, employee quality 3, employee turnover rate 4, and the improvement of employees' recognition of the enterprise.
◆ Notes on employee assessment feedback: 1, tentative 2, willing to listen 3, specific 4, respecting subordinates 5, giving comprehensive feedback 6, constructive 7, and not overemphasizing employees' shortcomings.
Four. Training and development
Training and development: The organization will improve employees' working ability, knowledge level and potential through learning and discipline, so as to make employees' personal qualities match their work needs to the maximum extent and promote the improvement of employees' current and future work performance.
These include:
◆ Definition of training: Training is a process to teach new employees or existing employees the basic skills necessary to complete the work.
Definition of development: development mainly refers to management development, which refers to all activities to improve current or future management performance by imparting knowledge, changing ideas or improving skills.
◆ Main purpose of training development: 1. Improve the level of work performance and enhance the working ability of employees.
2. Enhance the adaptability and resilience of organizations or individuals.
3. Improve and enhance employees' sense of identity and belonging to the organization.
Characteristics of enterprise training development: 1, regularity of training, advancement of training, and post-ductility of training effect.
◆ Training demand analysis: long-term goals and short-term goals.
Including: 1, human resource demand analysis, organizational efficiency analysis and organizational culture analysis.
◆ Analysis of personnel training needs includes: 1, analysis of personnel's ability, quality and skills; 2. Work performance evaluation.
Training methods: 1, lecture method 2, operation demonstration method 3, case study method, etc.
Verb (abbreviation of verb) salary and welfare management
Definition of salary: refers to the sum of all kinds of monetary and in-kind rewards that employees get for providing labor for enterprises.
These include:
◆ Steps for formulating salary and welfare system: 1, formulating salary strategy 2, job analysis 3, salary survey 4, salary structure design 5, salary grading and salary fixing 6, control and management of salary system.
◆ Definition of salary structure: refers to the relationship between the relative value of each position in the enterprise organization and the corresponding paid salary.
◆ Factors affecting salary setting: 1. Internal cause: 1, business nature and content of the enterprise; 2. Organizational culture of the enterprise; 3. The enterprise's ability to pay; 4. Employee position.
Second, external factors 1, social awareness 2, local living standards 3, national policies and regulations 4, human resources market conditions.
Post evaluation: post evaluation is a method to systematically evaluate the position of each post in the internal salary structure of the unit.
◆ Post evaluation principle: 1, system principle 2, practical principle 3, standardization principle 4, energy level correspondence principle 5, optimization principle,
◆ Five elements of job evaluation: 1, labor responsibility 2, labor skills 3, labor psychology 4, labor intensity 5, and working environment.
◆ Indicators and classification of job evaluation: job evaluation is divided into 24 indicators, which can be divided into: 1, evaluation indicators, namely 14 indicators of labor skills, labor responsibility and labor psychology; 2. Measurement indicators, namely *** 10 indicators of labor intensity and working environment.
◆ The methods of job evaluation mainly include: 1, ranking method 2, classification method 3, scoring method 4 and factor comparison method.
◆ Definition of post evaluation standard: refers to the unified regulations made by relevant departments on the methods, indicators and indicator system of post evaluation.
6. Labor relations
Labor relations: social and economic relations established between workers and employers (including various enterprises, individual industrial and commercial households, institutions, etc.). ) in the process of labor.
These include:
◆ Labor contract: it is an agreement between the laborer and the employer to establish labor relations and clarify the rights and obligations of both parties.
◆ Principles for concluding labor contracts: equality, voluntariness and unanimity through consultation.
Invalid labor contract: labor contracts that violate laws and administrative regulations and labor contracts concluded by fraud or threat are invalid.
◆ Definition of probation period: refers to the inspection period of no more than six months agreed by the employer and the employee for mutual understanding and choice.
◆ Labor Contract Terms: 1, Labor Contract Term 2, Work Contents 3, Labor Protection and Working Conditions 4, Labor Remuneration 5, Labor Discipline 6, Conditions for Termination of Labor Contract 7, Liability for Breach of Labor Contract.
◆ Classification of labor contract term: there are fixed term and no fixed term, and the term shall be subject to the completion of certain work.
◆ Modification of the labor contract: During the performance of the labor contract, due to the change of circumstances, some clauses of the labor contract can be modified and supplemented through consultation between both parties.
The unchanged part continues to be valid.
◆ Definition of Labor Contract Termination: When the labor contract expires or the conditions for termination of the labor contract appear, the labor contract terminates.
◆ Renewal of the Labor Contract: Upon the expiration of the term of the Labor Contract, the Labor Contract can be renewed through negotiation between both parties.
Dissolution of labor contract: refers to the legal act that one or both parties to the labor contract terminate the labor relationship in advance for some reason after the labor contract is concluded and before the labor is fully performed.
Definition of collective contract: A collective contract is a written agreement reached by a trade union (or employee representative) on behalf of employees and enterprises on issues such as labor remuneration and working conditions through consultation.
◆ Contents of collective contract: 1, some standards and specifications of working conditions.
2. Transitional provisions.
3, the provisions of the collective contract itself.
Entry into force of the collective contract: if the labor administrative department does not raise any objection within 15 days after receiving the text of the labor contract, the collective contract will come into effect.
◆ Disputes over collective contracts: In case of disputes over signing a collective contract through collective negotiation, if both parties fail to reach an agreement through consultation, they may submit a written consultation application to the labor dispute coordination agency of the labor administrative department; If the application is not made, the labor administrative department shall coordinate the handling according to the situation when it deems it necessary.
◆ Definition of labor dispute: refers to disputes arising from the implementation of labor rights and the performance of labor obligations by both parties in labor relations.
◆ Scope of labor dispute: 1. Disputes arising from dismissal, dismissal, dismissal of employees, resignation of employees and voluntary resignation.
2 disputes arising from the implementation of state regulations on wages, social insurance benefits, training and labor protection.
3. Disputes arising from the performance of the labor contract.
4, state organs, institutions, social organizations and the unit to establish a labor contract relationship between workers, individual industrial and commercial households and helper, apprentice disputes.
5. Other labor disputes that should be handled in accordance with the Regulations on Handling Labor Disputes in Enterprises as stipulated by laws and regulations.
◆ Labor dispute handling institutions are: 1, enterprise labor dispute mediation committee 2, labor arbitration committee 3, and people's court.
◆ Labor Dispute Mediation Committee: it is an organization established by the employer according to the provisions of the Labor Law and the Regulations on Handling Labor Disputes in Enterprises, and it is a mass organization that specializes in handling labor disputes with employees of the unit.
◆ Composition of the Labor Dispute Mediation Committee: 1, with 2 representatives of employees, 3 representatives of employers and 1 representatives of employers' trade unions.
◆ Labor dispute arbitration commission: it is a specialized institution to deal with labor disputes.
◆ People's Court: It is a national judicial organ and also undertakes the task of handling labor disputes.
The second is the pure administrative work of the unit, such as the formulation, supervision and implementation of some rules and regulations.