1. Human resource planning: 1, institutional setup, 2. Adjustment and analysis of enterprise organization. Enterprise personnel supply demand analysis, 4. Formulate enterprise human resources system. Compilation and implementation of human resource management expense budget; (International Human Resource Management 1, Career Development Theory 2, Organizational Internal Evaluation 3, Organizational Development and Change; 4. Plan and organize career development; 5. Comparative overview of international human resource management 6 pages. Formulate a strategic plan for human resources development. Performance factors at work. Employee authorization and supervision)
Second, the recruitment and allocation of human resources: 1, recruitment demand analysis, 2, job analysis and competency analysis, 3, recruitment procedures and strategies, 4, recruitment channel analysis and selection, 5, recruitment implementation, 6, special policies and contingency plans, 7, resignation interview, 8, measures to reduce employee turnover rate.
3. Human resource training and development 1, theoretical learning, 2. Project evaluation, 3. Investigation and Pinggu, 4. Training and development, 5. Needs assessment and training, 6. Composition of training suggestions, 7. Training, development and employee education, 8. Design and systematic methods of training, 9. Development management and enterprise leadership; Develop yourself and others, 10, project management: project development and management practice.
Fourth, human resource performance management: 1, performance management preparation stage, 2, implementation stage, 3, evaluation stage, 4, summary stage, 5, application development stage, 6, performance management interview, 7, performance improvement method, 8, behavior-oriented evaluation method, 9, result-oriented evaluation method.
V. Salary and welfare management of human resources: (salary, incentive and income) 1, salary, 2. Building a comprehensive salary system (job evaluation and salary grade, salary survey, salary plan, salary structure, salary system formulation, salary system adjustment, labor cost accounting), 3. Welfare and other salary issues (welfare insurance management, enterprise welfare project design, enterprise supplementary pension).
6. Human resources employees and labor relations: 1, Employment Law, 2. Labor relations and society, 3. Industry relations and society, 4. Collective bargaining, 5. Trade unionization and collective bargaining (safety, security and health, safety and health projects, safe and healthy working environment, promotion of safety and health management in the workplace, and practice of health and safety).
All of the above are the most important of the six modules of human resources analysis. If you are satisfied with our arrangement.