1. Human resource planning
Ships sailing out to sea need to establish a navigation mark to locate their destination, and an effective navigation system is needed to ensure that they navigate on the correct route. The same goes for human resource management, which requires determining the positioning of HR work goals and ways to achieve them. The purpose of human resource planning is to combine the development strategy of the enterprise, analyze the current situation of enterprise resources and human resource management, find the focus and direction of future human resource work, and formulate specific work plans and plans to ensure the smooth realization of enterprise goals.
The focus of human resource planning is to collect, analyze, and statistically analyze information on the current status of enterprise human resource management. Based on this data and results, combined with enterprise strategy, future plans for human resource work are formulated. Just like the navigation aids of ships sailing out to sea, human resource planning plays a role in HR work in locating targets and grasping routes!
2. Recruitment and configuration
Personnel appointment emphasizes the matching of personnel and positions, and the suitability of personnel for the job. Finding the right person but placing them in an unsuitable position can make recruitment work meaningless, just like not finding the right person. Recruiting the right talents and allocating them to the right places is the only way to complete an effective recruitment.
Recruitment and staffing have their own focuses, and recruitment work consists of a series of steps such as demand analysis, budget formulation, recruitment plan formulation, recruitment implementation, and subsequent evaluation. The key is to do a good job in demand analysis, first clarifying what people the company needs, how many and how few people are needed, what are the requirements for these people, and through what channels to find the people the company needs. After the goals and plans are clear, Recruitment work will become more targeted.
The personnel allocation work should actually be considered in the analysis of recruitment needs, so as to tailor a standard based on the position, and then recruit the talents needed by the enterprise according to this standard. The allocation work will be simplified into a procedural process. Recruitment and allocation cannot be seen as separate processes, but rather as two interrelated and interdependent processes. Only by recruiting suitable personnel and effectively allocating them can the significance of recruitment be ensured.
3. Training and Development
For new employees entering the company, it is important to adapt and be competent in their work as soon as possible. In addition to working hard to learn, the company also needs to provide assistance. For on-the-job employees, in order to adapt to the changes in the market situation and adjust the company's strategy, it is necessary to constantly adjust and improve their skills. Based on these two aspects, it is necessary to organize effective training to maximize the potential of employees. In terms of content, training work includes corporate culture training, rules and regulations training, job skills training, and management skills development training.
Training work must be targeted and consider the specific needs of different groups of trainees. For new employees, training can help them adapt and be competent in their work. For on duty employees, training can help them master the new skills required for their positions and help them maximize their potential. For companies, training can help the company smoothly carry out work and continuously improve performance. The importance of training and development work is evident.
4. Performance management
The purpose of performance evaluation is to use an effective system to assess past performance and expect continuous improvement in future performance. Traditional performance work only stays at the level of performance evaluation, while modern performance management focuses more on improving future performance. The shift in focus has led to a shift in the focus of modern performance work. The effectiveness of the system has become the focus of attention for HR workers.
An effective performance management system includes scientific assessment indicators, reasonable assessment standards, as well as salary and welfare payments and reward and punishment measures corresponding to the assessment results. Pure performance evaluation limits performance management to a focus on past work, and only by paying more attention to the follow-up effects of performance can the perspective of performance management be shifted to the continuous improvement of future performance!
5. Salary and Benefits
The role of salary and benefits is twofold: firstly, it affirms the past performance of employees; The second is to use an effective salary and benefits system to promote employees to continuously improve their performance. An effective salary and benefits system must have fairness, ensuring external fairness, internal fairness, and job fairness. External fairness will make a company's compensation and benefits competitive in the market, while internal fairness needs to reflect vertical differences in compensation, and job fairness needs to reflect the gap in competency among employees in the same position.
The affirmation of past performance fairness will give employees a sense of achievement, and the commitment to future salary and benefits will inspire employees to continuously improve their performance. Salary and benefits must be organically combined in both material and non-material forms to meet the diverse needs of employees and unleash their full potential.
6. Labor relations
The handling of employee relations is based on relevant national regulations, policies, and company rules and regulations. At the beginning of the labor relationship, the rights and obligations of the employee and the employer are clearly defined. During the contract period, the rights and obligations between the employee and the employer are handled in accordance with the contract provisions. For workers, they need to rely on labor contracts to ensure that their interests are realized, while fulfilling their obligations to the enterprise. For employers, labor contract regulations are more about regulating their employment behavior and safeguarding the basic interests of workers.
On the other hand, it also safeguards the interests of employers, including agreements on the duration of employment for workers, dismissal of workers who are unable to perform their job duties according to applicable terms, and legal avoidance of labor laws and policies to save human capital expenditures for enterprises. In short, the purpose of employee relationship management is to clarify the rights and obligations of both parties, provide a stable and harmonious environment for the business development of the enterprise, and ultimately achieve a win-win situation for the enterprise and employees through the achievement of the company's strategic goals!