What does human resources do? Taking 'people' as the core, recruiting, educating and managing people

Human resources is referred to as HR, which refers to human resources management. The work of human resources in modern enterprises mainly includes six functions: job analysis and planning, personnel recruitment and allocation, performance management, salary management, employee training and labor relationship management. It involves all aspects of enterprise recruitment, education and management.

1. Job analysis and planning =============================

At the beginning of the establishment of the enterprise, the human resources department needs to make a detailed plan for the allocation of human resources on the basis of job analysis, determine the basic organizational structure of the enterprise, and clarify all the established departments, the position names of managers at all levels, and the persons in charge of each department. , specify the subordinate relationship and responsibility relationship between the superior and the subordinate, and clarify the position and status of each employee.

During the operation of the enterprise, the human resources department needs to analyze the relevant personnel policies, procedures, conventions, etc. according to the enterprise development strategy and changes in the internal and external environment, and in accordance with the principles that are conducive to the development of the enterprise, and timely adjust the quantity and quality of the enterprise organizational structure to make it more in line with corporate development goals.

2. Employee recruitment and configuration ==========================================

According to the employment standards and specific conditions required by the development of the enterprise, the human resources department searches for employees suitable for the operation and development of the enterprise through various forms, reviews and selects them, and then allocates them to suitable positions to recruit talents for the enterprise.

"Let the most suitable person be in the most suitable position at the most suitable time to make the greatest contribution to the organization", this is the best goal of human resources talent recruitment and allocation, to achieve the most appropriate match of people, time, position and results.

3. Performance development and management ==========================================

The human resources department needs to analyze the quantity, quality and efficiency of employees' work tasks according to the company's organizational structure, corporate culture, employee performance, development requirements, etc., with the goal of promoting the improvement and improvement of corporate performance. performance management system. Through the performance appraisal, we can clarify the work performance of the employees, and then motivate the employees in a targeted manner. And cooperate with the performance management system to establish an employee development and training system, pay attention to employee career design and management, and actively help and actively guide employees' career planning.

4. Employee compensation and benefits ======================================

Explore scientific and reasonable distribution methods of salaries, bonuses and benefits, embody the principle of distribution of economic interests of enterprises, and promote the relationship between enterprises and employees. Use salary and bonus management to reflect the company's value assessment and encouragement to employees.

Use salary, bonus and benefit management to effectively reflect the quantity and quality of work, convey the intention of the company and leaders to employees through changes in salary, bonus and welfare levels, and give employees a clear direction for their efforts; through salary, bonus differences and structure , to promote healthy competition among employees.

5. Staff training and discipline =================================

Through training and organizing group building activities, the human resources department promotes, implements and implements corporate culture and core concepts, improves employees' spiritual outlook and competitive soft power, enhances employees' sense of identity and belonging to the company, and improves employees' work attitudes, thereby improving job performance.

Responsible for the formulation and operation of corporate discipline-related work systems, with strong incentives and punishments, to restrict employees' behavioral norms, enhance employees' awareness of rules and discipline, and ensure the efficiency and effectiveness of corporate human resource management.

6. Labor Relations Management ==============================

Recruitment and allocation are to acquire talents for the enterprise, and the management of employee "export" is also an important work content of the human resources department. The human resources department needs to ensure the overall quantity and quality of human resources according to the needs of the business development of the enterprise, avoid the resignation of outstanding employees, and dismiss unqualified employees reasonably and legally.

The human resources department needs to be familiar with the various provisions of the labor law and labor contract law, accurately handle the issues related to employee dismissal and resignation, try to avoid labor disputes, bring negative impact to the enterprise, and build a harmonious labor relationship.

7. Epilogue ============

With the development of the economy, the management concept has also undergone a revolutionary change. The "people-oriented" human resources management model has replaced the traditional "things"-centered personnel management model, which is an epoch-making progress in enterprise management, and the role of the human resources department is also It has become increasingly prominent and has become an indispensable and vital department of the enterprise.