人力资源管理99616(国外英语资料).docVIP

人力资源管理99616(国外英语资料) Human resources management is divided into six modules: 1, human resources planning; 2, recruitment and configuration; 3, training and development; 4, performance management; 5, compensation and benefits management; 6, labor relations management. The details are too long for me to recite. Xu was quite satisfied with my answer. A human resource planning: enterprises is stable with certain quality and the necessary number of manpower, in order to achieve personal interests, including the organizational goals and proposed a set of measures that can be obtained between the personnel demand and personnel ownership in the future development of the enterprise in the process of mutual matching. Among them: The objectives of human resource planning: 1, obtain and maintain a certain number with specific skills, knowledge structure and ability of the staff. Make full use of existing human resources. 3. Predict the potential excess or manpower shortage in the organization. 4, to build a well-trained and flexible workforce, and enhance the ability of enterprises to adapt to the unknown environment. 5, reduce the enterprises dependence on recruitment in key technical links. The human resources verification: refers to the number, check the quality of human resources, structure and distribution. The human resources information including personal details, recruitment information, education information, salary information, implementation evaluation, work experience, service and turnover data, work attitude, work or job history data etc.. Methods the human resources demand forecast: prediction method (Qualitative) intuition and mathematical prediction method (quantitative prediction). Job analysis: job analysis, also called job analysis and job analysis, is an important routine technique in human resource management and the basis of human resource management. Job analysis is the activity of determining the nature, structure, requirements and other basic factors of