What Are the Different Types of Human Resources Functions?

Human resources management refers to the effective use of relevant human resources inside and outside the organization through management methods such as recruitment, selection, training, and compensation under the guidance of economics and human-oriented thinking, to meet the needs of the organization's current and future development, and to ensure that the organization's goals are achieved and A general term for a series of activities that maximizes member development. It is the entire process of forecasting the organization's human resource requirements and making human demand plans, recruiting and selecting personnel and conducting effective organization, assessing performance, paying compensation and effective incentives, combining organizational and individual needs for effective development in order to achieve optimal organizational performance.

Basic Information

Chinese name

human resource Management

Foreign name

Human Resource Management

Short name

HRM

Category

management

Change more

Human resources management can also be divided into

Human resources micro-management is

One: Low-cost management strategy

The establishment of SMEs to reach effective scale

From design, publicity to implementation is a complex and systematic task, and many tasks can hardly be done independently by the human resources department of an enterprise alone. This requires the human resources department to carry out effective internal division and external cooperation (this is also the development trend of human resources management), to reposition the functions of the human resources management department:

(1) Weaken some functions of the human resources management department (such as recruitment, promotion and demotion of employees, performance appraisal, etc.), return it to the line management department, direct management by the direct department, and reintegrate the general management of the direct management department In. The emphasis on return is because functions such as recruitment, promotion and demotion of employees, and performance appraisal were originally direct management departments, but later they were transformed into human resource management functions after undergoing a process of separation from the linear management department.

(2) Differentiate some functions of the human resources management department to make it operate socially. Some functions of an enterprise's human resources management department, such as training and development, recruitment and selection of senior staff, assessment of employee management capabilities, talent diagnosis, and personnel quality assessment, often require the participation of more professional experts and scholars, and require professional knowledge and equipment. More specialized channels are needed. This is difficult for an enterprise's human resources management department to independently complete. These functions can be re-differentiated and transferred to a professional social management consulting company. These management consulting companies are generally composed of a large number of actual workers who have deep knowledge in human resource management, specializing in human resource management research and consulting (human resource development and management has become an important social industry). They can help companies reduce long-term management costs and enable them to acquire new management techniques and ideas.

(3) In addition to the returned and socialized functions, other functions of the human resources management department must be strengthened. As appropriate

(A) common quantitative research methods

1. Correlation analysis

Correlation analysis measures the degree of correlation that exists between two or more variables.

2.Regression analysis

The purpose of regression analysis is to use the relationship between two or more variables to infer unknown variables from known variables.

3. Discriminant analysis

The purpose of discriminant analysis is to identify factors that can divide a population into two or more categories.

4.Time series analysis

Time series analysis is a variant of regression analysis, but in time series analysis, independent variables are represented by time. It also has independent and dependent variables. The difference is that the independent variable is related to time and the dependent variable is related to demand. Time series analysis is a very useful technique for forecasting.

(B) common research design methods

1.Field survey

The field survey method, as its name implies, is that researchers use surveys and tests to collect data related to variables in the natural order of events at the scene, and then analyze the relationship between the variables.

2.Case Study

Case study refers to a research design method in which a researcher collects data by consulting records, interviews, observations, etc., and analyzes the root cause of a specific problem existing in a specific person or group such as a factory, a department, or a working group.

3.Lab Experiment

Laboratory experiments are research methods performed by researchers in the laboratory.

4.Field Experiment

The field experiment is different from the laboratory experiment. It is a method of studying the relationship between variables by manipulating one or several variables in a constantly changing real environment.

(Three) commonly used data collection methods

1. Observation

Observation is a method of collecting research data by examining specific behavioral performance with sensory organs or other tools within a certain period of time.

Interview method

The interview method is a method for researchers to collect data by talking with the research subjects. It is one of the most commonly used methods in human resource management research, and it is also an effective method for collecting data. Interview methods are generally conducted individually or in groups.

3. Questionnaire method

The questionnaire method is a method of collecting information and data from research subjects in written form with strictly designed psychological test questions or items.

Basic elements

For private enterprises, in building a standardized human resource management system in corporate management, they must effectively grasp the following major factors:

1. It is necessary to scientifically establish a career planning mechanism for employees and cast employees' "goal":

The purpose of implementing career planning and design for corporate employees in corporate management is to adapt to the long-term strategic development of the company, to let employees understand the relationship between the personal career of the employee and the development of the enterprise, and to set it on the premise of taking into account the interests of the enterprise and the personal interests of employees Personal goals, to achieve consistent personal goals between employees and enterprises, consistent behavior, joint entrepreneurship, shared success, and to carry out a career in accordance with their specific circumstances, so as not to lead to the loss of talent.

2. To establish a culture of corporate political work to strengthen employees' "identity":

If an enterprise wants sustainable development, it must constantly improve the enterprise's management and management system and corporate culture. The corporate management system is hardware, culture is software, and it is also the soul of the enterprise. In this regard, in order to shape their own cultural image, some companies have summed up a set of business philosophy or entrepreneurial spirit in the absence of actual corporate management. But because these ideas or spirits are not recognized by employees at all, this corporate culture has actually become a kind of empty talk that is separate from the actual enterprise. Although it may have a temporary packaging effect for outsiders who are not aware of it, it is undoubtedly "flashy" for the enterprise itself. Therefore, a set of values accepted by corporate employees is very important for corporate management. Refining the identified corporate culture of corporate employees to establish a common corporate political culture can help corporate employees establish common ideals and beliefs In this way, we will work hard for the common goal. In this way, we can let the company get healthy and stable development.

3. To establish a performance-based compensation and benefits management system to ensure that talents "belong":

Considering the long-term development of an enterprise, enterprise management must establish a standardized institutional system and operating procedures. When an enterprise grows up, it cannot rely solely on products, but on institutions.

Simply giving high salaries to talents has proven to be ineffective and should not be used effectively. Such enterprises still do not have the benefit of talents, so it is necessary to make changes in modern enterprise management to make them more clear as the company grows. See hope. Some companies implement excellent welfare systems in corporate management, including bonuses, profit commissions, shares, etc. to attract talents, but these conditions are not available at one time, but require an inspection cycle, only if you work for a certain number of years to meet the requirements of the enterprise Only then can it be realised. The above two items are known as the "golden handcuffs" for retaining elite talents in enterprises, and their practical value is considerable. As for the core talents of the enterprise, through stock options, the enterprise can become a "community of everyone" interest community, so that talents can become the owners of the enterprise, can share corporate benefits in the long run, and can better ensure that the talents "belong".

Modern enterprises will face increasingly severe competition. This is both a challenge and an opportunity. The only way to stand out from the competition is to fully develop and scientifically manage human resources, so as to guide the enterprise to continue to succeed. The "Boss" magazine stated that in order to manage this special scarce resource of human resources in enterprise management, enterprise managers must change their minds and clarify the goals of human resource management and the relationship with the enterprise management environment, overall strategy, and corporate culture. Only in this way can the enterprise obtain more stable and long-term development.

Human resources management is an extremely important area of work with a bright future. In many foreign ERP software systems, HR is a very independent piece. Implementation in the enterprise

At present, human resource management consulting for enterprises is mainly to develop human resource planning for enterprises, that is, to collect and analyze information and data on the supply and demand of human resources inside and outside the company in combination with the company's development strategy and business plan, and to evaluate the amount of human resources in the organization. , Quality, management status and development trends, formulate corporate human resources plans, and propose strategies and measures in human resource recruitment, deployment, training, development, assessment, incentives, and compensation and benefits design.

The content and future tracking direction of enterprise human resource management consulting include: mastering professional theoretical knowledge of human resource management, mastering common methods of predicting the number and structure of personnel such as business analysis, budget control, industry proportion, and benchmarking; etc. The main work of enterprise human resources management, corporate organizational structure, job setting principles, and strategies for personnel recruitment and configuration, training and development, assessment and incentives, salary and welfare design, and employee relations; tracking the latest domestic and foreign human resource consulting management theories and methods, Understand the human resource management ideas of international and domestic first-class enterprises.