What Is the Difference Between Personnel Management and Human Resource Management?

The six modules of human resource management are a summary of the content covered by the human resource management of the enterprise through the division of modules. Specifically refers to: human resources planning, recruitment and configuration, training and development, performance management, compensation and benefits management, labor relationship management.

Six modules of human resources management

The six major modules of human resource management are connected, interacted and interacted to form an effective system of human resource management. Among them, human resource planning is the starting point of human resource management. It mainly helps organizations predict the expected number of personnel and the basic quality composition in the future. Recruitment and configuration take human resource planning as one of the inputs, which is equivalent to the blood of the organization and provides the organization with Nutrition, solving the problem of organizational staffing and matching of personnel and posts; training and development, whose theme is "educating people"; performance management is the core of the six modules and the main input of other modules, the main purpose is to help people, improve people, Solve the problem of how the organization employs people; compensation and benefits are designed to motivate people and solve the problem of retaining people in the enterprise; finally, labor relationship management is designed to manage people and lay off people to help companies form an effective cycle of rational human resource allocation.

The Art of "Introduction" and "Use"

The appointment of personnel emphasizes the matching of people and posts, and suitable jobs. Finding the right person but putting it in the wrong position can make recruitment as meaningless as failing to find the right person. Recruiting the right people and allocating them to the right places can be considered as an effective recruitment. Recruitment and configuration have their own focuses. Recruitment is composed of a series of steps such as needs analysis-budget formulation-recruitment plan formulation-recruitment implementation-follow-up evaluation, etc. The key is to do a needs analysis first, first of all, the company clearly needs What people, how many people are required, what are the requirements for these people, and what channels are used to find these people that the company needs. After the goals and plans are clear, recruitment will become more targeted.

HRM application process:

1. Register at the Vocational Skills Appraisal Center or agency of the provincial labor security department ();

2. Each province's vocational skills appraisal center will review the registration conditions;

3. After passing the examination, pay the examination fee, and obtain the admission ticket after paying the examination fee;

4. Participate in the national unified examination, and the examination venues will be arranged by the provincial professional appraisal centers;

5. After the test is over, the test result will be notified and a certificate will be issued within three to four months. Those who fail the test can choose to take the retest.