Which module does employee activity belong to?

Question 1: What are the modules of employee relations in human resources management? Broadly speaking: employee relationship management is actually enterprise human resources management. In a narrow sense: When you open the "Employee Relations and Labor Law" section, you will see a 1. Positioning of this page under Employee Relations and Labor Law. The positioning of this edition is the content of employee relationship management in a narrow sense. Including: first, employee probation and labor contract management. The specific contents include: employee probation period management, labor contract involving five types of situations: establishment, change, cancellation, termination, and renewal. Second, employee change management. Specifically include: promotion, demotion, transfer, and capital transfer. Third, employee resignation management. Specifically, it includes normal resignation and abnormal resignation. Fourth, employee reward and punishment management. Specifically, it includes two types: administrative rewards and punishments and performance reward and punishment operations. Fifth, employee grievances and labor dispute management. Complaint is communication. Sixth, employee health management, including physical health and mental health. Seventh, employee satisfaction management. Eighth, employee welfare management (some companies include this in the employee relations module.)

Question 2: Which module of human resources does corporate culture belong to? Corporate culture - or company culture, generally refers to the The general term for the common ideals, basic values, styles, living habits and behavioral norms that have been formed over a long period of time is the sum of the spiritual wealth with the characteristics of the enterprise created in the operation and management process, which has charisma and cohesion for the members of the enterprise. Being able to unify the interests, purposes, needs and resulting behaviors of many people is a reflection of the company's long-term cultural construction. Contains values, highest goals, codes of conduct, management systems, ethics, etc. It targets all employees and uses publicity, education, training, cultural entertainment, socializing and other methods to unify the will of employees to the greatest extent, standardize employee behavior, gather employee strength, and serve the overall goals of the enterprise.

Thirteen steps of corporate culture construction

Morning meeting, evening meeting, summary meeting

It means spending a certain amount of time preaching before going to work and before getting off work every day The company's values. Summary meetings are monthly, quarterly, annual department and company-wide regular meetings. These meetings should be fixed and become part of the company's system and corporate culture.

Thought summary

Thought summary is to regularly allow employees to compare their own behavior according to the content of the corporate culture, and self-evaluate whether they have met the company's requirements and how to improve.

Post slogans to promote corporate culture

Write the core concepts of corporate culture into slogans and post them in prominent locations in the company.

Establishing advanced models

It establishes a visual behavioral standard and concept symbol for employees. Through typical employees, they can vividly and concretely understand "what is work positivity" and "what is work positivity"? "Work initiative", "What is professionalism", "What is cost concept", "What is high efficiency", thereby improving employee behavior. The above-mentioned behaviors are difficult to describe quantitatively. Only specific images can enable employees to fully understand them.

Authoritative preaching

Introducing external authorities to preach is a good way to build corporate culture.

Going out to visit and study

Going out to visit and study is also a good way to build corporate culture. This undoubtedly implies to the majority of employees that the requirements put forward by the company management to employees are reasonable, because Others have done this, but we have not done this because we did not work hard enough. We should improve our work and learn from others.

Stories

Stories about the company are circulated within the company and will play a role in building corporate culture.

Corporate Entrepreneurship and Development History Showroom

Displays all items related to corporate development.

Cultural and sports activities

Cultural and sports activities refer to singing, dancing, sports competitions, National Day parties, New Year's Day parties, etc. In these activities, the values ????of corporate culture can be carried out throughout.

Introducing new people and introducing new culture

Introducing new employees will inevitably bring some new culture. The integration of the new culture and the old culture will form another new culture.

Carry out mutual evaluation activities

Mutual evaluation activities are for employees to evaluate the work status of their colleagues in public according to the requirements of corporate culture, and also evaluate how well they are doing in public, and colleagues will evaluate how well they are doing. Through mutual evaluation activities, conflicts can be clarified, differences can be eliminated, shortcomings can be corrected, strengths can be carried forward, and right and wrong can be distinguished to achieve the optimization of working conditions.

The role model of leaders

In the process of forming corporate culture, the role model of leaders has a great influence.

Establishing corporate newspapers and periodicals

Corporate newspapers and periodicals are an important part of corporate culture construction and an important carrier of corporate culture. Corporate newspapers and periodicals are the window to promote the company to all the public and customers related to the company, both inside and outside the company.

The basic content of corporate culture construction

1. Material culture

It is an artifact culture composed of products and various material facilities. It is a kind of material culture. Surface culture expressed in form. The products produced and services provided by an enterprise are the results of its production and operation and are the primary content of material culture. Secondly, the company's production environment, corporate appearance, corporate architecture, corporate advertising, product packaging and design, etc. also constitute an important part of the corporate material culture.

2. Behavioral culture

Behavioral culture refers to the activity culture generated by employees in production, operation, learning and entertainment activities. Refers to cultural phenomena arising from business operations, education and publicity, interpersonal activities, cultural entertainment and sports activities. Including the norms of corporate behavior, norms of corporate interpersonal relationships and norms of corporate relations. Corporate behavior includes behavior between companies, between companies and customers, between companies and customers, and between companies and society.

1. The norms of corporate behavior refer to the basic behavioral norms formed around the company's own goals, corporate social responsibilities, and protection of consumer interests. The norms of corporate behavior are divided into entrepreneurs in terms of personnel structure...gt;gt;

Question 3: Which module of human resources does social security belong to? Does it belong to employee relations? Benefits included in salary.

Question 4: What are the seven modules of human resources? 1. Human resource planning: It is a set of measures formulated to enable the enterprise to stably possess a certain quality and necessary quantity of manpower to achieve the organizational goals including personal interests, thereby obtaining the balance between personnel demand and personnel ownership. mutual matching in the future development process of the enterprise. Among them:

◆The goals of human resource planning: 1. Obtain and maintain a certain number of personnel with specific skills, knowledge structures and abilities. Make full use of existing human resources. 3. Be able to predict potential staff surplus or shortage in the enterprise organization. 4. Build a well-trained and flexible workforce to enhance the company's ability to adapt to unknown environments. 5. Reduce the company's dependence on external recruitment in key technical links.

◆Verification of human resources: refers to verification of the quantity, quality, structure and distribution of human resources.

◆Human resources information includes: personal physical situation, employment information, education information, salary information, work execution evaluation, work experience, service and resignation information, work attitude, historical information on work or position, etc.

◆The human resources demand forecasting methods include: intuitive forecasting method (qualitative forecasting) and mathematical forecasting method (quantitative forecasting).

Job analysis: Job analysis, also called job analysis and position analysis, is an important conventional technology in human resource management and the basis of the entire human resource management work. Job analysis is an activity that uses certain analytical methods to determine the nature, structure, requirements and other basic factors of the job.

◆The functions of job analysis: 1. Select and appoint qualified personnel.

Develop effective personnel forecasts and personnel plans. 3. Design proactive personnel training and development programs. 4. Provide assessment, promotion and operating standards. 5. Improve work and production efficiency. 6. Establish an advanced and reasonable work quota and remuneration system. 7. Improve work design and environment. 8. Strengthen career counseling and career guidance.

◆The process of job analysis: preparation phase, planning phase, analysis phase, description phase, application phase, operation control

◆The information of job analysis includes: 1. Job name 2. Number of employees 3. Work unit 4. Responsibilities 5. Work knowledge 6. Intellectual requirements 7. Proficiency and accuracy 8. Experience 9. Education and training 10. Physical requirements 11. Work environment 12. Relationship with other jobs 13. Working hours and shift 14, staff characteristics 15, selection method

◆The information obtained from job analysis is organized in the following ways: 1. Text description 2. Work list and questionnaire 3. Activity analysis 4. Determinant factor method

2. Employee recruitment and allocation

Employee recruitment: Recruit excellent and suitable people into the enterprise in accordance with the requirements of the enterprise's business strategic planning, and place the right people in the right positions. Among them:

◆Commonly used recruitment methods include: recruitment interview simulation, psychological test, labor skills test

◆Requirements that must be met in employee recruitment: 1. Comply with relevant national laws, Policies and national interests 2. Principle of fairness 3. Equal employment should be adhered to in recruitment. 4. It is necessary to ensure the quality of recruited personnel. 5. It is necessary to use scientific methods and procedures to carry out recruitment work according to the needs of the enterprise's human resource planning work and the qualification requirements of the candidates in the job description. 6. Strive to reduce recruitment costs and pay attention to improving recruitment efficiency.

◆Recruitment costs include: new hiring cost; replacement cost; opportunity cost.

◆Personnel allocation measures: 1. Allocation measures based on the supply and demand situation of human resources inside and outside the enterprise. 2. Carry out talent echelon building. 3. Human resources policies that prioritize deployment from within the company. 4. Implement a personnel policy of open competition.

◆Steps in manpower demand diagnosis: 1. Unified human resources planning by the company. Or each department may propose manpower requirements based on long-term or short-term actual work needs. 2. The human resources department will fill in the "Personnel Requirements Form". 3. Review by the Human Resources Department.

◆The personnel demand table includes: 1. Departments and positions of required personnel; 2. Job content, responsibilities, and authority; 3. Number of people required and recruitment methods; 4. Basic information of personnel (age Gender); 5. Required academic qualifications and experience; 6. Desired skills and expertise; 7. Other content that needs to be explained

◆ Contents of formulating a recruitment plan: 1. Number of people to be hired and the number of people who need to be hired to meet the specified hiring rate required personnel. 2. The time interval between candidate application and hiring. 3. Recruitment criteria. 4. Source of recruitment. 5. Recruitment cost calculation.

◆Recruitment cost calculation: 1. Personnel expenses, 2. Business expenses. 3. General management fees of the enterprise.

◆Classification of recruitment methods: 1. Entrust various labor and employment agencies 2. Self-recruitment and recruitment

◆Recruitment test and interview process: 1. Organize various forms of examinations and test. 2. Finalize the candidates for the interview, issue the interview notice and conduct...gt;gt;

Question 5: Which work module of human resources management does employee motivation belong to: compensation, employee relations, and employee training? It is related to development.

Also related to: management leadership, organizational culture, and employee performance evaluation.

Question 6: What are the seven modules of personnel management? The enterprise personnel management system is divided into seven modules, including basic modules, report management, attendance, personnel, salary, contracts, training and other modules.

The next month's salary can be calculated based on the previous month's data, and only the changes need to be adjusted. Chinese and English functions are provided, allowing users with a little computer knowledge to easily define various complex calculation formulas. Can satisfy...gt;gt;

Question 7: The specific content of the six modules of human resource management is that human resource management is divided into six modules: 1. Human resources planning; 2. Recruitment and Configuration; 3. Training and development; 4. Performance management; 5' Salary and welfare management; 6. Labor relations management.

1. Human resource planning: It is a set of measures formulated to enable an enterprise to stably have a certain quality and necessary quantity of manpower to achieve the organizational goals including personal interests, thereby obtaining personnel The mutual matching between demand and personnel ownership in the future development process of the enterprise. Among them:

◆The goals of human resource planning: 1. Obtain and maintain a certain number of personnel with specific skills, knowledge structures and abilities. Make full use of existing human resources. 3. Be able to predict potential excess or shortage of personnel in the enterprise organization. 4. Build a well-trained and flexible workforce to enhance the company's ability to adapt to unknown environments. 5. Reduce the company’s dependence on external recruitment in key technical links.

◆Verification of human resources: refers to verification of the quantity, quality, structure and distribution of human resources.

◆Human resources information includes: personal physical situation, employment information, education information, salary information, work execution evaluation, work experience, service and resignation information, work attitude, historical information on work or position, etc.

◆The human resources demand forecasting methods include: intuitive forecasting method (qualitative forecasting) and mathematical forecasting method (quantitative forecasting).

Job analysis: Job analysis, also called job analysis and position analysis, is an important conventional technology in human resource management and the basis of the entire human resource management work. Job analysis is an activity that uses certain analytical methods to determine the nature, structure, requirements and other basic factors of the job.

◆The functions of job analysis: 1. Select and appoint qualified personnel. Develop effective personnel forecasts and personnel plans. 3. Design proactive personnel training and development programs. 4. Provide assessment, promotion and operating standards. 5. Improve work and production efficiency. 6. Establish an advanced and reasonable work quota and remuneration system. 7. Improve work design and environment. 8. Strengthen career counseling and career guidance.

◆The process of job analysis: preparation phase, planning phase, analysis phase, description phase, application phase, operation control

◆The information of job analysis includes: 1. Job name 2. Number of employees 3. Work unit 4. Responsibilities 5. Work knowledge 6. Intellectual requirements 7. Proficiency and accuracy 8. Experience 9. Education and training 10. Physical requirements 11. Work environment 12. Relationship with other jobs 13. Working hours and shift 14, staff characteristics 15, selection method

◆The information obtained from job analysis is organized in the following ways: 1. Text description 2. Work list and questionnaire 3. Activity analysis 4. Determinant factor method

2. Employee recruitment and allocation

Employee recruitment: Recruit excellent and suitable people into the enterprise in accordance with the requirements of the enterprise's business strategic planning, and place the right people in the right positions. Among them:

◆Commonly used recruitment methods include: recruitment interview simulation, psychological test, labor skills test

◆Requirements that must be met in employee recruitment: 1. Comply with relevant national laws, Policies and national interests 2. Principle of fairness 3. Equal employment should be adhered to in recruitment. 4. Ensure the quality of recruited personnel. 5. Use scientific methods and procedures to carry out recruitment work according to the needs of the enterprise's human resource planning work and the qualification requirements of the candidates in the job description. 6. Strive to reduce recruitment costs and pay attention to improving recruitment efficiency.

◆Recruitment costs include: new hiring cost; replacement cost; opportunity cost.

◆Personnel allocation measures: 1. Allocation measures based on the supply and demand situation of human resources inside and outside the enterprise. 2. Carry out talent echelon building. 3. Human resources policies that prioritize deployment from within the company. 4. Implement a personnel policy of open competition.

◆Steps in manpower demand diagnosis: 1. Unified human resources planning by the company. Or each department may propose manpower requirements based on long-term or short-term actual work needs. 2. The human resources department will fill in the "Personnel Requirements Form". 3. Review by the Human Resources Department.

◆The personnel demand table includes: 1. Departments and positions of required personnel; 2. Job content, responsibilities, and authority; 3. Number of people required and recruitment methods; 4. Basic information of personnel (age Gender); 5. Required academic qualifications and experience; 6. Desired skills and expertise; 7. Other content that needs to be explained

◆ Contents of formulating a recruitment plan: 1. Number of people to be hired and the number of people who need to be hired to meet the specified hiring rate required personnel. 2. The time interval between candidate application and hiring. 3. Recruitment criteria. 4. Source of recruitment. 5. Recruitment cost calculation.

◆Recruitment cost calculation: 1. Personnel expenses, 2. Business expenses. 3. General management fees of the enterprise.

◆Classification of recruitment methods: 1. Entrusting various labor...gt;gt;

Question 8: Which module of human resources does the incentive system belong to? This question should not be Asked this way, human resources recruitment and allocation, training and development, performance management, compensation and benefits all have incentive functions. The entire human resources management is to motivate people to do the right behavior and to achieve performance. For example, in terms of recruitment, there is internal recruitment. For the same higher-level position, there are two competitions within the organization, and one person wins. For the winner, it is a positive incentive, but for the loser, it is a negative incentive. Access to individual training opportunities and higher salary levels will have an obvious positive motivating effect. Among the various modules of human resources management, the one that has the greatest motivating effect on employees is performance management. In an organization, performance results are often used in employee promotions, appointments, and compensation and benefits.

Question 9: Which module of human resources does cadre appointment belong to? Cadre appointment involves multiple tasks, which belong to different management modules.

Human resources is divided into eight modules: human resource planning, personnel recruitment and allocation, training development and implementation, performance appraisal and implementation, salary and benefits, employee relationship management, personnel management and career management.

Question 10: What are the six major modules of office administrators? The seven major responsibilities of office clerks: 1. Drafting of official documents and dissemination of government order information: According to the needs of company development and management, draft administrative management systems and various official documents and letters, etc., and submit them to superiors for review; convey the company's daily government orders through various information dissemination methods such as emails and bulletin boards, implement the preparation, receipt, issuance and storage of company documents, and organize the arrangement of the company's internal information release content and dissemination and publication of internal publications to ensure the timely and correct dissemination of all types of company information; 2. Meeting and event management: According to the company's meeting system, assist superiors in organizing important meetings and events such as company management meetings, company celebrations, etc. Preparation, responsible for the contact and coordination of general personnel, recording and organizing meetings, notifying meeting resolutions, and conducting simple verification of the implementation of meeting resolutions; ensuring the smooth development of various meetings and activities and the effective implementation of meeting resolutions; 3. Office supplies management: According to the company's office supplies management regulations, according to company personnel's application records for office supplies and superior instructions, be responsible for the purchase, unified deployment, distribution, storage and maintenance management of office furniture, equipment and supplies, and regularly Carry out budget summary to ensure that employee usage requirements are met and expenses are effectively controlled; 4. File and document management: According to the company's document management regulations, through the establishment and maintenance of the auxiliary administrative document management system platform, responsible for the preparation, approval and issuance of company-level documents; Receiving and archiving external department documents; registering, classifying, sorting, writing, archiving, and keeping department-level documents to ensure timely, accurate, and complete management of the company's internal files and documents; 5. Important certificates and information management: According to the company The administrative management system and confidentiality system are responsible for the routine use and storage of the company's various important qualification certificates, licenses, non-technical information, computer disks, CD-ROMs, etc., as well as the engraving, routine use, storage and cancellation of the company's seal; in exceptional cases Report to superiors for approval when necessary to ensure that all important licenses and information meet the needs of use and are properly kept; 6. Logistics management: assist superiors in formulating and improving the company's logistics management specifications, arrange and implement various tasks required by superiors, and represent the company and the property department Negotiate and manage the company's water, electricity, gas, heat and other energy logistics support work; be responsible for supervising the daily management of safety, fire protection, sanitation publicity and inspections; handle the relevant procedures for the company's car purchase and annual vehicle inspection, arrange vehicles for events, and make statistics Expenses for staff cars; responsible for employee access cards, meal cards, magazines, ticketing, meal ordering, etc. to ensure timely service and logistical support and improve employee satisfaction; 7. Employee business trip support: in accordance with the company's business trip management regulations and reimbursement It stipulates that we assist in the implementation of employee business trip arrangements, transportation arrangements, ticket processing, hotel reservations, etc., assist in the preparation, contact, and procedures of passport and visa application materials; review employee business trip budgets, business trip records, and expense reimbursement bills; ensure Provide timely itinerary and expense reimbursement support for employees on business trips.