人力資源的六大模塊包括員工的招聘、培訓、績效、薪酬、人力資源戰(zhàn)略與勞動關(guān)系。下面，由濟南獵頭公司分別從這六個方面分析人力資源。

The six modules of human resources include employee recruitment, training, performance, compensation, human resources strategy and labor relations. Next, Jinan Headhunting Company will analyze human resources from these six aspects.

一，招聘。依據(jù)公司的事務(wù)開展方針，擬定人力資源計劃，采納多種方式拓展人員招聘途徑，規(guī)范招聘流程，并參與對要害崗位應(yīng)聘人員的面試篩選，進步招聘質(zhì)量，下降招聘費用，保證公司的人力資源存量滿意事務(wù)開展需要。

1、 Recruitment. According to the company's policy on business development, draw up a human resources plan, adopt various ways to expand the recruitment channels, standardize the recruitment process, and participate in the interview and screening of candidates for key positions, improve the recruitment quality, reduce the recruitment costs, and ensure that the company's human resources reserves are satisfied with the needs of business development.

二，培訓。依據(jù)事務(wù)發(fā)展需要，經(jīng)過發(fā)掘、分析訓練需要，擬定并安排施行職工訓練方案，安排技術(shù)查核判定，監(jiān)督訓練作用評價，合理操控訓練費用，保證職工的訓練覆蓋率及訓練滿意度到達公司需求，提升公司的人力資源質(zhì)量，撐持成績目標的達到。

2、 Training. According to the development needs of the business, after exploring and analyzing the training needs, the Company has formulated and arranged the implementation of staff training plans, arranged technical audit and judgment, supervised the evaluation of training effects, reasonably controlled the training costs, ensured that the training coverage and training satisfaction of the staff meet the needs of the Company, improved the quality of the Company's human resources, and supported the achievement of performance goals.

三，績效。依據(jù)公司的事務(wù)導(dǎo)向，制定績效查核辦理制度，履行查核目標并監(jiān)督履行，統(tǒng)計考評結(jié)果，辦理考評文件，做好考評后的績效改進、交流及不合格員工的解雇；依據(jù)績效與薪酬掛鉤的規(guī)則，幫忙事務(wù)主管審閱各職能部門的獎金或提成分配計劃；以進步員工的績效水平。

3、 Performance. According to the company's business orientation, formulate a performance audit handling system, fulfill the audit objectives and supervise the performance, count the evaluation results, handle the evaluation documents, improve the performance after evaluation, communicate and dismiss unqualified employees; Assist the affairs director to review the bonus or commission distribution plan of each functional department according to the rules of linking performance with remuneration; To improve the performance level of employees.

四，蹤業(yè)界薪酬水平，結(jié)合福利方針，擬定鼓勵性的薪酬福利制度及計劃，審閱職工每月的薪酬數(shù)據(jù)，監(jiān)督職工社會保障福利的發(fā)放；安排提薪評定及提升評定；保證安穩(wěn)和鼓勵職工部隊，合理操控人工成本。

4、 Follow the salary level of the industry, formulate an encouraging salary and welfare system and plan in combination with the national welfare policy, review the monthly salary data of employees, and supervise the payment of social security benefits for employees; Arrange salary increase assessment and promotion assessment; Ensure stability and encourage the staff force, and reasonably control labor costs.

五，人力資源戰(zhàn)略。根據(jù)公司開展戰(zhàn)略，全部統(tǒng)籌規(guī)劃公司的人力資源戰(zhàn)略，包括為公司主管以上的管理者進行職業(yè)生涯規(guī)劃設(shè)計，做好接班人的隊伍建造；并根據(jù)戰(zhàn)略安排制定及監(jiān)督實施公司人力資源開展的各項規(guī)章制度、方案、實施細則和作業(yè)流程，以健全公司的人力資源管理體系，確保人力資源作業(yè)有用支撐公司各部門事務(wù)目標的達到，進步公司人均功率。

5、 Human resources strategy. According to the company's development strategy, overall plan the company's human resources strategy, including career planning and design for managers above the company's supervisor level, and build a team of successors; In addition, according to the strategic arrangement, the Company shall formulate and supervise the implementation of various rules and regulations, plans, implementation rules and operating procedures for the Company's human resources development, so as to improve the Company's human resources management system, ensure that the human resources operation can effectively support the achievement of the business objectives of all departments of the Company, and improve the per capita power of the Company.

六，勞動關(guān)系。根據(jù)公司的用人規(guī)則，擔任職工勞作合同的簽定和辦理工作；及時處置公司辦理過程中的嚴重人事疑問，就公司嚴重人事任免事項供給參考定見；受理職工投訴，代表公司處置勞作爭議、膠葛或進行勞作訴訟；保證樹立調(diào)和的勞作聯(lián)系，保護公司杰出的雇主形象。

6、 Labor relations. Sign and handle labor contracts according to the Company's employment rules; Timely handle the serious personnel questions in the company's handling process, and provide reference opinions on the company's serious personnel appointment and removal matters; Accepting employee complaints, handling labor disputes, gums or labor lawsuits on behalf of the company; Ensure to establish harmonious labor relations and protect the company's outstanding employer image.

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