Six modules of human resources Module 1: Human resource planning 1. Career development theory 2. Internal assessment of the organization 3. Organizational development and change; 4. Planning organizational career development; 5. Comparative review of international human resource management 6. Developing human resources development strategy

Plan 7. Performance Factors at Work 8. Employee Authorization and Supervision Module 2 Human Resources Training 1. Theoretical Learning 2. Project Evaluation 3. Survey and Evaluation 4. Needs Assessment and Training 5. Training and Development 6. Composition of Training Recommendations 7

, training, development and employee education 8. Training design, systematic approach 9. Development management and business leadership; developing yourself and others 10 Project management; Operations management: Project development and management practices Module 3 Human resources compensation management (compensation, incentives

and benefits) 1. Salary 2. Build a comprehensive salary system 3. Benefits and other salary issues 4. Evaluate performance and provide feedback Module 4 Human Resource Management and Competition 1. Human Resource Management and Competitive Advantage 2. The Order and Issues of Human Resource Management

Environment; 3. Human resource planning 4. Job analysis 5. Personnel recruitment 6. Training and development of employees 7. Employee performance evaluation 8. Productivity improvement program module 5 Employees and labor relations 1. Employment law 2. Labor relations and society 3. Industry

Relations and Society 4. Industrial Negotiation 5. Unionization and Industrial Negotiation Module 6 Safety, Security and Health 1. Safety and Health Program 2. Safe and Healthy Work Environment 3. Promoting Safety and Health in the Workplace 4. Managing Practice Health and

The basic processes of the six modules of safety HR are selection, education, use and retention.

It is the core organizational management of HR. It mainly realizes the management of the company's organizational structure and its changes; the management of position information and working relationships between positions, staffing according to job vacancies; manpower planning according to the organizational structure, and calculation of personnel costs.

and management, supporting the generation of organizational structure tables, organizational charts, etc.

Personnel information management mainly implements the management of various types of information throughout the entire process of employees from probation, regularization to dismissal or retirement, management of changes in personnel information, and provides various forms and angles of inquiry and statistical analysis methods.

Recruitment management: Realize the entire process management from planning recruitment positions, publishing recruitment information, collecting resumes of applicants, selecting personnel based on job qualifications, managing interview results, and notifying probation.

Labor Contract Provides management of the signing, modification, cancellation, renewal, labor disputes, and economic compensation of employee labor contracts.

Automatic reminders for trial period and contract expiration can be set as needed.

Training management determines necessary training needs based on job settings and performance appraisal results; formulates training plans for employee career development; manages training objectives, course content, teachers, time, location, equipment, budget, etc., and manages training personnel

, training results and training costs are managed.

Attendance management mainly provides management of employee attendance and helps companies improve their operating systems.

It mainly includes the settings of various holidays, class settings, related attendance items, as well as the management of shift adjustments, overtime work, business trips, leave requests, statistics of late arrivals and early departures, statistics of attendance, etc.

Provide interfaces with various attendance machine systems and provide relevant data for the payroll management system.

Performance management Through performance appraisal, we can evaluate the effectiveness of staffing and training, reward and punish employees, and provide a basis for personnel decisions.

According to the requirements of different positions in terms of knowledge, skills, abilities, performance, etc., the system provides a variety of assessment methods and standards, allowing free setting of assessment items, and qualitative and quantitative assessment of employees' characteristics, behaviors, work results, etc.; Welfare management

The welfare management system provides the withdrawal and management functions of various employee welfare funds.

It mainly includes defining fund types, setting conditions for fund withdrawal, conducting daily management of funds, and providing corresponding statistical analysis. Daily management of funds includes regular fund withdrawals, fund repayments, transfers in and out, etc.

In addition, it provides the function of submitting relevant reports to relevant management agencies.