2. What does human resource management mean? .

3. What is human resource and human resource management?

4. What is the definition of human resource management?

1. 1. Overview of human resource management (1) The functions and objectives of human resource management include: acquisition.

2. Maintain and motivate.

3. Assessment and adjustment.

4. development.

5. The objectives of human resource management include: improving enterprise performance.

6. Expand human capital.

7. (II) Strategy and Planning of Human Resource Management Human resource strategy includes strategy formulation and strategic evaluation.

8. There are usually two methods for evaluation: one is review.

9. The second is the analysis method.

10. The factors affecting human resource planning include: organizational objectives, organizational forms, macro personnel policies, changes in industrial structure and labor market.

1 1. (iii) employee selection and employment employee recruitment includes preliminary preparation, recruitment principles and recruitment procedures.

12. Recruitment principles include the principle of equal opportunity, the principle of openness and transparency and the principle of good faith.

13. In several steps of the recruitment process, the key is the evaluation method.

14. The purpose of human resource management is to use human resources rationally and maximize the efficiency of human resources.

15.(4) The types and methods of employee training and career development training include: pre-job training.

16.

17. Vocational education.

18. Training organization and management should do well in three aspects: training demand analysis.

19. Training design and implementation.

20. Training effect evaluation.

2 1. Training evaluation can be carried out at four levels: first, reaction, second, testing, third, behavior, fourth, result.

22. Career development orientation can be divided into five categories: ① technical type, usually unwilling to engage in management work, but willing to develop in their own professional and technical fields.

23.② Management type.

24.(3) Creative, such people need something that belongs to them completely, or a product or process named after them, or their own company and private property that reflects their achievements.

25.④ Free and independent type.

26. (5) security type, this kind of people are most concerned about the long-term stability and security of their careers. They strive for stable jobs, considerable income, superior welfare and pension.

27. Performance appraisal (I) Concept and significance of performance appraisal Performance appraisal is multi-factor, multi-dimensional and dynamic.

28. Performance appraisal is conducive to personnel decision-making, to determining a reasonable salary level, and to communication and exchange between superiors and subordinates.

29. (II) Principles and standards of performance appraisal The principles of performance appraisal include: the principle of content standardization.

30. Principle of objectivity and impartiality.

3 1. Comprehensive assessment principle.

32. The principle of combining responsibility with rights.

33. The standard system of performance appraisal should be complete, coordinated and balanced.

(3) Classify performance evaluation indicators and methods according to the content of performance evaluation. Performance evaluation indicators can be divided into work performance evaluation indicators, work ability evaluation indicators and work attitude evaluation indicators.

35. According to the classification of performance evaluation methods, performance evaluation indicators can be divided into soft indicators and hard indicators.

36. According to whether the financial content is reflected, performance evaluation indicators can be divided into financial indicators and non-financial indicators.

37. Financial indicator data are easy to obtain, operate and analyze quantitatively. The evaluation system of financial indicators will lead managers to make some decisions that are beneficial to short-term interests but not conducive to the long-term development of the company. Managers often sacrifice their investment in research to gain short-term benefits.

38. Common personal performance evaluation methods include comparison method and scale method.

39. The commonly used evaluation methods of team performance are: management by objectives.

40. Balanced scorecard.

4 1.360 performance appraisal method.

42. Key performance indicators.

43. The economic added value of an enterprise refers to the difference between its capital gains and capital costs.

44. The calculation formula of EVA is as follows: EVA= net operating profit after tax-cost of capital, cost of capital = cost of capital rate × total amount of capital used by the company.

45. The cost of capital is not the cash cost that an enterprise must pay, but the opportunity cost in the sense of economics.

46. The changes of enterprise management behavior brought by EVA include: EVA makes the interests of managers and shareholders consistent, and managers will think and act from the owner's point of view and accept remuneration. EVA can make managers make prudent decisions when investing, make effective use of capital, help managers in different departments act in concert for the overall interests of enterprises, help managers better weigh the pros and cons, and end the chaos caused by multiple goals.

47. Remuneration and benefits (1) Remuneration includes direct remuneration and indirect remuneration.

48. Direct salary includes basic salary, performance salary (bonus), achievement salary and allowance.

49. Performance pay includes dividends and equity.

50. Indirect remuneration mainly refers to various benefits.

5 1. Salary management principles include: fairness principle.

52. Competition principle.

53. Incentive principle.

54. The principle of legality.

55. The principle of recognition.

56. The types of wage system include: structural wage system.

57. Post skill wage system.

58. Graded wage system.

59. The structural wage system generally consists of four parts: basic salary, post (post, skill and title) salary, annual performance salary and floating salary.

60. Wage payment methods include: hourly wage.

6 1. Piece rate.

62. Floating wages.

63. Reward wages.

64. Wage security includes minimum wage security and wage payment security.

65. No unit or individual is allowed to deduct wages, except for the following statutory or agreed circumstances: ① The monthly deduction of wages for workers who violate discipline shall generally not exceed 20% of their monthly standard wages.

66.(2) The fine for employees who violate discipline generally does not exceed 20% of their monthly salary.

67. According to the decision of the public security organ, the wages of reeducation-through-labor personnel shall be stopped and the living expenses shall be changed.

68. According to the judgments of judicial organs and people's courts, alimony, alimony, alimony and damages shall be deducted from the wages of legally liable workers.

69.⑤ Taxes withheld and remitted, including personal income tax withheld and remitted, social insurance expenses and other expenses that should be borne by individual workers.

70. (II) Welfare and Labor Security Employee benefits include: economic benefits.

7 1. Non-economic welfare.

insurance

73. The basic medical insurance premium is paid by the employer at about 6% of the total wages of employees and 2% of the wages of employees.

74. All individual contributions are transferred to individual accounts, and unit contributions are transferred to individual accounts by about 30%, and the rest are established as a whole fund.

75. When the employee's personal medical expenses exceed 10% of the local average annual salary, the overall fund will start to pay the expenses, and the maximum payment amount is four times of the local average annual salary.

76. Male employees are 60 years old and female employees are 55 years old, which is the legal retirement age of the country. The enterprise undertakes 19% of the total salary base of all employees, of which 5% is transferred to individual accounts of employees and the rest is transferred to social pooling. The employee pays 6% of his salary base and transfers it to his personal account.

77. Urban enterprises and institutions pay unemployment insurance premiums at 2% of their total wages, and contract farmers employed by urban enterprises and institutions do not pay unemployment insurance premiums themselves.

78. The following basic provisions are made for casualties in industrial accidents: daily work and work temporarily designated or agreed by the administrative department or management of the enterprise.

79. In case of emergency, engage in work beneficial to the enterprise without being assigned by the administration or management of the enterprise.

80. Work invention or technical improvement.

8 1. Labor security includes labor safety and health, special labor protection for female workers and special labor protection for underage workers.

82. The scope of work prohibited for female workers includes: underground work in mines.

Logging, logging and exile in the forest industry.

84. Scaffolding assembly and disassembly operations in the construction industry and overhead stringing operations in the power and telecommunications industries.

85. A continuous load of more than 20 kg, intermittent load of more than 25 kg.

86. Level 4 physical labor intensity.

87. Married pregnant female workers are forbidden to engage in workplaces such as lead, mercury and cadmium, which belongs to the fourth level of the Grade Standard for Toxic Work.

88. Female employees who have been pregnant for more than seven months shall not be arranged to extend their working hours or work at night.

89. Female employees are entitled to maternity leave of not less than 90 days.

90. Underage workers refer to those who have reached the age of 16 but have not reached the age of 18. It is forbidden to arrange underage workers to engage in mines, toxic and harmful operations or work with the fourth level of physical labor intensity stipulated by the state.

9 1. The employing unit shall conduct regular health check-ups for underage workers according to regulations: First, before arranging work.

92. Secondly, he worked 1 year.

93. Thirdly, I have reached the age of 18, and it has been more than half a year since my last physical examination.