1.HR strategy and corporate culture: according to the development plan of the enterprise, diagnose the existing human resources situation of the enterprise, combine the business development strategy of the enterprise, consider the analysis and estimation of the future human resources demand and supply situation, and how to closely combine HR strategy with corporate culture.
2. Organizational structure design: According to the strategic objectives, resource status, existing core processes and the best practice mode of peer enterprises, analyze the organizational structure of the company and design the organizational structure of the company.
3. Process analysis and process reengineering: Process is the process of value growth from suppliers to customers within the organization, and its effectiveness and efficiency will directly affect the effectiveness, efficiency and customer satisfaction of the organization.
4. Job analysis: Job analysis is the traditional core function and basic work of human resource management. A good job description is undoubtedly an accurate "enterprise map", which guides all aspects of human resources.
5. Performance management based on strategy: Performance problem is a long-term challenge faced by any company, and HR must master the tools and methods of performance management and performance target decomposition; Performance system design and basic operation, performance target setting and decomposition and other related knowledge.
6. Comprehensive compensation strategy system: how to correctly combine different elements of compensation to effectively play the role of compensation; Salary management is a method and tool to effectively support company strategy and enhance company value.
7. Capacity management: Establish quality models and apply them to different fields of human resource management, so that human resource management can truly return to the construction of organizational capacity and the development and utilization of human resources.
8. Recruitment: formulate talent selection strategies, conduct accurate position analysis and competency analysis, effectively analyze and plan human resources, and evaluate candidates' professional skills and comprehensive abilities; Evaluation of recruitment cost.
9. Establishment and management of training system: Training is an important means to promote the "people-oriented" corporate culture, and making an effective annual training plan is a severe challenge for HR personnel.
In addition, we should also participate in the strategic decision-making of enterprises and communicate with CEO and other business departments. You must also master knowledge in other fields, such as organizational behavior, psychology, project management, economics, statistics, marketing, financial management, production management, strategy, law and so on.