Human resource management (HRM for short) Human resource refers to the sum of people with intellectual and physical labor ability who can promote the whole economic and social development. Human resource management refers to the rational allocation of human resources in a planned way according to the requirements of enterprise development strategy. Through a series of processes such as recruitment, training, use, assessment, encouragement and adjustment of employees, the enthusiasm of employees can be mobilized, the potential of employees can be brought into play, value can be created for enterprises, and the realization of strategic objectives of enterprises can be guaranteed. It is a series of human resources policies and corresponding management activities of enterprises. These activities mainly include the formulation of enterprise human resources strategy, employee recruitment and selection, training [1] and development, performance management, salary management, employee flow management, employee relationship management, employee safety and health management, etc. That is, enterprises use modern management science to plan, organize, command, control and coordinate a series of activities such as human resources acquisition (selection), development (education), retention (retention) and utilization (employment), and finally realize the development goals of enterprises. Five viewpoints of human resource management 1. Theory of full disclosure II. Process disclosure theory III. Phenomenon revelation theory iv. Objective to disclose theory 5. Another viewpoint of effective disclosure theory of human resource management, human resource management refers to the use of modern scientific methods, combined with certain material resources, reasonable training, organization and distribution of human resources, so that human resources and material resources always maintain the best ratio. At the same time, we should properly induce, control and coordinate people's thoughts, psychology and behavior, give full play to people's subjective initiative, and make people do their best to achieve organizational goals. According to the definition, human resource management can be understood from two aspects, namely: 1. Human resource external factor management-quantity. The quantitative management of human resources is to properly train, organize and coordinate human resources according to human and material resources and their changes, so that the two can always maintain the best proportion and organic combination, so that people and things can give full play to the best effect. 2. The intrinsic element of human resources-quality management. Mainly refers to the use of modern scientific methods to effectively manage people's thoughts, psychology and behavior (including the coordination, control and management of individuals and groups' thoughts, psychology and behavior), and give full play to people's subjective initiative to achieve organizational goals. The definition of modern human resource management 2 1 century is a century of globalization, marketization and informationization, and it is a century dominated by knowledge. Under the new economic conditions, the human resource management of enterprises will inevitably change accordingly. Therefore, the enterprise human resource management system will be built on the Internet/intranet computer network platform, forming a new human resource management model. Modern human resource management includes eight modules: human resource planning, personnel recruitment and allocation, training development and implementation, performance appraisal and implementation, salary and welfare, personnel management, career management and employee relationship management. Human resource planning 1, organization setting 2, adjustment and analysis of enterprise organization 3, analysis of enterprise personnel supply demand 4, formulation of enterprise human resource system 5, preparation and implementation of human resource management expense budget; International Human Resource Management 1, Career Development Theory 2, Organizational Internal Evaluation 3, Organizational Development and Change; 4. Plan and organize career development; 5. Comparison of international human resource management; 6. Formulate a strategic plan for human resources development; 7. Performance factors at work; 8. Employee authorization and supervision; 1. Recruitment demand analysis; 2. Job analysis and ability analysis; 3. Recruitment procedures and strategies; 4. Analysis and selection of recruitment channels; 5. Recruitment implementation; 6. Special policies and contingency plans; 7. Exit interview. 8. Training and development of measures to reduce staff turnover 1, theoretical study, 2. Project evaluation, 3. Investigation and evaluation, 4. Training and development. Needs assessment and training. Composition of training suggestions, 7. Training, development and employee education. Design and systematic method of training, 9. Development management and enterprise leadership; Develop yourself and others, 10, project management: project development and management practice. Performance management 1, performance management preparation stage, 2, implementation stage, 3, evaluation stage, 4, summary stage, 5, application development stage, 6, performance management interview, 7, performance improvement method, 8, behavior-oriented evaluation method, 9, result-oriented evaluation method. Salary and welfare management (salary, incentive and income) 1, salary, 2. Building a comprehensive salary system (job evaluation and salary grade, salary survey, salary scheme, salary structure, salary system formulation, salary system adjustment, labor cost accounting), 3. Welfare and other salary issues (welfare insurance management, enterprise welfare project design, enterprise supplementary pension insurance and supplementary medical insurance design). Employee and labor relations 1, employment law, 2, labor relations and society, 3, industry relations and society, 4, labor-capital negotiation, 5, labor union and labor-capital negotiation (safety, security and health, safety and health projects, safe and healthy working environment, promoting safety and health management in the workplace, practicing health and safety) Human resource management and competition 1. Human resource management and environment, 3, human resource planning, 4, job analysis, 5, personnel recruitment, 6, training and development. Staff personnel management, including employee entry procedures, employee information files, personnel files and employee reward and punishment systems, is an important part of human resources. Eight. Career management Career management is a human resource management measure for enterprises to plan employees' career, guide employees to fully combine their own development goals with those of enterprises, give full play to their own advantages and achieve good development. A good career management system can give full play to the potential of employees, give clear and specific career development guidance to outstanding employees, and maximize the value of enterprises from the perspective of human capital appreciation. With the help of educational metrology, modern psychology, organizational behavior, management, career planning and career development theory, combined with the management practice of enterprises with China characteristics and personal personality characteristics, a relatively mature and perfect career planning system has been formed. The core of human resource management: value chain management. The value chain management of human resources includes three aspects: first, which elements in the enterprise participate in the creation of value, which involves the value analysis in human resources management. In the past, agricultural economy and society were labor and land, but now society is entrepreneurs, knowledge, capital and labor. Understanding this problem is the basis of human resource value chain management; Second, how much value these elements have created in the enterprise, which involves the value evaluation in human resource management. What kind of value evaluation standard is adopted and how to evaluate it is the most difficult problem in human resource management; The third is how to distribute the value, including the way and standard of distribution.