[the body] is a matter for human resources management. (2) human resources: refers to the labour capacity of those who promote social development and the functioning of the economy. Human resources management has always revolved around the core objective of how to fully develop human resources. “the father of science management” - tyro. Human capital is that which manifests itself in the workers, in their knowledge, skills or quality. 2024/11/20, northwestern industrial university pong ning, 11, 4. Becker's human capital theory focuses on analysing microhuman resource activities. 2024/11/20, northwestern industrial university, pong ning, 15, characteristics of the human resources management model in the united states developed labour market professionalization and institutionalization of human resources management pursuit of a competency-based internationalization, globalized human resources management concept market-based “specialist” training system for regulating employees' salaries, 2024/11/20, northwestern industrial university, pong ning, 16, ii, japan's human resources management model, characteristics of the human resources management model in japan lifelong employment system its positive role is mainly in: contributing to team spirit formation; and contributing to the creation of an enterprise culture. 2024/11/20, northwestern university of industry pong ning, 21, 2. Role: (1) human resources plans contribute to the development and achievement of organizational strategic objectives; (2) human resources plans meet organizational development needs for human resources; (3) human resources plans help to mobilize staff creativity and initiative; (4) human resources plans reduce human resources costs; (5) human resources plans contribute to the organization's human resources management. 2024/11/20, northwestern industrial university, pong ning, 24, v. Factors affecting human resources planning the job analysis consists of two main components: job description and job description. 2024/11/20, northwestern industrial university, pong ning, 30, 3 steps in the analysis of work 2024/11/20, northwestern industrial university pong nining, 35, 3. Reasons for recruitment: (1) the establishment of a new enterprise or organization; (2) the development of a business or organization and its expansion; (3) the existing job vacancies; (4) the incompetence of the existing posts; (5) the redundancy caused by the sudden departure of employees; (6) the promotion of the former posts and the creation of vacancies; (7) the movement of persons during the restructuring of institutions; (8) the availability of talent for future development; (9) the need to recruit new personnel from outside in order to make the management style of the enterprise more dynamic and the concept of operating. 2024/11/20, northwestern industrial university, pong ning, 37, ii, general procedure for recruitment of employees, 2024/11/20, northwestern industrial university, pong ning, 38, iii. Means of recruitment of employees 1. External recruitment: (1) advertising; (2) schools; (3) vocational intermediaries; (4) internet recruitment website; (5) introduction of acquaintances; (6) special recruitment. 2. Methodology for recruitment selection: (1) knowledge testing; (2) interview; (3) scenario simulation; (4) psychological testing, 2024/11/20, northwestern industrial university pong nining, 41, (1) knowledge testing to understand whether the applicant is aware of the knowledge and skills required for the job. An interview is a carefully designed way of assessing the quality of the tester in a specific setting, by means of face-to-face conversations and observations. 2024/11/20, northwestern industrial university, pong ning, 46, ii. The meaning of performance evaluation, also known as performance appraisal, is the organization's use of scientific appraisal methods to conduct periodic or irregular examinations and evaluations of the performance, performance and performance of the subjects (employees) on the basis of the content and criteria of the appraisal. (2) primary and proximate effects. (6) comparative effect. The advantages are economic economy, but the disadvantages are obvious, with greater arbitrariness and errors in the results of the examination due to the subjective factors of the evaluator. Modern human resources management, on the other hand, emphasizes staff participation, with the aim of improving the future work of staff and promoting their future development. (b) understanding the important role of staff training in human resources management; by nature of training: adaptive training (new staff), enhanced training (old staff) and transfer training (different skills). In other words, after successfully completing recruitment and selection tasks, the organization has been staffed for each post, and the challenge is to retain staff and keep them working hard. 2024/11/20, northwestern industrial university pong ning, 71, ii. The role of incentives: (1) incentives contribute to organizational cohesion; (2) incentives contribute to increased self-consciousness, initiative and creativity in the work of employees; (3) incentives help employees maintain good performance; (4) incentives are important factors in attracting and retaining talent. However, maslow's need ladder is too mechanical. 2024/11/20, northwestern industrial university pong ning, 76, ii, process-type incentives theory focuses on psychological processes from motivation to action, all of which seek to clarify the relationship between people's efforts and performance. Guidance: equity resulting from the organization's responsibilities to its employees, competencies, salaries, entitlements, promotions, and the pace of promotion has an important impact on the motivation of employees to work. Attention to the following principles: the principle of proportionality; the principle of immediacy; the principle of cost-effectiveness; the principle of 2024/11/20; the principle of cost-effectiveness; the northwestern industrial university; pang xiaoning; 81; (iii) spiritual motivations; (b) wages in the broad sense, including basic wages, bonuses, allowances, subsidies, labour dividends, etc. Is an integral part of an organization's return or remuneration to its staff。(ii) characteristics of the stock options schemea, voluntary b, pro bono c, follow-up, 2024/11/20, northwestern industrial university pong ning, 94, iii, incentive effects of stock options the theoretical basis of incentives of the stock options scheme (1) human capital equity theory (2) risk theory (3) supply and demand theory (1) double incentive effects of stock options (1) pay incentives (2) ownership incentives, 2024/11/20, northwestern industrial university pong ning, 95, xi
