一般人力資源管理六大板塊就是所謂的人力資源規(guī)劃、招聘與配置、培訓(xùn)與開發(fā)、績效管理、薪酬福利管理、勞動關(guān)系管理。

The six major sectors of human resources management are the so-called human resources planning, recruitment and allocation, training and development, performance management, compensation and welfare management, labor relations management.

人力資源管理是一個(gè)系統(tǒng)管理工具，山東獵頭公司通過這個(gè)工具可以激勵員工潛力、滿足員工各層次的需要，可以提高工作效率，更終達(dá)到雙贏狀態(tài)。

Human resource management is a system management tool, through this tool can stimulate employee potential, meet the needs of all levels of staff, can improve work efficiency, and ultimately achieve win-win situation.

但有些企業(yè)甚人力資源從業(yè)者喜歡把人力資源管理六大模塊分為三六九等來看待，這是一種誤區(qū)。以明強(qiáng)公司、公司為代表的諸多企業(yè)的核心層過于目光短淺。

But some business leaders and even human resource practitioners love the six modules of human resource management is divided into various grades and ranks to look at, this is a misunderstanding. The core layer of many enterprises in the company, on behalf of the States is too short-sighted.

每一個(gè)板塊都是人力資源管理的重要構(gòu)成，每一個(gè)板塊之間也是環(huán)環(huán)相扣：如果沒有良好的“人力資源規(guī)劃”，招聘工作就沒有目標(biāo)、沒有計(jì)劃、沒有依據(jù)，當(dāng)然不會吸引到合適的人才安排到合適的崗位。

Every plate is an important component of human resource management, each plate is connected: if there is no good "human resource planning, recruitment is no goal, no plan, no basis, certainly not to attract the right talent to arrange suitable jobs.

如果沒有的“人力資源規(guī)劃”與“招聘配置”，培訓(xùn)開發(fā)的難度就很大，而培訓(xùn)目標(biāo)模糊、新進(jìn)人員基本素質(zhì)低劣，則培訓(xùn)成本、周期都會提高，且培訓(xùn)后也不一定能符合企業(yè)需要。

If there is no high-quality "human resource planning" and "recruitment, training and development of great difficulty, and the training target, new employees basic quality is poor, training cost, cycle will increase, and after the training may not be able to meet the needs of enterprises.

由于“績效考核”也是依據(jù)“人力資源規(guī)劃”、“人員能力評價(jià)”、“人員崗位評價(jià)”、“人員貢獻(xiàn)評價(jià)”、“成果評價(jià)”等來進(jìn)行，所以再好的績效考核制度，對于沒有計(jì)劃的團(tuán)隊(duì)沒有任何意義。

The performance evaluation is based on "human resource planning", "personnel ability evaluation, personnel evaluation, personnel contribution evaluation" and "evaluation" to carry out, so the good performance appraisal system, there is no significance for the team without a plan.

薪酬福利也是與整體人力資源規(guī)劃、培訓(xùn)、績效直接關(guān)聯(lián)。如果前面的五大板塊都得到很好執(zhí)行，勞動關(guān)系管理則幾乎無事可做，但如果前面五個(gè)板塊沒做好，那就算再好的勞動關(guān)系管理也只是忙于亡羊補(bǔ)牢。

Compensation and benefits are also directly related to overall human resource planning, training and performance. If the five plate front are well executed, labor relations management is almost nothing, but if the previous five plates that did not do a good job, the management of labor relations even better is just busy with it.

人力資源管理六大模塊是一個(gè)有機(jī)整體，各大模塊的工作各有側(cè)，卻不可分割，任何一個(gè)環(huán)節(jié)的缺失都會影響整個(gè)系統(tǒng)的失衡，甚為企業(yè)的長遠(yuǎn)發(fā)展帶來隱患。

The six modules of human resource management is an organic whole, the modules have different emphasis, but inseparable, lack of any link will affect the balance of the whole system, and even bring risks for the long-term development of enterprises.

為更好地向業(yè)務(wù)部門提供服務(wù)，HR經(jīng)理需要幾位像專員這樣一類角色的員工支持，如薪酬專員、培訓(xùn)專員、招聘專員、人事專員等。但這種穩(wěn)定的組織結(jié)構(gòu)缺乏規(guī)模效應(yīng)，當(dāng)企業(yè)人員持續(xù)增加，或者員工人數(shù)不多但業(yè)務(wù)比較復(fù)雜，或者員工人數(shù)不多但人員比較分散時(shí)，HR經(jīng)理所要面對的問題日趨復(fù)雜，他會發(fā)現(xiàn)自己分身乏術(shù)。

To better serve the business department, the HR manager needs several staff roles such as the Commissioner, such as the compensation specialist, the training specialist, the recruiter, the personnel commissioner, etc.. But this stable organizational structure lack of scale effect, when the enterprise personnel continues to increase, or the number of employees is not much but the business is more complex, or the number of employees but not many personnel scattered, HR managers have to face the problem of increasingly complex, he will find himself at once.