Human Resources Manager
Human resources management is a series of corporate human resource policy and management activities. These activities consist primarily of corporate human resources strategy development, staff recruitment and selection performance management, ,training and development, compensation management, employee turnover management, employee relations management, employee safety and health management. : The use of modern management methods, (optional), development (education), keep (to keep people) and utilization (employment) plan, organize, command, control and coordination of human resources a series of activities to achieve business development goals, and ultimately achieve a management behavior. The ultimate goal is to promote business goals.
Companies need what kind of human resource managers? Can be said, this problem is almost all HR practitioners subject of great concern, because it is directly related to HR's own career planning and prospects. Parameters of this discussion, the majority of HR practitioners, the outcome of the discussions is a matter of opinion. Analysis from personality traits, such as "professional knowledge, rich affinity, elegant style of conversation HR admire a plus, the ability of HR itself, but unhelpful, behave, heavy experience is not heavy, never one in his face HR Hengmeilengdui; starting from the core concept of, such stressed that the implementation of "to people-oriented"; discussion from the professional knowledge and skills, such as each module system build, process system integration, etc.; also have elaborate from the role of HR's , such as a strategic partner, administrative expert, employee relations managers, reformers ......
But when we look back to see the view in the discussion, most people are standing in their own areas and stand up to explain the HR cognitive rarely found in the real boss and business perspective to consider the issue. This is the reason why the outcome of the discussion there will always be
Companies need what kind of human resource managers? Can be said, this problem is almost all HR practitioners subject of great concern, because it is directly related to HR's own career planning and prospects. Parameters of this discussion, the majority of HR practitioners, the outcome of the discussions is a matter of opinion. Analysis from personality traits, such as "professional knowledge, rich affinity, elegant style of conversation HR admire a plus, the ability of HR itself, but unhelpful, behave, heavy experience is not heavy, never one in his face HR Hengmeilengdui; starting from the core concept of, such stressed that the implementation of "to people-oriented"; discussion from the professional knowledge and skills, such as each module system build, process system integration, etc.; also have elaborate from the role of HR's , such as a strategic partner, administrative expert, employee relations managers, reformers ......
But when we look back to see the view in the discussion, most people are standing in their own areas and stand up to explain the HR cognitive rarely found in the real boss and business perspective to consider the issue. This is the reason why the outcome of the discussion there will always be