人力资源的六大模块包括员工的招聘、培训、绩效、薪酬、人力资源战略与劳动关系。下面，由 济南猎头公司分别从这六个方面分析人力资源。

The six modules of human resources include employee recruitment, training, performance, compensation, human resources strategy and labor relations. Next, Jinan Headhunting Company will analyze human resources from these six aspects.

一，招聘。依据公司的事务开展方针，拟定人力资源计划，采纳多种方式拓展人员招聘途径，规范招聘流程，并参与对要害岗位应聘人员的面试筛选，进步招聘质量，下降招聘费用，保证公司的人力资源存量满意事务开展需要。

1、 Recruitment. According to the company's policy on business development, draw up a human resources plan, adopt various ways to expand the recruitment channels, standardize the recruitment process, and participate in the interview and screening of candidates for key positions, improve the recruitment quality, reduce the recruitment costs, and ensure that the company's human resources reserves are satisfied with the needs of business development.

二，培训。依据事务发展需要，经过发掘、分析训练需要，拟定并安排施行职工训练方案，安排技术查核判定，监督训练作用评价，合理操控训练费用，保证职工的训练覆盖率及训练满意度到达公司需求，提升公司的人力资源质量，撑持成绩目标的达到。

2、 Training. According to the development needs of the business, after exploring and analyzing the training needs, the Company has formulated and arranged the implementation of staff training plans, arranged technical audit and judgment, supervised the evaluation of training effects, reasonably controlled the training costs, ensured that the training coverage and training satisfaction of the staff meet the needs of the Company, improved the quality of the Company's human resources, and supported the achievement of performance goals.

三，绩效。依据公司的事务导向，制定绩效查核办理制度，履行查核目标并监督履行，统计考评结果，办理考评文件，做好考评后的绩效改进、交流及不合格员工的解雇；依据绩效与薪酬挂钩的规则，帮忙事务主管审阅各职能部门的奖金或提成分配计划；以进步员工的绩效水平。

3、 Performance. According to the company's business orientation, formulate a performance audit handling system, fulfill the audit objectives and supervise the performance, count the evaluation results, handle the evaluation documents, improve the performance after evaluation, communicate and dismiss unqualified employees; Assist the affairs director to review the bonus or commission distribution plan of each functional department according to the rules of linking performance with remuneration; To improve the performance level of employees.

四，踪业界薪酬水平，结合福利方针，拟定鼓励性的薪酬福利制度及计划，审阅职工每月的薪酬数据，监督职工社会保障福利的发放；安排提薪评定及提升评定；保证安稳和鼓励职工部队，合理操控人工成本。

4、 Follow the salary level of the industry, formulate an encouraging salary and welfare system and plan in combination with the national welfare policy, review the monthly salary data of employees, and supervise the payment of social security benefits for employees; Arrange salary increase assessment and promotion assessment; Ensure stability and encourage the staff force, and reasonably control labor costs.

五，人力资源战略。根据公司开展战略，全部统筹规划公司的人力资源战略，包括为公司主管以上的管理者进行职业生涯规划设计，做好接班人的队伍建造；并根据战略安排制定及监督实施公司人力资源开展的各项规章制度、方案、实施细则和作业流程，以健全公司的人力资源管理体系，确保人力资源作业有用支撑公司各部门事务目标的达到，进步公司人均功率。

5、 Human resources strategy. According to the company's development strategy, overall plan the company's human resources strategy, including career planning and design for managers above the company's supervisor level, and build a team of successors; In addition, according to the strategic arrangement, the Company shall formulate and supervise the implementation of various rules and regulations, plans, implementation rules and operating procedures for the Company's human resources development, so as to improve the Company's human resources management system, ensure that the human resources operation can effectively support the achievement of the business objectives of all departments of the Company, and improve the per capita power of the Company.

六，劳动关系。根据公司的用人规则，担任职工劳作合同的签定和办理工作；及时处置公司办理过程中的严重人事疑问，就公司严重人事任免事项供给参考定见；受理职工投诉，代表公司处置劳作争议、胶葛或进行劳作诉讼；保证树立调和的劳作联系，保护公司杰出的雇主形象。

6、 Labor relations. Sign and handle labor contracts according to the Company's employment rules; Timely handle the serious personnel questions in the company's handling process, and provide reference opinions on the company's serious personnel appointment and removal matters; Accepting employee complaints, handling labor disputes, gums or labor lawsuits on behalf of the company; Ensure to establish harmonious labor relations and protect the company's outstanding employer image.

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