The traditional concept of human resource management, we are generally divided into six modules, namely human resource planning, recruitment and allocation, training and development, performance management, salary management, labor relations management, modern enterprises in the human resources six modules on the basis of the three pillars of HR model, that is, HRSSC (human resources shared service center), HRBP (human resources business partners), HRCOE (human resources shared service center). The author believes that no matter how human resources are transformed and upgraded, they are inseparable from the core of human resource management of "selecting, employing, educating and retaining people". Based on this, the author proposes a "three-loop" model for the design of human resource management system.
One Center:Human Resources Strategy.
First Loop:There are four key links of selection, education, employment and retention.
Second Ring Road:There are six modules: human resource planning, recruitment and allocation, performance management, compensation management, training and development, and labor relations management.
Third Ring Road:There are 15 specific management practices in human resource planning and design, organizational system design, position system design, qualification system design, employee selection and recruitment system design, employee growth and development system design, performance management design, salary and welfare system design, employee relationship management system design, corporate culture system design, human resource management process design, labor employee risk management system design, human resource data management design, personnel affairs management process design, and employee satisfaction management system design.
Planning. 
1.Human resource planning and design
Human resource planning is based on the human resource strategy, through the internal and external human resources supply of the enterprise.
Human resource planning refers to the strategic objectives of the enterprise, the scientific organization in the future environmental changes in the supply and demand of human resources, the development of necessary human resources acquisition, utilization, maintenance and development strategies, to ensure the organization's demand for human resources in terms of quantity and quality, so that the organization and individuals to obtain long-term benefits of the planning.
Human resource planning mainly includes human resources status inventory, human resources allocation planning, human resources quality improvement planning, human resources development planning, human resources policy planning, etc.
Organizational system design
The organizational system includes corporate governance structure design, centralization and decentralization, parent-subsidiary control, company first-level structure design, second-level structure design, management range and management level design, department mission positioning and function description, and enterprises can establish an organizational structure that meets the strategic needs of the enterprise and efficient management process through the organizational system.
3.Position system design
The design of the position system includes the division of the company's position family, the setting of positions within the department, the determination of staffing, job analysis, job description, job saturation analysis, etc. The position system needs to focus on how to decompose the functions of the department into each position, and finally realize that everyone has something to do and a standard for doing things.
4.Design of qualification system
The design of the qualification system includes the establishment of the enterprise competency model, the definition and grading of the competency project, the construction of the post qualification system, and the evaluation of employee competency. The qualification system is a collection of explicit and implicit characteristics (iceberg model) that drive employees to produce excellent job performance. The qualification assessment is an evaluation of the employee's current actual ability and work attitude, in order to find the gap between the employee's actual ability, work attitude and excellent performance.
Employee selection and recruitment system design
The design of employee selection and recruitment system includes annual recruitment plan, internal recruitment, external recruitment, recruitment question bank, recruitment talent pool, recruitment interview evaluation, recruitment evaluation, recruitment evaluation, etc. Recruitment is the first pass of personnel cost control, and reducing the turnover rate and unqualified rate of personnel after entry is to save labor costs for enterprises. Selecting the right person for the enterprise to arrange the right position at the right time, so that it can give full play to its maximum potential and create benefits for the company, is the ultimate goal of the employee selection and recruitment system.
6.Employee growth and development system design
The design of the employee development system includes career planning, training and education. Career planning includes employee career orientation test, job development matrix, key position and core employee management, talent echelon construction, employee career planning, etc. Training and education include training organization, training effect evaluation, training tracking and feedback, internal training lecturer team construction, training file management, training results application, internal training structure management, etc. Through career planning, we provide employees with a suitable job training system and job development mechanism, continuously deliver suitable talents for the enterprise, achieve a win-win situation for the rapid growth of the enterprise and the career development of employees, and make the best use of talents.
7.Performance management system design
The design of the performance management system includes the construction of the company's strategic map, the selection of performance management tools, the establishment of performance indicators at all levels, the decomposition of performance objectives, the formulation of performance plans, performance coaching, performance appraisal and evaluation, performance communication, and the application of performance results. A strategy-based performance management system is the process of ensuring the smooth realization of the company's strategic goals.
8.Salary and welfare system design
The design of salary and welfare system includes salary survey, job analysis, job value evaluation, salary level design, salary grading, salary structure design, salary model selection, salary calculation, salary system implementation, welfare design, etc. The compensation and welfare system is the most obvious and effective incentive for employees, and the rationality of its design directly affects the enthusiasm and creativity of employees, as well as the happiness index of employees, so it is very important.
9.Employee relationship management system design
The design of the employee relationship management system includes labor contract management, labor dispute handling, employee discipline handling, resignation interview, entry and resignation procedures, employee relations training, etc. Establishing a harmonious and win-win employee relationship is the premise and foundation to ensure the long-term and stable development of the enterprise.
10.Corporate culture system design
Corporate culture contains four levels, the spiritual layer, that is, the vision, goals, values, mission, etc. of the enterprise; Institutional layer, that is, the management norms, systems, and processes of the enterprise; Behavior layer, that is, the activities, rituals, and daily behaviors of the enterprise; The material layer, that is, the symbols of the enterprise, the heroic stories, the environmental layout, the identification signs, etc.
Corporate culture is the unique cultural image of an organization composed of its values, beliefs, rituals, symbols, ways of doing things, etc., in short, it is all aspects of the daily operation of the enterprise. Corporate culture is the soul of an enterprise and an inexhaustible driving force to promote the development of an enterprise.
11.Human resource management process design
Human resource management process design refers to the design of human resource management involving the operation of each process, and the cooperation with other management processes of the enterprise to improve the efficiency and standards of human resource management.
Labor and employment risk management and control process design
The design of labor and employment risk management and control process refers to the analysis and avoidance of employment risks that employees may encounter from interview to resignation in human resource management activities, so as to completely solve the risk management dilemma of labor and employment, so that the company's human resource management can enter an orderly and effective smooth state, improve people's resources, capital and functionality, so that all managers of the company can attach importance to and develop human resources, so that human resources can truly become the right and left hands of enterprise growth.
13.HR data management design
Human resource data management refers to the analysis of data generated in the process of human resource management, providing scientific and accurate reference data for human resource management and enterprise management, and seeing the management problems and essence through data analysis.
14.Personnel management process design
The design of personnel affairs management process is based on the perspective of human resource managers and the actual management practice, and formulates a complete set of practical management systems and processes, including personnel file management, attendance management, vacation management, employee change management, etc. Personnel management is the basic work of human resource management.
15.Employee satisfaction management system design
Employee satisfaction is the barometer of enterprise management, only when employees are satisfied, can we produce satisfactory products; Satisfactory products can win customer satisfaction; Only when customers are satisfied can we ensure the profits of the enterprise and satisfy the shareholders. Employees are not only the greatest wealth of the enterprise, but also the biggest cost of the enterprise, if you want employees to become wealth, we must continuously improve employee satisfaction and play the greatest value. The employee satisfaction management system includes employee satisfaction model design, employee satisfaction questionnaire design, employee satisfaction survey, employee satisfaction analysis, employee satisfaction management standards, etc.