Human resources six big modules interpret human resources management has broken through the traditional mode, the people rise to the view of resources allocation and management, how to realize the effective management and configuration of human resources, to build an effective human resources management platform and the system become the focus of enterprise HR work. As part of this effective system, improve the work unfolded and HR each big module system is very important! 1, human resource planning HR work aids to navigation and navigator sailing ships all need to establish a beacon to locate the destination,At the same time the need for an effective navigation system to ensure it sailed on the correct route. Human resource management is the same, need to determine the HR localization and Realization way. Aims of human resource planning is the combination of enterprise development strategies, through to the enterprise resource situation and analysis of the current situation of human resource management, to find the focus and direction of the work of human resources in the future, and to develop specific work plan and plan, in order to ensure the smooth realization of the enterprise objectives. Human resource planning is the key for the collection, analysis and statistics on the situation of human resource management of enterprise information, on the basis of these data and results, combining the enterprise strategy,The future development of the human resources work plan. As sailing ships navigation navigator, human resources planning to a target location and grasp the line role in the HR! 2, recruitment and allocation - "lead" and "use" of combining art personnel appointment is about people and post matching, the suitable hillock person. Finding the right people are in the right position and do not like not finding the right person will make the recruitment work meaningless. Recruit the right people and make the allocation of talent to the right place is to complete an effective recruitment. Recruitment and configuration have their own focus,Recruitment is the analysis of budget making - recruitment plan formulation - Recruitment implementation follow-up evaluation and a series of steps is composed of demand, which the key is to do a good job in the demand analysis, the first clear what the enterprise needs, need many people, for these people have what demand, and through what channels to find the company needed these people, then clear goals and planning, recruitment will become more have a definite object in view. Staffing in fact should be considered in the recruitment of demand analysis, according to the post "tailored" a standard, according to the standard of recruiting talents needed,Configuration will be simplified to a procedural step. Recruitment and allocation cannot be regarded as separate processes, but influence each other, the two links of mutual dependence, only the recruitment of suitable staff and effective configuration to ensure the implementation of the recruitment significance. 3, training and development: to help the employees to perform work and explore staff's maximum potential for new employees, as soon as possible to adapt and work, in addition to their own efforts to learn, also need to provide help to the company. For on-the-job employees, in order to adapt to changing market situation the company strategy adjustment,The need to constantly adjust and improve their skills. Based on these two aspects, the organization of effective training, in order to maximize the development potential of employees has become very necessary. In terms of content, the training work of corporate culture training, rules and regulations training, job skills training and management skills development training. Training must be targeted, to consider the specific needs of different groups of trainees. For new employees, training work can help them adapt and work, on-the-job training for employees, to help them positions needed to master new skills, and help them to maximize the potential of their development,For the company, training will allow enterprises to work smoothly, the performance continues to improve. Obviously the importance of training and development work. There are two 4, salary and welfare of staff motivation is one of the most effective means of the salary and welfare functions: one is to the staff past performance certainly; two is by the effective compensation and benefit system improve their performance. An effective compensation and benefit system must be fair, ensure external equity, internal equity and job fair. External equity will make enterprises competitive salary and benefits in the market, internal equity need longitudinal difference reflects the pay,Job fair is required to reflect the same staff competency gap. On past performance fairly sure will give employees a sense of achievement, enthusiasm for the future salary welfare promises to stimulate employee performance continuously. Salary and welfare must achieve the material form and the non-material form organically, so as to meet the different needs of employees, to maximize their potential employees. 5, performance management - a different perspective, a different ending the purpose of performance evaluation by means of an effective system, based on the results of the assessment, certainly past performance and look forward to the future performance of the continuous improvement of.The traditional performance work just stay in the level of performance appraisal, and modern performance management is concerned more to improve future performance. The transfer of attention made modern performance work focus began to shift. The effectiveness of the system become the focus of attention of HR workers. An effective performance management system including the evaluation index of scientific, reasonable evaluation standards, and evaluation results and the corresponding salary welfare payments and rewards and punishment measure. Performance evaluation of pure make performance management limited to the past work attention, pay more attention to the follow-up action to performance the performance management work of the transfer to the view of future performance and continuously improve! 6,The realization of processing enterprises and employees of the win-win employee relations staff relationship lies in the regulations of state regulations and policies and the company as the basis, in the event of labor relations at the beginning of, clear the workers and the rights and obligations of employers, the term of the contract in accordance with the labor contract, the employing units and the rights and obligations the relationship between the. For the workers, need the help of the labor contract to ensure that their own interests are realized, at the same time to fulfill their obligations to the enterprise. For employers, labor contract law is more standardize its labor practices, the fundamental interests of the maintenance workers.But on the other hand, but also to protect the interests of the employing units, including the workers worked the agreed deadline, according to the applicable provisions of fire a worker is not competent for the job, and legally avoid labor regulations and policies, for the enterprise to save the manpower capital expenditure. In conclusion, employee relationship management is to clarify the rights and obligations of both parties, to provide a stable and harmonious environment for business development, and through the strategic objectives of the company reached the final realization of enterprise employees and win-win!