Blockchain human resource management technology

1. 2016 is also the first year of the development of blockchain, and various VCs have invested billions of dollars into the start-up companies and projects of blockchain. Foreign IBM, Deloitte and Deutsche Bank have released their own blockchain designs. NASDAQ is already using blockchain technology. Securities, voting, data storage, logistics and other instries have appeared related applications
domestic first-line financial and Internet companies such as Wanxiang finance, LETV finance and Ping'an finance also joined the technological feast. Eurocrowdfunding and other micro enterprises are in the forefront of using blockchain technology.

2. Blockchain + human resource refers to the introction of blockchain technology in the field of human resource application to solve the existing human resource problems
What are the current problems of human resources? Externally, it includes the identification of the authenticity of candidates' information, internally, it includes the lack of personnel growth records, and so on. In essence, blockchain is a shared database, in which the data or information has the characteristics of "unforgeability", "trace in the whole process", "traceability", "openness and transparency" and "collective maintenance", The data built on it has the basis of "trust", which is more reliable for enterprises
this sounds wonderful, but it will take time from theory to practice. Just as bitcoin's popularity depends on the participation of a large number of miners, the construction of blockchain + human resources needs the extensive participation of human resources organizations (future, Zhilian, etc.) and employers. Otherwise, it will only be a gimmick rather than a utility.

4. Blockchain + human resources means that all people's career experiences are recorded on the blockchain to provide job seekers with job background information confirmation. The Internet plus human resources belong to the third party human resources service organization, which receives orders from the network platform to provide human resources services.

5. It's said that the public platform of SMIC blockchain in Changsha will soon be provided with regional blockchain + human resource services. You can have a try.

6. Yes, the business coverage of enterprises on the SMIC blockchain service platform is relatively large, and other financial and project applications are resources that can be shared

7. Unknown_Error

8. 1、 The definition of human resource management

human resource management refers to the use of modern scientific methods to reasonably train, organize and allocate the human resources combined with certain material resources, so as to keep the best proportion of human resources and material resources, and at the same time to properly guide, control and coordinate people's thoughts, psychology and behavior, so as to give full play to people's subjective initiative, To make the best use of people, to make things suitable for people, to achieve organizational goals< According to the definition, human resource management can be understood from two aspects, namely:

1. Quantitative management of human resources is to properly train, organize and coordinate human resources according to the changes of human resources and material resources, so as to keep the best proportion and organic combination of the two, so as to give full play to the best effect of human and material resources

2. It mainly refers to the use of modern scientific methods to effectively manage people's thoughts, psychology and behavior (including the coordination, control and management of the thoughts, psychology and behavior of indivials and groups), and give full play to people's subjective initiative to achieve organizational goals< Second, the difference between modern human resource management and traditional personnel management. Modern human resource management is deeply influenced by economic competition environment, technological development environment, national laws and government policies. As a new and important field of management in recent 20 years, it goes far beyond the scope of traditional personnel management. Specifically, there are some differences as follows:

1. The traditional personnel management is characterized by taking "things" as the center, seeing only "things" but not "people", seeing only one aspect, but not the integrity and systematicness of people and things, emphasizing the static control and management of a single aspect of "things", and its management form and purpose is "controlling people"; Modern human resource management takes "people" as the core, and emphasizes a dynamic, psychological and conscious adjustment and development. The fundamental starting point of management is "focusing on people", and its management comes down to the systematic optimization of people and things, so that enterprises can achieve the best social and economic benefits< Traditional personnel management regards people as a kind of cost, regards people as a kind of "tool", and focuses on input, use and control. Modern human resource management regards people as a kind of "resource" and pays attention to output and development. It's a "tool". You can control it and use it at will. It's a "resource". Especially if you regard people as a kind of resource, you have to protect it, guide it and develop it carefully. It is no wonder that some scholars put forward that they attach importance to the management of human resources, and think that the management philosophy of the 21st century is "only by truly liberating the managed, can the managers themselves be liberated"

3. Traditional personnel management is a tool used by one functional department alone, which seems to have little relationship with other functional departments, but modern human resource management is quite different from it. The personnel department of each organization that implements the function of human resource management has graally become an important partner of the decision-making department, thus improving the position of the personnel department in the decision-making. Human resource management involves every manager of an enterprise. Modern managers should be clear: they are not only the business manager of the Department, but also the human resource manager of the Department. The main responsibility of human resource management department is to formulate human resource planning and development policies, focus on the development and training of human potential, and train other functional managers or managers to improve their management level and quality. Therefore, every manager of an enterprise should not only accomplish the proction and sales goals of the enterprise, but also cultivate a team of employees who can fight hard to achieve the organizational goals of the enterprise< Third, the specific tasks of human resource management

what specific contents and tasks should modern human resource management, which originates from traditional personnel management and surpasses traditional personnel management, mainly include

human resource management is concerned with "human problems", the core of which is to understand and respect human nature, emphasizing the "people-oriented" of modern human resource management. In an organization, focusing on people, we mainly care about people themselves, the relationship between people, the relationship between people and work, the relationship between people and environment, the relationship between people and organization, etc< At present, it is generally accepted that modern human resource management is a process of human resource acquisition, integration, motivation, control, adjustment and development. Generally speaking, modern human resource management mainly includes talent seeking, talent using, talent cultivating, talent stimulating, talent retaining and other contents and tasks. Generally speaking, modern human resource management mainly includes the following systems:

1< 2. Human resource cost accounting and management system

3. Recruitment, selection and employment system of human resources< 4. Ecation and training system of human resources

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6. Salary and welfare management and incentive system of human resources

7. Guarantee system of human resources

8. Career development design system of human resources

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10. Diagnosis system of human resource management< In order to scientifically and effectively implement the functions of modern human resource management systems, it is necessary for the personnel engaged in human resource management to master three aspects of knowledge: (1) some understanding of human psychology, behavior and nature 2) Psychological and behavioral evaluation and its analysis technology, that is, what to measure, how to measure, and how the effect is 3) Job analysis technology, that is to understand the work content, responsible person, job, working hours, how to operate, why to do and other aspects of technology. This is the premise and foundation of human resource management< To be specific, modern human resource management mainly includes the following specific contents and tasks:

1. Formulate human resource plan

according to the development strategy and business plan of the organization, evaluate the current situation and development trend of the organization's human resource, collect and analyze the information and data of human resource supply and demand, Forecast the development trend of human resource supply and demand, formulate policies and measures of human resource recruitment, deployment, training, development and development plan< Human resource cost accounting

human resource management departments should cooperate with financial departments to establish human resource accounting system and carry out the accounting of human resource input cost and output benefit. Human resource accounting can not only improve human resource management itself, but also provide accurate and quantitative basis for decision-making departments< Job analysis and job design

analyze each job and position in the organization to determine the specific requirements of each job and position for employees, including technology and type, scope and familiarity; Study, work and life experience; Health status; Responsibilities, rights and obligations of the work. This kind of specific requirements must form a written material, which is the job description. This kind of manual is not only the basis for recruitment, but also the standard for evaluating the performance of employees, and the basis for staff training, deployment and promotion< Recruitment and selection of human resources

according to the job requirements and job description in the organization, various methods and means are used to attract candidates from inside or outside the organization, such as accepting recommendation, advertising, holding talent exchange meeting, and registering in the employment agency. And through the qualification examination, such as ecation level, work experience, age, health status and other aspects of the examination, a certain number of candidates are selected from the candidates, and then through the strict examination, such as written examination, interview, evaluation center, scenario simulation and other methods for screening, to determine the final candidates. The selection of human resources should follow the principles of equal employment, two-way selection and selective employment

5. Employment management and labor relations

once an employee is employed by the organization, it forms a kind of interdependent labor relations of employment and employment with the organization. In order to protect the legitimate rights and interests of both parties, it is necessary to reach certain agreements on the wages, benefits, working conditions and environment of employees and sign labor contracts

6. In factory ecation, training and development

any new employee who applies to enter an organization (mainly refers to the enterprise) must receive in factory ecation, which is an effective means to help new employees understand and adapt to the organization and accept the organizational culture. The main contents of in factory ecation include the historical development status and future development plan of the organization, professional ethics and organizational discipline, knowledge and requirements of labor safety and health, social security and quality management, job responsibilities, employee rights and benefits, etc

in order to improve the working ability and skills of employees, it is necessary to carry out targeted job skills training. For managers, especially those who are about to be promoted, it is necessary to carry out improving training and ecation, in order to promote them to have comprehensive knowledge, skilled skills, management skills and adaptability in higher positions as soon as possible< Job performance appraisal is the process of evaluating and quantifying the employees' professional ability, work performance and work attitude according to the job description and tasks. This kind of evaluation can be self summary, other evaluation or comprehensive evaluation. The evaluation result is an effective basis for employees to be promoted, rewarded and punished, paid and trained. It is concive to mobilizing the enthusiasm and creativity of employees and checking and improving human resource management

8. Help employees' career development

human resource management departments and managers have the responsibility to encourage and care for employees' personal development, help them to formulate personal development plans, and supervise and inspect them in time. This is concive to promoting the development of the organization, so that employees have a sense of belonging, and then stimulate their enthusiasm and creativity, improve organizational efficiency. It is necessary for human resource management department to consider the coordination or consistency with organizational development plan when helping employees to make their personal development plan. Only in this way can the human resource management department give effective help and guidance to employees, and promote the smooth implementation of personal development plan and achieve results

9. The design of employees' salary, compensation and welfare security

a reasonable and scientific salary, compensation and welfare system is related to the stability of the staff in the organization. Human resource management departments should formulate corresponding and attractive standards and systems of wages, rewards and benefits for employees in terms of their qualifications, ranks, positions, actual performance and work achievements. Wages and remuneration should be adjusted with the rise and fall of employees' jobs, the change of jobs, the quality of work performance and work performance

employee welfare is a part of social and organizational security

9.

"Human resource management technology" in the era of knowledge economy, the competition and flow of talents are unprecedentedly intensified. However, having talents does not necessarily guarantee the success of an enterprise. If you do not know how to make good use of talents and do not carry out effective organizational management, the more excellent talents, the more likely they will become destructive factors for the development of an organization. As an enterprise manager, we must effectively integrate the strategic development of the enterprise with the human resource development strategy, and finally realize the sustainable and healthy development of the organization. This course covers many aspects, such as human resource planning, job analysis, recruitment and selection, training and development, performance evaluation, salary and welfare, etc. The purpose of this course is to enable students to master the ability to reserve strategic talents for enterprises, and to see, select, employ and promote people
target customers of human resource management technology:
enterprise managers, human resource directors and all personnel engaged in human resource work<
contents
Episode 1: career performance appraisal technology
Episode 2: position analysis technology
episode 3: human resource development strategy planning technology
Episode 4: talent recruitment interview technology
Episode 5: salary design technology