Decentralization of P2P network and human resource management

1. Information network technology does not conflict with human resource management. With the network and information, is everything ok? No, the most difficult thing in human resource management is to deal with human management. Human is not the information on the machine, but an indivial with initiative. To evaluate a person, we can't simply measure it by some data standards, and management can't all rely on information systems, The data collected by the system can only play its role through the overall analysis of human resource management personnel. I think network information technology will bring great convenience to human resource management, greatly improve the efficiency and scientificity of human resource management, but it can never replace the role of people. We should make good use of the network information technology, not rigid data only system, play the role of good people, we need not worry about the impact of network information technology on human resource management. Mobile phone codeword hope to adopt&# 128512;

2.

1. Different meaning

human resource management refers to a series of activities under the guidance of economics and humanism, which effectively use relevant human resources inside and outside the organization through recruitment, selection, training, compensation and other management forms, meet the needs of the current and future development of the organization, and ensure the maximization of the organization's goals and members' development

the major of business management aims to cultivate talents who can meet the needs of China's socialist modernization construction and the new requirements of domestic and foreign enterprises for talents after China's accession to the WTO, master the necessary basic theories and specialized knowledge of the major, have strong practical ability, develop in an all-round way morally, intellectually, physically and aesthetically, and be able to engage in business work

The main professional courses of business management include basic accounting and practice, management, probability theory and mathematical statistics, microeconomics, macroeconomics, marketing, financial management, modern advertising, human resource management, management information system, etc Economic law and other 27 courses

main courses of human resource management: management, microeconomics, macroeconomics, management information system, statistics, accounting, financial management, marketing, economic law, human resource management, organizational behavior, labor economics

Business management: this major cultivates high-level technology application-oriented talents in short supply of business system, and strengthens the cultivation of multiple compound talents. After graation, students are suitable for business management, business service, finance, insurance and sales in trade, finance, commerce, logistics and other departments

it is suitable to work in various foreign-related business organizations and foreign trade departments, such as multinational companies, foreign capital, foreign business offices in China or Sino foreign joint ventures. It is also suitable for foreign business management in enterprises and institutions. Can also be competent for business operations, information processing, exhibition, marketing, advertising, brand sales and planning and other general business practical work

Human Resource Management: mainly engaged in human resource management related positions in enterprises and institutions and their consulting institutions, engaged in recruitment, human resource development, assessment, salary management, staff training, office secretary and other related work

human resource management refers to a series of activities under the guidance of economics and humanism, which effectively use the relevant human resources inside and outside the organization through recruitment, selection, training, compensation and other management forms, meet the needs of the current and future development of the organization, and ensure the realization of organizational goals and the maximization of the development of members

3. With the rapid development of network technology and the increasing specialization and socialization of proction, human society has graally entered the era of information economy. In the era of information economy, great changes have taken place in people's proction and life, and a series of changes have taken place in the proction, circulation and management of enterprises, among which the impact on human resource management of high-tech enterprises is extremely huge. High tech enterprises should make full use of the advantages of their own network technology to innovate the human resource management system, so that human resource managers can be liberated from the heavy transactional work, so that they can have more time to consider how to innovate and how to improve their work to meet the requirements of the times
human resource management is divided into recruitment, training, assessment, salary and welfare, communication and employee relations, human resource information statistics and other aspects. With the application of network technology, there will be some new changes and new trends in the above aspects.

4. The two have the following differences:
1. The theoretical background and foothold are different. The traditional human resource management theory is to position human resource management in the functional category, which is more suitable for the background of labor-intensive enterprises. The strategic human resource management is to adapt to the background of knowledge economy, which is a significant improvement of traditional human resource management and develops to the stage of strategic human resource management, The status of human resource management has been greatly enhanced, and the initiative has also been further enhanced
2. The degree of support for strategic planning is different between the two. The functional position of HRM makes its intervention ability to the strategy inborn insufficient. To a certain extent, it is in a passive position and more in the executive level; SHRM brings human resource management into the high level of enterprise strategy, which is an important part of enterprise strategy and has strong external and internal matching
3. Different roles, HRM belongs to the role of housekeeper, SHRM plays the role of decision-maker and partner to a certain extent, and strategic human resource management plays at least four important roles: strategic partner, functional expert, employee supporter and change promoter
4. The results of the two are different. HRM hopes to rece the organization's human cost through effective management, but the results do not fully point to the improvement of organizational performance. SHRM regards human resources as the strategic assets of an organization, whose results directly point to the organization's performance and the acquisition of long-term competitive advantage
5. The management subject and work scope of HRM and HRM are different: HRM subject only involves human resource management department personnel, and the simplification of management subject often makes human resource management personnel and ordinary employees in opposition. The overall nature of SHRM means that it needs the active participation of all employees in the organization: senior leaders of the organization; HR management department, line manager; Ordinary employees.

5. In the field of human resource management, in order to improve organizational efficiency, it has always been emphasized to explore and cultivate key talents. Every big company has a complicated performance appraisal system, which divides all employees into three, six and nine grades, double rewards for excellent employees, and admonishes or even dismisses employees with poor performance. More famous is GE's last elimination rule. However, recently I read a piece of news that Microsoft gave up the employee rating system, and the American media applauded. Instead, it's balanced scorecard, and 360 degree feedback. Why should Microsoft give up the performance grading system which was once regarded as the standard by the management circle? Because people find that this will stifle innovation. An article commented that Sony was strangled in the traditional performance appraisal system
everyone has his own strong points. The reason why an indivial does not achieve performance is often e to the mismatch between people and posts, and the mismatch is often caused by the lack of information and distortion. If we believe that the Internet can ultimately connect people's thoughts and wisdom and match freely in the interpersonal network, we have reason to believe that there is no longer a "core" employee in the company organization, and every employee can play a key role in the suitable position, and whether each employee is competent for the job can be proved by the feedback from the surrounding environment
if the future boundaryless enterprise system can naturally and randomly allocate management resources to the most needed autonomous indivials according to the needs of users, so that each autonomous indivial can play its maximum role, and the tasks and roles of each autonomous indivial can be instantaneously fed back and adjusted by the system environment, then it is composed of such a group of autonomous indivials, The group system that can meet the needs of indivial users at any time and give full play to their maximum creative potential can obtain the maximum competitive advantage in each gap market.

6.

What is the definition of human resource management? Although many people understand the profession of human resource management, they do not have a correct understanding of what is human resource management. Next, let's take a look at Sancai's introction to the concept of human resource management and see what human resource management is

what is human resource management? Sancai

tells us that human resource management in the macro sense refers to the development and management process of social human resources by the government. What we usually say about human resource management is micro, that is, human resource management of enterprises refers to the management of people within enterprises

for a long time, human resource management has been trying to solve a problem that can not be solved by personnel management, interpersonal relationship and instrial relationship, that is, how the organization should manage people to maximize the performance of the organization and personal satisfaction. As a valuable resource in an organization, people have been accepted by many scholars who are engaged in personnel management, interpersonal relations and instrial relations. However, scholars explain human resource management from their respective research fields. As a result, the definition of human resource management becomes vague and difficult to form a definition accepted by most people

Then, what is human resource management? Human resource management means that in order to achieve the strategic objectives of the organization, the organization uses modern science and technology and management theory to integrate, regulate and develop the acquired human resources through continuous acquisition of human resources, and give them rewards, so as to effectively use human resources

after reading the concept of human resource management of the above three talents training institutions, we must have a comprehensive and scientific understanding of what is human resource management. If we have the idea of applying for human resource manager, it is suggested that we choose a formal human resource manager training institution to participate in the formal training and learning, which is the guarantee of obtaining the certificate smoothly

7. The difference between personnel management and human resource management: 1. Management content: the former focuses on affairs. Including management files, employee information, personnel deployment, job title change, salary proction, payment, salary adjustment, etc. The latter is human centered. To develop, utilize and manage people as an important resource, the key point is to develop people's potential, stimulate people's vitality, and enable employees to take the initiative and create development work. 2. Management form: the former is static management. New employees, training, passive work, natural development. The latter is dynamic management. Emphasis on the overall development, according to the organizational goals and personal conditions, to do a good job in career design; Continuous training, continuous horizontal and vertical post or position adjustment, use according to ability, make the best use of talents. 3. Management mode: the former adopts institutional control and material stimulation. The latter is humanized management. Consider people's emotion, self-esteem and value, people-oriented. More encouragement and less punishment; Praise more and criticize less; More grants, less orders; Give full play to personal expertise, reflect personal value. 4. Management strategy: the former focuses on the immediate, present and present. The latter focuses on the overall development, prediction and planning of human resources. According to the long-term goals of the organization, formulate human resource development measures to realize the combination of tactics and strategy. 5. Management technology: the former follows the rules, mechanical and rigid, emphasizing rules and regulations. The latter pursues the science and art of management. Take new technology and methods, improve the assessment system, evaluation system, etc. 6. Management system: the former is passive. Step by step, emphasizing the intention of the leadership. The latter is initiative development. According to the current situation and future of the organization, work with plans and goals. 7. Management means: the former is mainly manual and single. The latter applies computer software system. Information retrieval, reporting, accounting, evaluation, statistics, analysis, provide decision-making according to the data. 8. Management participants: the former is full-time personnel cadres. The latter involves human resource professionals and line managers. 9. Management focus: the former serves the enterprise and provides proctivity for the purpose. Later, it serves both enterprises and employees, and seeks common development of organizations and indivials. 10. Management status: the former is dominated by execution and seldom participates in decision-making. The latter is at the decision-making level and directly participates in the planning and decision-making of the enterprise.

8. 1. All useful
many instries and enterprises are using project management, such as engineering, software development, system integration, brand management, etc; At the same time, human resource management is also used. Their common feature is that they are all management methods, which should be combined with the practical application of enterprises. An excellent manager should have the ability of human resource management and project management
2. Neither is popular
in enterprises, the vast majority of people engaged in human resources or project management are not from this professional background. Through a period of study and practice to master the relevant knowledge, the entry threshold is low. The emphasis is on practice rather than theoretical study
I don't know the background of your question, whether you want to study or change your position. If you want to study, it's suggested to learn some professional skills. It's easier to move in these two directions in the future. If it is an internal job change, it is recommended to manage human resources. The two need the same ability and quality, but the upward space of human resources is much larger.

9. 1. Human resource management belongs to management discipline
2. Management science also includes human resource management
3. Human resource management is a branch of enterprise management, which focuses on the management of company personnel

10. Human nature hypothesis is the basis of human resource management. The object of human resource management is people and organizations. The basis of this kind of management is to formulate management methods and methods based on the basic understanding of people and human nature. For example, the basic assumption of human nature is that people are selfish and lazy, so there should be corresponding norms and incentive mechanisms to ensure the promotion and effective development of related work.