The role of P2P network decentralization in human resource manag

1. What is the function of human resource management
human resource refers to the sum of physical and mental resources that contribute to value creation and can be used by the organization. It refers to the maximum number of people economically available to the total population, or the population with labor ability. It includes employed population, unemployed population, schooling population, domestic labor population and military population. The first two parts of the population add up to the economically active population, that is, the real social labor force; The latter three parts of the population are potential human resources. Although they have the ability to work, they have not yet become social labor force. Labor comes from human resources, and human resources come from part of the population
what is the function of human resource management
the characteristics of human resources are: timeliness (the development and utilization of human resources are limited by time), initiative (not only for the object to be developed and utilized, but also with the ability of self-development), ality, continuity, regeneration, sociality and consumption
the quantity of human resources refers to the number of people with labor ability, and its quality refers to the physique, cultural knowledge and labor skills of the economically active population. A certain amount of human resources is a necessary prerequisite for social proction. Generally speaking, sufficient human resources are concive to the development of proction, but its quantity should be compatible with the proction of material means. If it exceeds the proction of material means, it will not only consume a large number of new procts, but also make rendant human resources unable to obtain employment, which will have a negative impact on the development of social economy. With the rapid development of modern science and technology, economic development mainly depends on the improvement of population quality. With the wide application of modern science and technology in proction, the quality of human resources will play an increasingly important role in economic development
what is the function of human resource management
human resource, HR for short< Some scholars say that all employees of an enterprise are collectively referred to as human resources
a wise man said: people over 18 are human resources
in the training materials of enterprise human resource management, it is defined as the total labor capacity of the population within a certain time and place
what is the function of human resource management
some people think that human resource first regards a kind of thinking and action ability as a kind of activity force, that is, human activity force as "living" material; And resource is a kind of attribute that regards human ability as having the demand for nature and society, and can proce valuable, potential, renewable, developed and utilized
therefore, the meaning of human resources is: people with normal thinking and labor ability are collectively referred to as human resources. Human resources have broad sense and narrow sense. Broad sense refers to the total quantity and quality of the population in a region (quality: good thinking but poor working ability, with working ability but poor thinking). Narrow sense refers to a person's existing knowledge, experience, skills, thinking and adaptability. Human resource is a "living" resource, which has initiative, periodicity, wearability, infinity and strategy.

2. The main content of human resource management is to promote social progress, the development of enterprises and institutions with all the physical or mental labor comprehensive management, to help them achieve their own efficiency. In enterprises and institutions, human resource management mainly supports the instry to complete the corresponding tasks and achieve the development goals of each stage through the effective management of employees and the cultivation of talents. Generally speaking, the human resource management in enterprises and institutions is realized through the process of recruitment, training, selection, assessment, application and remuneration of talents, which is the so-called economist human resource management. Its role and advantages in the development of the instry are very prominent, mainly in the following aspects
1.1 reasonably allocate human resources of enterprises and institutions to ensure sustainable development. With the rapid development of China's economy and the continuous progress of science and technology, the competition between enterprises and institutions is becoming increasingly fierce, which is not only the competition of financial and material resources, but also the competition of talents within the instry. In order to gain absolute advantage in the fierce competition environment, enterprises and institutions must pay attention to the introction and training of talents, and further improve the human resources management system. This is inseparable from the existence of human resource management of economist, which can help enterprises and institutions allocate human resources reasonably and ensure the sustainable development of the instry in the future
1.2 enhance the enthusiasm of employees and improve the operating efficiency of enterprises and institutions. If an enterprise has only relevant system and equipment but no staff, it will fail. With enough employees, but the lack of struggle and strong cohesion, the instry is also difficult to last. As a key part of enterprises and institutions, human resource management of economist can effectively strengthen the training of personnel, reasonably allocate employees, and stimulate the motivation and cohesion of employees with sound assessment and incentive mechanism, so as to promote the long-term development of the instry. Hb. Yd119. CN
1.3 rece the economic cost of enterprises and institutions, and strengthen the development advantages of enterprises and institutions. The advantage of economist human resource management is that it can scientifically control the capital, rece the economic cost of enterprises and institutions, and further enhance the economic benefits of the instry. In addition, giving full play to the advantages of human resource management of economists can also ensure the sustainable development of enterprises and institutions and make them occupy an advantage in the fierce market competition.

3. Wenzhou Jianying believes that: 1. The function of personnel allocation is the most important function of human resource management. According to the needs of enterprise development, it is the basic work of human resource management to select the
employees suitable for enterprise development and choose the most suitable position for each employee. At the same time, according to the continuous change of enterprise internal organizational structure, it is a dynamic process of continuous improvement to adjust human resource management and reasonably allocate human resources< In order to survive and develop in the fierce market competition, enterprises mainly rely on the efforts of all employees. Through the scientific use of human resource management,
plays a role in stimulating the enthusiasm of employees in enterprises. If the enterprise does not use human resource management, then the organizational structure of the enterprise will be easily aging, and the enterprise will be rejected by the merciless economic tide
3. The function of scientific management
the human resource department has graally occupied an important position in the development of the enterprise. With the assistance of the human resource department, the enterprise can better carry out scientific and standardized operation and proction. The business objectives of the enterprise are obtained through the analysis of the external and internal factors of the enterprise, It is a goal to consolidate the social status of an enterprise. The human resource management department participates in the organization and coordination of the cooperation between different departments, and helps the enterprise to achieve the expected goal successfully through scientific management means< Human resource management is the core of enterprise competitiveness, which is difficult for other enterprise competitors to follow. The establishment and improvement of human resource management is extremely important in enterprises. If an enterprise has a complete set of perfect human resource management system, selects talents correctly, vigorously encourages talents, and is good at cultivating talents, then the enterprise's chances of success in the merciless market competition are several times higher than other enterprises.

4. Objective: to meet the needs of human resources to the maximum extent; Maximize the development and management of human resources inside and outside the organization; Maintain and motivate human resources in the organization
optimal goal: to do the biggest thing with the least number of people
everyone can play their potential and strengths
human capital continues to appreciate

5.

Human resource management system is a new human resource management mode based on advanced software and high-speed and large-capacity hardware. It can connect with the existing network technology of enterprises to ensure the synchronous development of human resources and the ever-changing technological environment. The effects include the following points:

1; Change of managers' roles and objectives Through the human resource management system, managers may put most of their energy on providing consultation and suggestions for the management, while the work on administrative affairs can be completed by the electronic system, which only takes up a little energy and time of human resource managers

Provide better service: human resource management system can quickly and effectively collect all kinds of information and strengthen internal information communication. All kinds of users can directly obtain all kinds of information they need from the system, and make decisions and corresponding action plans according to the relevant information

3 Human resource management system can rece the operation cost of human resource management, rece the turnover rate of employees, and rece the communication cost, so as to achieve the purpose of recing the action cost of enterprises

Innovation management concept: the ultimate goal of human resource management system is to innovate the management concept of enterprises, not just to improve the management mode and optimize human resource management. The application of advanced technology in human resource management is not only to make the existing human resource work better, but more importantly, to do something efficient for the enterprise, to become the decision-making supporter of the management, to provide information and solutions for decision-making

6. [answer] A, B, C, d
[answer analysis] the role of ABCD job analysis in human resource management is mainly reflected in seven aspects, namely human resource planning, personnel recruitment, human resource training and development, performance management, job evaluation, salary management and employee career planning. The outcome document of human resource management work analysis specifies the work nature, content and requirements of specific positions, which can provide information support and guidance for employee position training. Job analysis is the basis of performance management system design. Job analysis indirectly supports the design of salary system by supporting job evaluation. The outcome document of job analysis specifies the knowledge, skills, ability, personality and other aspects that the position should possess, which is concive to the organization's "selecting people for the job, appointing people on the basis of merit, professional counterpart, and getting people for the job" in recruitment.

7. In the process of practice, there are some problems in the human resource management of public institutions, which affect the role of economists. It is not concive to the participation of economists in human resource management and reces the practical application value of economists in human resource management of public institutions. Therefore, we must pay more attention to it and strengthen the research. And this work, also based on the characteristics of institutions, will effectively combine the professional knowledge of economists and human resource management work, meet the actual needs, reflect the pertinence and feasibility<

I. adaptability analysis of economists in human resource management of public institutions

in the new era, the requirements for management and business ability of public institutions are constantly improving, especially in human resource management. Based on the concept of people-oriented, people are an important element in the management process. The application of economist in the human resource management of public institutions can improve the management effect, and its adaptability is reflected in the following points: first, the economist has an understanding of management, finance, business development, etc., and can more comprehensively analyze and consider problems in the process of human resource management, with strong overall planning ability, which can improve the effectiveness; Second, economists have strong ability in data analysis and prediction, which can improve the utilization rate of data and information in human resource management, and combine it with human resource management to improve the rationality of management strategy formulation; Thirdly, the application of economist in human resource management of public institutions can enhance the connection between the six moles of human resource and practical work, and make more scientific personal evaluation and post evaluation, which is concive to the realization of work goals; Fourthly, the human resource management of public institutions must keep pace with the times. The participation of economists can improve the quality of human resource management, and graally transform the traditional mode of "cost rection and efficiency increase" into the mode of "efficiency increase"< (1) lack of awareness of human resource management

through practical research, some economists in the process of participating in human resource management in public institutions have poor awareness and less understanding of human resource related work, resulting in insufficient investment and affecting their role. The emergence of this problem is affected by the professional ability and the nature of the work of economists. In addition, some economists do not know enough about public institutions. They only analyze from a theoretical point of view and lack of targeted research. As a result, the relevant opinions do not take into account the needs of human resource management, which is difficult to show its practical value< (2) the combination of economist and human resource management is poor

in the period of market-oriented economy, public institutions pay attention to economic analysis and strengthen process management in the process of development and operation, so as to achieve the goal of cost rection and efficiency increase. However, in the process of carrying out this work, economists participate more in financial management, project decision-making, less in human resource work, and the combination of relevant concepts, suggestions and strategies with human resource management is poor, which does not play a role in improving the effect of human resource management. For example, how to integrate the relevant professional knowledge and evaluation of economists, how to improve the management of six moles, how to improve personnel performance, how to carry out effective incentives and so on< (3) lack of targeted human resource management system

the participation of economists in human resource management of public institutions is an innovation, which needs a certain transition period to enhance the adaptability of various departments and staff. In the specific implementation, the relevant targeted system is not perfect, the original human resource management system has not been timely and effectively adjusted, which leads to the restriction of the role of the economist. For example, how to apply the analysis results and suggestions put forward by economists to human resource management, and whether the suggestions put forward by economists are adaptive< (4) the process management and service are not in place

The Economist participates in the human resource work of public institutions, and pays more attention to the proposal of opinions and the evaluation of results, but the participation in the process management and service is insufficient, so it is difficult to track and guide in time, and the effectiveness is poor. This leads to the deviation of some plans in the process of implementation, weakening the role of economists. As a result, some people have misunderstandings about the role of economists in human resource management. They think that economists are not suitable for human resource management in public institutions. They reject the relevant opinions, have poor enthusiasm for implementation, and rece the actual effectiveness. Js.yd119.cn

Third, the strategies for the effective play of the role of economists in human resource management of public institutions

(1) strengthen the awareness of human resource management of economists

first, as economists, we must recognize the importance of human resource management of public institutions, strengthen the attention and investment in human resource management, So that the relevant work of the economist can consider the actual needs of human resource management and serve the human resource management. For example, through the economist analysis of human resource management recruitment costs, training costs, and then combined with the actual situation, the appropriate increase in costs, promote the effective development of human resource management. Secondly, economists must strengthen the study of human resource knowledge and combine it with economics related professional knowledge. It is suggested that economists should learn human resource knowledge through e-learning platform, participate in human resource training, strengthen communication with human resource management personnel, and accumulate professional knowledge. Third, institutions should clarify the responsibilities of economists for human resource management, make it a part of the work plan, so as to enhance their attention to human resource work. At the same time, it can also cooperate with the corresponding reward and punishment system to inspect the completion of the work, so that the economist can more actively participate in human resource management. In addition, it is suggested that public institutions strengthen publicity to explain the significance and importance of economists' participation in human resource management, so that all staff can cooperate with and support economists to complete their work, actively reflect some problems to economists, consult relevant human resource management knowledge and seek help< First, in the process of statistical analysis of relevant data, economists must consider the needs of human resources, use corresponding thinking and models to analyze the current situation of human resources, and give corresponding suggestions. In this process, economists need to carry out targeted research according to the six moles of human resource management: recruitment, training, salary, performance, labor relations and planning. Taking the performance appraisal as an example, the economist should integrate the financial data, human resource information and business information of public institutions in the past, make unified analysis, clarify the relationship between relevant departments and links, and then put forward suggestions, clarify everyone's performance objectives, and reasonably set the appraisal standards, which is more objective and accurate; Second, when making strategies, economists must include human resource related work, consider the impact of human resource work, and enhance the coordination of internal management and the feasibility of opinions< (3) improve the system of economists participating in human resource management. First, in human resource management, we must consider the opinions and suggestions of economists and carry out targeted management. And the relevant plans and decisions should be reviewed by the economist before implementation, so as to increase the participation of the economist. For example, if the economist thinks that the budget of training expenses and recruitment expenses is unreasonable, he should give corresponding suggestions, explain the reasons, and then determine again. Second, economists should establish a real-time communication system with human resource management staff to understand the current situation of human resources, and regularly carry out statistical analysis of relevant data, and put forward suggestions based on economic perspective for reference and use by human resource management staff. Third, we should make it clear that the economist participates in every link and process of human resource work, and take it as one of the work contents. For example, in the salary system, we must add the economist evaluation link to identify the rationality of the salary system. In terms of personnel recruitment, we should also consult the economic department and formulate reasonable recruitment standards and quantity. Fourth, economists should strengthen their ability of self-study and self-examination. Because of the lack of professional ability in human resource management, economists should widely accumulate experience, hold regular seminars and collect relevant information and suggestions of human resources as the basis for self-evaluation< (4) establish the whole process management and active service mechanism of economists

8. Now some enterprises with professional HR will have their own HR system center, whose functions can be realized through one-stop management of information technology
there will be a lot of report making and data analysis in HR moles after practical operation. Scientific information technology can provide convenience for HR work. For example, employee turnover rate, recruitment schele, training analysis and performance management in the report are applicable.

9. The status of job analysis in human resource management
job analysis is the basis of establishing human resource management system and the document that all human resource management proceres must be based on. The purpose of job analysis is to solve the following six important problems:
① what kind of physical and mental activities do employees complete< When will the work be finished
Where will the work be completed< (4) how do employees complete the work
⑤ why is this work completed< (6) what conditions are needed to complete the work< First, when a new organization is established, job analysis is formally introced for the first time
Second, when new jobs are created
thirdly, when important changes occur e to new technologies, new methods, new processes or new systems
job analysis is most needed when the nature of work changes. In the preparation of job description and job specification, we need to use the information in job analysis
... The status of job analysis in human resource management
job analysis is the basis of establishing human resource management system and the document that all human resource management proceres must be based on. The purpose of job analysis is to solve the following six important problems:
① what kind of physical and mental activities do employees complete< When will the work be finished
Where will the work be completed< (4) how do employees complete the work
⑤ why is this work completed< (6) what conditions are needed to complete the work< First, when a new organization is established, job analysis is formally introced for the first time
Second, when new jobs are created
thirdly, when important changes occur e to new technologies, new methods, new processes or new systems
job analysis is most needed when the nature of work changes. In the preparation of job description and job specification, we need to use the information in job analysis< Job analysis provides the basis for human resource development and management activities
1) job analysis provides the necessary information for human resource planning
2) job analysis provides a clear standard for recruitment
3) job analysis provides a clear basis for personnel training and development
4) job analysis provides help for scientific performance management
5) job analysis lays the foundation for the formulation of fair and reasonable salary policy

2. Job analysis lays the foundation for the realization of organizational functions
1) job analysis helps employees to reflect and review their work content and behavior, so as to help employees consciously and actively find problems in their work, and successfully realize their contribution to the organization
2) in the process of job analysis, human resource managers can fully understand each important business link and business process of the organization's operation, so as to help human resource management function rise to the strategic position
3) with the help of job analysis, the top management of the organization can fully understand the current work of people in each position, find the overlapping and vacancy of responsibilities among positions, and improve the synergy of the organization through the timely adjustment of positions. Put it away