MNC coin miner
Publish: 2021-04-22 19:03:25
1. According to the enterprise information query platform of e-click, the current business status of Chengde Feiniao culture media Co., Ltd. is existing (in business, open business, registered), which was established on November 12, 2019. The legal representative is Fu Lei, the registered capital is 100000 yuan, and the unified social credit code is 91130803ma0eamnc9w. The company is located at no.2-209, East fourth floor, family yard of mining machinery, shuangtashan Town, Shuangluan District, Chengde City, Hebei Province. Its business scope includes: advertising design, proction, agency and release; Computer graphic design, proction; Organizing cultural and artistic exchange activities; Film and television proction; Literary creation; Network technology consultation and technology promotion; Online trade agency; Software development; Marketing planning; Corporate image planning; Enterprise management consulting; Business information consulting services (excluding financial, securities, investment, futures and ecation consulting services); Company etiquette service; Sales of electronic procts, computer and auxiliary equipment, office supplies, cultural supplies, clothing, shoes and hats, daily necessities and musical instruments Projects that need to be approved according to law can be operated only after being approved by relevant departments).
2. 1、 Human resources (HR) refers to the ecation, ability, skill, experience, physical strength and so on that people in an organization have in a certain period of time, which can be used by enterprises and contribute to value creation. It is also called labor resources or labor force
human resources are the most valuable and the first resource among all resources. Human resources include quantity and quality. The most basic aspects of human resources, including physical strength and intelligence, from the state of practical application, including physical fitness, intelligence, knowledge, skills four aspects. Human resources, like other resources, are characteristic, available and limited
people with working ability do not generally refer to all people with certain mental and physical strength, but refer to people who can independently participate in social work and promote the whole economic and social development. Therefore, human resources include not only the people who have the ability to work within the working age, but also the people who participate in social work outside the working age< Second, human resource management is a series of activities under the guidance of economics and humanism, which can 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 realization of organizational goals and the maximization of member development. It is the whole process of forecasting the human resource demand of an organization and making the human resource demand plan, recruiting and selecting personnel and organizing effectively, assessing performance, paying compensation and motivating effectively, and developing effectively in combination with the needs of the organization and indivials, so as to achieve the optimal organizational performance. Generally speaking, it means "managing people"< Human resource management is generally divided into six moles:
human resource planning; Recruitment and allocation; Training and development; Performance management; Salary and welfare management; Labor relations management
1. Human resource planning is a set of measures to make the enterprise have a certain quality and necessary quantity of human resources stably, so as to achieve the organizational goals including personal interests, so as to obtain the mutual matching between the demand and ownership of personnel in the future development process of the enterprise
2. Recruitment and allocation: according to the requirements of the enterprise's business strategic planning, excellent and suitable people are recruited into the enterprise, and the right people are placed in the right positions. The work content includes: demand analysis, budget formulation, recruitment plan formulation; Release and manage recruitment information; Screening resume, interview notice, interview preparation and organization coordination; The implementation of the interview process, analysis and evaluation of the interview results; Determine the final candidate and inform the employment; Keep interview materials on file, reserve files, manage and update them in time; Recruitment channel development and maintenance, job fair contact and related materials preparation; Constantly improve the recruitment system, process and system
3. Training and development: the organization improves the employees' working ability, knowledge level and potential by means of learning and discipline, so as to maximize the matching of employees' personal quality and work needs, and promote the improvement of employees' work performance
4. Performance appraisal: from the connotation, it is to evaluate people and their working conditions, and to reflect the relative value or contribution degree of people in the organization through the evaluation of people's work results. In terms of extension, it is to observe, record, analyze and evaluate people in daily work purposefully and organizationally.
5. Salary and welfare refers to the sum of all kinds of monetary and material rewards that employees get for providing labor for enterprises.
the steps of formulating salary and welfare system:
A. formulate salary strategy< B. job analysis
C. salary survey
D. salary structure design
E. salary grading and salary setting
F. control and management of salary system
6. Labor relations: the social and economic relations established by workers and employers (including various enterprises, indivial businesses, institutions, etc.) in the process of labor
labor contract: it is an agreement between workers and employers to establish labor relations and clarify the rights and obligations of both parties
the principle of labor contract: equality, voluntariness and consensus
invalid labor contract: labor contract that violates laws and administrative regulations, and labor contract concluded by means of fraud and threat are invalid labor contracts.
human resources are the most valuable and the first resource among all resources. Human resources include quantity and quality. The most basic aspects of human resources, including physical strength and intelligence, from the state of practical application, including physical fitness, intelligence, knowledge, skills four aspects. Human resources, like other resources, are characteristic, available and limited
people with working ability do not generally refer to all people with certain mental and physical strength, but refer to people who can independently participate in social work and promote the whole economic and social development. Therefore, human resources include not only the people who have the ability to work within the working age, but also the people who participate in social work outside the working age< Second, human resource management is a series of activities under the guidance of economics and humanism, which can 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 realization of organizational goals and the maximization of member development. It is the whole process of forecasting the human resource demand of an organization and making the human resource demand plan, recruiting and selecting personnel and organizing effectively, assessing performance, paying compensation and motivating effectively, and developing effectively in combination with the needs of the organization and indivials, so as to achieve the optimal organizational performance. Generally speaking, it means "managing people"< Human resource management is generally divided into six moles:
human resource planning; Recruitment and allocation; Training and development; Performance management; Salary and welfare management; Labor relations management
1. Human resource planning is a set of measures to make the enterprise have a certain quality and necessary quantity of human resources stably, so as to achieve the organizational goals including personal interests, so as to obtain the mutual matching between the demand and ownership of personnel in the future development process of the enterprise
2. Recruitment and allocation: according to the requirements of the enterprise's business strategic planning, excellent and suitable people are recruited into the enterprise, and the right people are placed in the right positions. The work content includes: demand analysis, budget formulation, recruitment plan formulation; Release and manage recruitment information; Screening resume, interview notice, interview preparation and organization coordination; The implementation of the interview process, analysis and evaluation of the interview results; Determine the final candidate and inform the employment; Keep interview materials on file, reserve files, manage and update them in time; Recruitment channel development and maintenance, job fair contact and related materials preparation; Constantly improve the recruitment system, process and system
3. Training and development: the organization improves the employees' working ability, knowledge level and potential by means of learning and discipline, so as to maximize the matching of employees' personal quality and work needs, and promote the improvement of employees' work performance
4. Performance appraisal: from the connotation, it is to evaluate people and their working conditions, and to reflect the relative value or contribution degree of people in the organization through the evaluation of people's work results. In terms of extension, it is to observe, record, analyze and evaluate people in daily work purposefully and organizationally.
5. Salary and welfare refers to the sum of all kinds of monetary and material rewards that employees get for providing labor for enterprises.
the steps of formulating salary and welfare system:
A. formulate salary strategy< B. job analysis
C. salary survey
D. salary structure design
E. salary grading and salary setting
F. control and management of salary system
6. Labor relations: the social and economic relations established by workers and employers (including various enterprises, indivial businesses, institutions, etc.) in the process of labor
labor contract: it is an agreement between workers and employers to establish labor relations and clarify the rights and obligations of both parties
the principle of labor contract: equality, voluntariness and consensus
invalid labor contract: labor contract that violates laws and administrative regulations, and labor contract concluded by means of fraud and threat are invalid labor contracts.
3. Two numbers are prime numbers and two continuous natural numbers. These two numbers are [
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