人力资源管理思维导图
《人力资源管理思维导图》
一、人力资源规划 (Strategic HR Planning)
1.1. 组织战略分析 (Organizational Strategic Analysis)
- 1.1.1. 外部环境分析 (External Environment Analysis)
- PESTEL分析 (Political, Economic, Social, Technological, Environmental, Legal)
- 行业竞争分析 (Porter's Five Forces)
- 1.1.2. 内部环境分析 (Internal Environment Analysis)
- SWOT分析 (Strengths, Weaknesses, Opportunities, Threats)
- 价值链分析 (Value Chain Analysis)
- 资源基础观 (Resource-Based View - RBV)
1.2. 人力资源供需预测 (HR Demand and Supply Forecasting)
- 1.2.1. 需求预测 (Demand Forecasting)
- 定性方法：德尔菲法、专家判断法
- 定量方法：趋势分析、回归分析、马尔可夫分析
- 1.2.2. 供给预测 (Supply Forecasting)
- 内部供给：人员流动分析、晋升图
- 外部供给：劳动力市场分析、人才库
1.3. 人力资源战略制定 (HR Strategy Formulation)
- 1.3.1. 战略选择 (Strategy Selection)
- 防御型战略 (Defensive Strategy)
- 成长型战略 (Growth Strategy)
- 稳定型战略 (Stability Strategy)
- 1.3.2. 战略目标设定 (Strategic Goal Setting)
- SMART原则 (Specific, Measurable, Achievable, Relevant, Time-bound)
1.4. 人力资源战略实施与评估 (HR Strategy Implementation and Evaluation)
- 1.4.1. 战略分解 (Strategy Decomposition)
- 1.4.2. 行动计划 (Action Plan)
- 1.4.3. 绩效评估 (Performance Evaluation)
- 1.4.4. 战略调整 (Strategy Adjustment)
二、招聘与甄选 (Recruitment and Selection)
2.1. 招聘需求分析 (Recruitment Needs Analysis)
- 2.1.1. 职位分析 (Job Analysis)
- 工作职责描述 (Job Description)
- 任职资格说明 (Job Specification)
- 2.1.2. 招聘预算 (Recruitment Budget)
- 2.1.3. 招聘时间表 (Recruitment Timeline)
2.2. 招聘渠道选择 (Recruitment Channel Selection)
- 2.2.1. 内部招聘 (Internal Recruitment)
- 内部晋升 (Promotion)
- 内部调动 (Transfer)
- 员工推荐 (Employee Referral)
- 2.2.2. 外部招聘 (External Recruitment)
- 网络招聘 (Online Recruitment)
- 校园招聘 (Campus Recruitment)
- 招聘会 (Job Fair)
- 猎头公司 (Headhunting Firm)
2.3. 甄选方法 (Selection Methods)
- 2.3.1. 简历筛选 (Resume Screening)
- 2.3.2. 笔试 (Written Test)
- 能力测试 (Aptitude Test)
- 性格测试 (Personality Test)
- 2.3.3. 面试 (Interview)
- 结构化面试 (Structured Interview)
- 非结构化面试 (Unstructured Interview)
- 情景模拟面试 (Situational Interview)
- 行为面试 (Behavioral Interview)
- 2.3.4. 背景调查 (Background Check)
- 2.3.5. 测评中心 (Assessment Center)
2.4. 录用决策 (Hiring Decision)
- 2.4.1. 录用通知 (Job Offer)
三、培训与发展 (Training and Development)
3.1. 培训需求评估 (Training Needs Assessment)
- 3.1.1. 组织分析 (Organizational Analysis)
- 3.1.2. 任务分析 (Task Analysis)
- 3.1.3. 个人分析 (Person Analysis)
3.2. 培训设计 (Training Design)
- 3.2.1. 培训目标 (Training Objectives)
- 3.2.2. 培训内容 (Training Content)
- 3.2.3. 培训方法 (Training Methods)
- 课堂讲授 (Lecture)
- 案例分析 (Case Study)
- 角色扮演 (Role Play)
- 模拟训练 (Simulation)
- 行动学习 (Action Learning)
- 在职培训 (On-the-Job Training)
3.3. 培训实施 (Training Delivery)
- 3.3.1. 培训师选择 (Trainer Selection)
- 3.3.2. 培训场地 (Training Venue)
- 3.3.3. 培训材料 (Training Materials)
3.4. 培训评估 (Training Evaluation)
- 3.4.1. Kirkpatrick模型 (Kirkpatrick's Four Levels of Evaluation)
- 反应 (Reaction)
- 学习 (Learning)
- 行为 (Behavior)
- 结果 (Results)
3.5. 职业发展 (Career Development)
- 3.5.1. 职业生涯规划 (Career Planning)
- 3.5.2. 继任计划 (Succession Planning)
- 3.5.3. 导师制 (Mentoring)
四、绩效管理 (Performance Management)
4.1. 绩效计划 (Performance Planning)
- 4.1.1. 目标设定 (Goal Setting)
- 4.1.2. 关键绩效指标 (Key Performance Indicators - KPIs)
- 4.1.3. 绩效标准 (Performance Standards)
4.2. 绩效辅导与反馈 (Performance Coaching and Feedback)
- 4.2.1. 定期沟通 (Regular Communication)
- 4.2.2. 积极反馈 (Positive Feedback)
- 4.2.3. 改进建议 (Improvement Suggestions)
4.3. 绩效评估 (Performance Appraisal)
- 4.3.1. 评估方法 (Appraisal Methods)
- 图尺度评估法 (Graphic Rating Scale)
- 行为锚定等级评估法 (Behaviorally Anchored Rating Scales - BARS)
- 360度评估 (360-Degree Feedback)
- 4.3.2. 评估误差 (Appraisal Errors)
- 光环效应 (Halo Effect)
- 集中趋势 (Central Tendency)
- 晕轮效应 (Horns Effect)
4.4. 绩效改进与发展 (Performance Improvement and Development)
- 4.4.1. 绩效改进计划 (Performance Improvement Plan - PIP)
- 4.4.2. 职业发展机会 (Career Development Opportunities)
4.5. 绩效结果运用 (Performance Results Utilization)
- 4.5.1. 薪酬调整 (Salary Adjustment)
- 4.5.2. 晋升 (Promotion)
- 4.5.3. 解雇 (Termination)
五、薪酬福利管理 (Compensation and Benefits Management)
5.1. 薪酬体系设计 (Compensation System Design)
- 5.1.1. 职位评估 (Job Evaluation)
- 要素计点法 (Point Factor Method)
- 排序法 (Ranking Method)
- 配对比较法 (Paired Comparison Method)
- 5.1.2. 薪酬调查 (Salary Survey)
- 5.1.3. 薪酬结构 (Salary Structure)
- 宽带薪酬 (Broadbanding)
- 传统薪酬 (Traditional Salary Grades)
5.2. 薪酬类型 (Compensation Types)
- 5.2.1. 基本工资 (Base Salary)
- 5.2.2. 绩效工资 (Incentive Pay)
- 个人奖励 (Individual Incentives)
- 团队奖励 (Team Incentives)
- 公司奖励 (Organizational Incentives)
- 5.2.3. 股权激励 (Equity Compensation)
5.3. 福利管理 (Benefits Management)
- 5.3.1. 法定福利 (Mandatory Benefits)
- 社会保险 (Social Security)
- 住房公积金 (Housing Provident Fund)
- 5.3.2. 补充福利 (Voluntary Benefits)
- 商业保险 (Commercial Insurance)
- 带薪休假 (Paid Time Off)
- 员工援助计划 (Employee Assistance Program - EAP)
5.4. 薪酬福利沟通 (Compensation and Benefits Communication)
六、劳动关系管理 (Labor Relations Management)
6.1. 劳动合同管理 (Labor Contract Management)
- 6.1.1. 劳动合同签订 (Labor Contract Signing)
- 6.1.2. 劳动合同变更 (Labor Contract Amendment)
- 6.1.3. 劳动合同解除与终止 (Labor Contract Termination)
6.2. 员工关系管理 (Employee Relations Management)
- 6.2.1. 员工沟通 (Employee Communication)
- 6.2.2. 员工申诉 (Employee Grievance)
- 6.2.3. 员工纪律 (Employee Discipline)
6.3. 劳动争议处理 (Labor Dispute Resolution)
- 6.3.1. 调解 (Mediation)
- 6.3.2. 仲裁 (Arbitration)
- 6.3.3. 诉讼 (Litigation)
6.4. 法律法规遵循 (Legal Compliance)
七、人力资源信息系统 (Human Resource Information System - HRIS)
7.1. HRIS模块 (HRIS Modules)
- 7.1.1. 招聘管理 (Recruitment Management)
- 7.1.2. 绩效管理 (Performance Management)
- 7.1.3. 薪酬管理 (Compensation Management)
- 7.1.4. 培训管理 (Training Management)
- 7.1.5. 考勤管理 (Attendance Management)
- 7.1.6. 员工自助服务 (Employee Self-Service)
7.2. HRIS实施 (HRIS Implementation)
- 7.2.1. 需求分析 (Requirements Analysis)
- 7.2.2. 系统选择 (System Selection)
- 7.2.3. 数据迁移 (Data Migration)
- 7.2.4. 系统培训 (System Training)
7.3. HR数据分析 (HR Data Analytics)
- 7.3.1. 报告生成 (Report Generation)
- 7.3.2. 数据挖掘 (Data Mining)
- 7.3.3. 预测分析 (Predictive Analytics)
