专业知识库（按学科 / 专业 / 课程）
按学科门类筛选，可继续下钻到具体专业与课程；内容为各课程复习要点，用于面谈与笔试备考。
1 劳动关系-重点-劳动经济学
核心内容
劳动经济学
The main content of labor economics can be divided into four parts: labor supply analysis, labor demand analysis, labors flow and income distribution gap.
Labor supply analysis
The analysis of labor supply is mainly influenced by three factors: the Population policy which determines the size of the labor force, the education which determines the quality of the workforce and the retirement policies which determine how long workers are willing to work. Its measurement mainly has two aspects, namely labor participation rate and working hours. There are four formulas for calculating the labor participation rate, which are: Participation rate = labor force/working-age population *100%、Age (sex) participation rate = labor force of certain age (sex)/population of that age (sex) *100%、Employment-population ratio = number of employed/working-age population *100% and unemployment rate = unemployed population/Labour rate *100%。The working time is divided into legal working time and actual working time。
Labor demand analysis
There are four factors affecting labor demand analysis, They are technology (the more developed the technology, the higher the demand), time, enterprise goals (the higher the target, the higher the demand) and social system (the recruitment intervention through macro-regulation). In terms of labor demand analysis, there is a very important theory that describes the elasticity of labor demand, called the Hicks-Marshall Derived demand theorem, and it says that th
参考：来源：1 劳动关系-重点-劳动经济学.docx｜专业：人力资源管理｜课程：1 劳动关系-重点-劳动经济学
10 劳动关系-重点-劳动社会学
核心内容
劳动社会学
注：这课没啥可说的，你把劳动社会化那个定义背下来给他绕晕了他就不会再问你这课了
Labor sociology is a branch of sociology, which focuses on the explanation of socialization, and its main content is divided into two parts: labor socialization and labor socialization
劳动社会化
Socialization of labor is a process in which isolated and narrow labor is transformed into a common labor that is closely connected with large-scale division of labor and cooperation. This process is divided into four stages, namely the simple cooperation stage based on manual labor, the handicraft stage based on manual labor, the machine and large industry stage, and the new technological revolution stage.
劳动者社会化
Worker socialization is the process of learning the necessary knowledge and skills, understanding and learning labor norms, and realizing role change. There are five main ways to socialize workers: family education, learning education, social education, network education and labor organization education
参考：来源：10 劳动关系-重点-劳动社会学.docx｜专业：人力资源管理｜课程：10 劳动关系-重点-劳动社会学
11劳动关系-重点-劳动关系研究方法
核心内容
劳动关系研究方法
Research methods of Labor relations is a practical theoretical course, which mainly teaches the process of research related steps, including the design, distribution, recovery of questionnaires and data analysis. Since the teaching of data analysis is related to the operation of spss, it cannot be explained in detail here, so I will introduce the relevant principles and requirements of data collection
访谈调查
The role of interview survey requires neutrality. It is necessary to ensure that there is no influence on the answers of the questionnaire, otherwise the authenticity of the data will be lost. In the aspect of skills can be through the way of in-depth questioning, to get a comprehensive answer on those ambiguous answers. There are five principles to pay attention to in interview investigation: Look and behave appropriately、Familiarity questionnaire、Follow the wording of the questionnaire、Record answers accurately and ask questions in depth，only by following these five principles can we ensure the significance of interview research
问卷设计的注意事项
The other part is the points for attention in the questionnaire design, which are as follows: the form should conform to the research plan, the questions should be clear and accurate, one question should only ask one thing, the respondents should be competent in the answers, the respondents should answer the reasons, the questions should be pertinent, the questions should be short, the negative questions should be avoided as far
参考：来源：11劳动关系-重点-劳动关系研究方法.docx｜专业：人力资源管理｜课程：11劳动关系-重点-劳动关系研究方法
12 劳动关系-重点-劳资沟通与协商策略实训
核心内容
collective bargaining taught me the knowledge of the negotiation, include the course and the influence factor.
Course (main content)
A complete negotiation includes preparation, beginning, formal negotiation and end.
In the first step, we should identify all problems to make sure which part can be used in the formal negotiation. And then, we should sort the problems that we identified (Necessary, important, desired and inessential). Before that, we should planning successful standards (Satisfy interest demand, Sign a written collective contract).
In the second step, the negotiating parties will meet each other in an informal situation. They will take this opportunity to exchange views (Common technique: POET partial/ open/ truthful/ exchange). It's also an opportunity to show the gestures (for example, we could vent the emotion to show our attitude.).
The third step is the formal negotiation. There are two different types of it. The first one is distribution negotiation, which means bargaining with other people, for example, a couple wanted to buy a painting priced at $15,000. They offered the artist $7,000 and bought it for $10,000. The other one is collective bargaining, whose purpose is to seek common interests, for example, both sisters want an orange, the elder sister needs the pulp to make juice; the little sister wants the peel for a cake. They explained their needs to each other, and eventually both of them got what they needed.
The fourth step is the end of the negot
参考：来源：12 劳动关系-重点-劳资沟通与协商策略实训.docx｜专业：人力资源管理｜课程：12 劳动关系-重点-劳资沟通与协商策略实训
13 劳动关系-次重点-社会学
核心内容
社会学
注：建议直接背社会流动，如果问和劳动社会学的关系可以直接做对比
As the content of the basic course of sociology labor relations is too rich and diverse, I will select two parts for introduction.
Social interaction
The first part is social interaction refers to the social interaction between people, which can be divided into: The act of exchanging for something in return、The act of cooperating with each other to achieve a common goal、The act of fighting to defend one's own interests、The competitive act of cooperative conflict for the same goal under certain rules and the coercive act of imposing one's own will on others in order to achieve an advantage.
Social stratification and social mobility
The second part is social stratification and social mobility. Social stratification is the classification of people into high or low hierarchical sequences according to certain standard. Social mobility refers to the process in which a member of a society transfers from one social class or stratum to another. This process generally has two ways: one is the fundamental change of the social stratification structure through social revolution and the other is the class change completed by individual members under normal conditions.
Social mobility can be divided into vertical mobility, horizontal mobility, intergenerational mobility and intra-generational mobility. Vertical mobility refers to the class change of social members, which is mainly influenced by industrialization and education level. The higher the level o
参考：来源：13 劳动关系-次重点-社会学.docx｜专业：人力资源管理｜课程：13 劳动关系-次重点-社会学
14 劳动关系-次重点- 社会保障学
核心内容
社会保障学（Social security science）
This course is a basic course of social security in similar colleges. It mainly introduces the types of social security system and China's social security system.
社会保障的类型
The types of social security can be divided into five types: relief type, insurance type, welfare type, state-supported type and self-help type. The relief type, which is mainly distributed in African countries, usually involves directly distributing relief goods to people in need to tide them over；The insurance type originated in Germany and was later copied by Western Europe, the United States and Japan. It applies different protection standards to different members of society, and the cost is shared by the state, employers and employees；Welfare, pioneered in Britain and now popular in northern Europe, follows a cradle-to-grave principle, with the cost of spending largely financed by state taxes；state-supported type is a model pioneered by the Soviet Union, it is fully borne by the employer costs, workers do not have to pay security fees；The self-help model is popular in Singapore, Malaysia and other countries. It is a model in which individuals are responsible, and the cost of protection is paid by both employers and employees in proportion
参考：来源：14 劳动关系-次重点- 社会保障学.docx｜专业：人力资源管理｜课程：14 劳动关系-次重点- 社会保障学
15 劳动关系-次重点-其他杂项
核心内容
数理统计&统计学（抽样调查）
Sampling survey is to divide something into several parts and draw some samples to represent the whole. Compared with other methods, sampling survey has the characteristics of low cost and good effect. It is recognized as the most complete and scientifically based survey method used to represent the whole population among the non-comprehensive survey methods
追求幸福：基于中国伦理史视角（记得找例子，我这个是错误示范，他会说听不懂的）
This course is an elective course, taught by video on the Internet, and the final exam is made up of multiple choice questions. This paper discuss into the happiness view of Confucianism, Mohism, Buddhism and Taoism in traditional Chinese thoughts. In fact, the happiness in the title is not appropriate enough. After learning, I think satisfaction is more appropriate
会计学（白灭可能问）
会计核算的方法
1. Set Account - It is a method to perform classified accounting and supervision on specific contents of accounting objects.
2. Double entry bookkeeping - a method of recording two or more corresponding accounts at the same time in the same amount for each economic transaction.
3. Fill in and audit accounting vouchers
4. Register account book - a method to record and calculate the economic transactions in the account book in a continuous, complete and classified manner according to the approved accounting vouchers.
5. Cost calculation
6. Property inventory
7. Preparation of financial report
会计等式
1、Static accounting equation
Asset=liability+ owner's equity=equity
2、 Dynamic accounting equa
参考：来源：15 劳动关系-次重点-其他杂项.docx｜专业：人力资源管理｜课程：15 劳动关系-次重点-其他杂项
企业战略管理
核心内容
APS 文稿之企业战略管理篇
主要学习了企业战略管理领域的基本知识和基本理论，了解战略分析和选择的基本工具。
战略管理是企业确定其使命，根据组织外部环境和内部条件设定企业的战略目标，为保证目标的正确落实和实现进行谋划，并依靠企业内部能力将这种谋划和决策付诸实施，以及在实施过程中进行控制的一个动态管理过程。
企业战略管理中最重要的分析方法是SWOT分析，是指企业的优势Strength，劣势Weakness，机会Opportunities，威胁Threats.
进行SWOT分析，要经过以下步骤：
1. 进行企业外部环境分析，列出企业外部环境中存在的发展机会和威胁，O & T
2. 进行企业内部环境分析，列出企业内部环境中的长处和弱点，S &W
3. 绘出SWOT矩阵。
The main content is learning the basic knowledge in the field of strategic business management and understanding the basic tools of strategic analysis.
Strategic management is a process of setting strategic goals for a company based on its external environment and internal conditions, planning to ensure the right achievement of the goals, relying on internal capabilities to make such plans and decisions into practice, and controlling the process.
The most important analysis method in strategic management is SWOT, which refers to Strength, Weakness, Opportunities and Threats.
1. Analyze the external environment of the company and list the development opportunities and threats.
2. Analyze the internal environment of the company and list the strengths and weaknesses.
3. Draw a SWOT map.
企业外部环境分析：宏观的外部环境：政治法律、经济、社会文化、技术；微观的外部环境：购买者、供应商、替代品、现存/潜在的竞争者。
企业内部环境分析：企业内部环境的构成包括企业资源、能力、核心能力。
Analysis of the external environment of the company: macro external environment: political law, economy, social culture, technology; micro external environment: buyers, suppliers, substitutes, existing/potential competitors.
Analysis of the internal environment of the c
参考：来源：16 人力资源专业---企业战略管理篇.docx｜专业：人力资源管理｜课程：企业战略管理
劳务关系管理
核心内容
APS文稿人力资源专业--劳务关系篇
劳务关系这门课在人力资源专业中算是高频审核科目。劳务关系主要从两个方面入手，第一个方面是劳务关系的基本信息，另一个是劳动争议。
一一个方面：劳务关系核心基础知识点
这个部分主要针对劳动合同的签署和内容，包括条款、变更、终止、续订和解除。 能够说出一些条款的大概内容。
labor contract has terms:
①labor contract term ②work content ③labor protection and labor conditions ④labor remuneration ⑤labor discipline ⑥labor contract termination conditions ⑦responsibility for breach of labor contract.
劳动合同具备的条款：1、劳动合同期限2、工作内容3、劳动保护和劳动条件4、劳动报酬5、劳动纪律6、劳动合同终止的条件7、违反劳动合同的责任。
第二方面：劳务争议
劳务争议在劳动关系课程中是最重要的部分，曾经被审核官多次提问。
劳务关系中常常被问到：如果员工和公司发生了冲突，如何处理？
The characteristics of labor disputes
劳动争议的特点
specific controversial contents.2.specific parties to the dispute.3. specific means of dispute
1.特定的争议内容2.特定的争议主体3.特定的争议手段
The Processing method of labor dispute
劳动争议的处理方式
1.negotiation 2.Mediation or arbitration 3.legal way(judge)
1.协商。2.调解或仲裁 3.法律途径(审判)
labor dispute handling institutions include:
1, Enterprise labor dispute mediation Committee 2, labor arbitration Committee 3, people's court
劳动争议处理机构有：1、企业劳动争议调解委员会2、劳动仲裁委员会3、人民法院
Composition of labor dispute mediation committee:
1. Employee representative 2, representative of the employer 3, labor union representative of the employer.
劳动争议调解委员会的组成：1、职工代表2、用人单位代表3、用人单位工会代表。
Labor Dispute Arbitration Committee:
it is a specialized agency for dealing with labor disputes.
劳动争议仲裁委员会：是处理劳动争议的专门机构。
附整体思维导图：
参考：来源：17 人力资源专业--劳务关系篇.docx｜专业：人力资源管理｜课程：劳务关系管理
18 员工招聘 Employee Application
核心内容
APS文稿之员工招聘 Employee Application
这个科目是人力资源专业中的核心板块之一。员工招聘这个科目比较能够自由发挥，尤其是和现状能够结合的内容更容易被提问到。
科目主要可以从四个板块入手：
①The definition of employee recruitment:
Recruiting excellent and suitable people into the company and putting the right people in the right positions according to the company's requirement.
员工招聘的定义：是指按照企业经营战略规划的要求把优秀、合适的人招聘进企业，把合适的人放在合适的岗位。
②commonly used recruitment channels:
There are two types of recruitment channels: internal recruitment and external recruitment. Internal recruitment includes internal promotion, position transfer, internal recommendation. External recruitment includes on-site recruitment, online recruitment, campus recruitment, job market and head-hunting.
招聘渠道分为内部招聘和外部招聘两种。
内部招聘包括内部晋升、转岗、内部推荐。
外部招聘包括现场招聘、网络招聘、校园招聘、人才市场、猎头。
③可以根据现在国内情况，提前准备一下相关的内容。 比如国内招聘平台：
1.58同城 2.智联招聘 3.前程无忧 4.BOSS直聘
④Recruitment process & The role of recruitment
Preparation 2.Recruiting 3.Screening 4.Hiring 5.assessment
招聘的程序
准备阶段 2.招募阶段 3.筛选阶段 4.录用阶段 5评估阶段
Ensure the normal operation of the enterprise
Improve business performance
Establish companies image
招聘的作用
保证企业正常经营
提升企业业绩
建立企业形象
⑤ The impact of COVID-19 on recruitment：
Online recruitment is increasing 2.Reduced recruitment cost 3.Recruitment period becomes longer 4.Job seekers are less willing to seek work
疫情对招聘工作的影响：
1.线上招聘占据主导 2.招聘成本减少 3.招聘周期变长 4.求职者求职意愿下降
参考：来源：18 员工招聘 Employee Application.docx｜专业：人力资源管理｜课程：18 员工招聘 Employee Application
2 劳动关系-重点-劳动关系学
核心内容
劳动关系学
Labor relations is a theoretical subject, which mainly studies the essence and subject of labor relations.
劳动关系实质
The essence of labor relations is the cooperation and conflict between labor and capital. Cooperation is a forced behavior for both parties to gain benefits. The conflict is the external reflection of internal contradictions in labor relations.
There are 3 factors lead to the conflict: the legalization of alienation, the objective interest difference and the essence of employment relationship.
The alienation means that the worker does not work for himself, but for the benefit of the employer. Objective interest difference refers to the dispute between the profit maximization and wage maximization. The essence of employment relationship is the transaction between salary and labor force. When the salary paid does not match the management degree, there will be conflicts between the two sides.
劳动关系主体
The subject of labor relations is divided into three groups: employee and employee group, employer and employer group and government. the main form of employees and employee groups is the labor union, which is an organization composed of employees and represents the interests of employees through collective bargaining. The opposite of the trade union is the enterprise federation, which is an organization composed of employers, also through collective bargaining to represent the interests of employers. On the other hand, the government is more involved in labor relat
参考：来源：2 劳动关系-重点-劳动关系学.docx｜专业：人力资源管理｜课程：2 劳动关系-重点-劳动关系学
3 劳动关系-重点-劳动政策与劳动关系治理
核心内容
劳动政策与劳动关系治理
The main knowledge point of this course is similar to that of labor relations, but it pays more attention to the impact of the introduction of policies on labor relations. Since this course is closely related to reality, I will illustrate it with a case study.
On January 20, 2022, eight Chinese ministries and commissions jointly issued "Several Opinions on Promoting the Healthy and Sustainable Development of Platform Economy Norms". Before the document was issued, there was a gap in the identification of new forms of employment such as ride-hailing drivers, which often put them at a disadvantage。
In the document mentioned, "to explore and clarify the identification criteria that do not fully conform to the establishment of labor relations." This means that the identity of the practitioners in the new employment form is expanded from the labor relations and cooperative relations to a new incomplete labor relations. This new employment relationship will make the boundaries of the identification of labor relations clearer and better protect the rights and interests of workers.
参考：来源：3 劳动关系-重点-劳动政策与劳动关系治理.docx｜专业：人力资源管理｜课程：3 劳动关系-重点-劳动政策与劳动关系治理
4 劳动关系-重点-劳动关系经济学
核心内容
劳动关系经济学
【与劳动经济学的知识点类似，详情参考劳动经济学】
劳动关系学
Labor relations pays more attention to the identification of the relationship between workers and employers, how to avoid labor disputes and labor disputes from the perspective of law. The main point of view of the course is that workers are the main body
劳动关系经济学
The economics of labor relations is learning from the perspective of the firm how do you do it at a lower cost and how do you train people and how do you keep them in the firm
参考：来源：4 劳动关系-重点-劳动关系经济学.docx｜专业：人力资源管理｜课程：4 劳动关系-重点-劳动关系经济学
5 劳动关系-重点-员工参与
核心内容
员工参与
There are many theories of employee participation, among which Maslow's Hierarchy of Needs is the most famous, it divides human needs into five levels, physiological needs, security needs, social needs, esteem needs and self-actualization needs, among which esteem and self-actualization are the purpose of employee participation in this course
员工参与的基本途径
Employee participation can be divided into direct participation and indirect participation. Direct participation is to participate in the business decision and operation of the enterprise. Indirect participation refers to appointing representatives to participate in enterprise management in a certain way.
具体措施
The concrete measures of employee participation can be divided into three dimensions: leadership, system and employees.
At the leadership level, it is necessary to recognize the value of employee participation, respect and trust employees in daily work and grant them power. For exmple, to share the revenue with the employees, it link the company earnings to employees salaries.
At the system level, it is necessary to establish a feedback mechanism for employee differences, praising employees whose opinions are taken and explaining reasons to those who are not taken.
For employees, there are 2 typical patterns to participate: the autonomy of workers (Mondragon Labor cooperative enterprise), the employee decision participation (Workers' committee) .
领导觉得员工的意见没啥用，为什么还要知道员工在想什么
国内外的区别
员工参与的重要性
参与措施的具体案例
参考：来源：5 劳动关系-重点-员工参与.docx｜专业：人力资源管理｜课程：5 劳动关系-重点-员工参与
6 劳动关系-重点-员工关系管理
核心内容
Employee relationship management is a means for managers to achieve organizational goals and ensure added value for employees and the society. In my opinion, there are 3 important parts, they are: communication, working pressure, and employee diversity.
Communication
Good communication can regulate the behavior of employees, avoid conflicts and create corporate culture. There are many ways to communicate, such as: distribute questionnaires to collect employee opinions or hold a staff meeting.
问卷收集的方法
Working pressure
Pressure will generate a lot of problems in daily work. It can cause physical illness and also have a negative effect on psychology. Therefore, it is meaningful to deal with the pressure, such as offer training to employees and refrain from laying off employees.
Employee diversity
There are 3 paradigms for managing a diverse employee. The first paradigm emphasizes equality and fairness, it will encourage discriminated people to integrate into the company. The second one accepts the cultural differences between people, and believes that the differences is of greet value. The last one emphasizes the link between diversity and work, in my opinion, this one is the best paradigm, for which could help the company gets real value out of it.
参考：来源：6 劳动关系-重点-员工关系管理.docx｜专业：人力资源管理｜课程：6 劳动关系-重点-员工关系管理