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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。
7 劳动关系-重点-企业劳动关系管理案例与体验
核心内容
企业劳动关系管理案例与体验
Cases and experiences of enterprise labor relations management originally included the activity of watching labor arbitration in labor arbitration court, but this content are canceled due to pandemic. Therefore, this course focuses on learning various problems encountered in enterprise labor relations management, and the teaching content is carried out in the form of classroom discussion, and many questions do not have a final correct answer.
同性恋辞退案例
The background of this case is that a gay junior high school teacher propagated gay values to his students in class, and was later fired by the school after the parents of the students objected. The case focuses on the treatment of the gay community. In my opinion, the gay community is not fundamentally different from the straight community, so the dismissal of the teacher in this case was wrong. However, in this case, the teacher is not without fault. Young people in junior middle school are in the formation stage of love concept, and they have the right to freely choose their own orientation. However, what the teacher did would make students more prone to homosexuality, essentially depriving students of their right to freely choose. So I think the school should punish the teacher, but not by such extreme means as expulsion.
参考：来源：7 劳动关系-重点-企业劳动关系管理案例与体验.docx｜专业：人力资源管理｜课程：7 劳动关系-重点-企业劳动关系管理案例与体验
8 劳动关系-重点- 集体谈判
核心内容
The practical training of collective bargaining and negotiation strategies
This course focuses on practical operation. The final course is a collective bargaining simulation. The main learning content is: the preparation of negotiation, the writing of technical documents and the skills of the bargaining.
Preparation
The preparation takes the form of a group discussion. In the final exam, my position is the union. Therefore, the discussion focuses on proposal and planning of my own demands, such as raise salary and purchase health insurance
Technical documents
As for the writing of technical documents, the focus of the work is to organize the final results of the group discussion, and then make a list and classify all possible points that may be involved in the negotiation
Skills
In the final exam, as my role is the chairman of labor union, the main job for me is to avoid endless arguments and bargaining with the manager. There are a lot of skills to be used in the negotiation.
First of all, we should ensure the smooth progress of the negotiation. The first step is to look for ways in which both sides can gain ground, such as firing the HR manager who inflamed the conflict and led to the strike. The second step is to consider the interests of the other party, such as offering the plan to raise salary which can help the company increase its market share.
And then, we need to know how to make concessions. We should insist on the content. For example, the amount of salary increas
参考：来源：8 劳动关系-重点- 集体谈判.docx｜专业：人力资源管理｜课程：8 劳动关系-重点- 集体谈判
9 劳动关系-重点-劳动争议处理
核心内容
劳动争议处理
labor dispute resolution is a part of the labor relations, which focuses on the different mechanisms for resolving labor disputes and the evaluation basis for the identification of relationships.
处理机制
Chinese labor dispute resolution mechanism can be divided into four stages: consultation, mediation, arbitration and litigation. The arbitration shall be accepted by the labor arbitration Court. It shall be concluded within 45 days from the date of acceptance, and the time limit shall not over 15 days. If no decision is made within the time limit, the parties concerned may Sue the dispute in the Court and enter the litigation process. Negotiation and mediation are non-essential procedures, which seek reconciliation based on the will of both parties. Both parties can go back on their word and enter the arbitration process. The difference between the two is that negotiation is the behavior of both parties, while mediation adds the role of mediator between the two parties.
评判依据
The evaluation basis of labor relations is mainly judged from the following aspects: economic subordination, personality subordination, organizational subordination and related agreements. Economic subordination means that the employee is managed by the employer in terms of income, such as the payroll paid by the employer; Personality subordination refers to the employer's mandatory regulations on working hours, such as attendance records; Organizational subordination refers to the employee joining th
参考：来源：9 劳动关系-重点-劳动争议处理.docx｜专业：人力资源管理｜课程：9 劳动关系-重点-劳动争议处理
管理实践调查 · Class
核心内容
2018-2019-2 管理实践调查 Management Practices Survey 这是一门实践课，老师用一天时间带领我们去一家中国著名的啤酒厂进行参观学习，叫燕京啤酒厂。主要了解了该公司的人力资源管理的组织结构和人员安排。 This is a practical class and our teacher spent a day showing us around at a well-known beer company in China which called Yanjing. We mainly learned about the company's organizational structure and staff arrangement of human resource management. 人力资源管理的组织结构 燕京啤酒下属公司有20多家，由燕京总部统一管理。 该公司由很多个部门组成，分别是供应部、销售部、财务部、生产计划部等等。其中销售部又继续分为四个部门， 针对不同的产品进行销售。 在人员安排上，销售部和生产部的员工最多，他们主要负责按照计划完成公司的生产和销售计划，这两个部门加一起有将近9千人。 There are more than 20 subsidiary companies under Yanjing company, which are all managed by Yanjing headquarters. The company is made up by many departments, including Supply, Sales, Finance and Production Planning. Among them, the sales department divided into f our departments to sell dif f erent products. In the staff arrangement, the sales and production departments have the most employees. They are mainly responsible f or complete the production and sales plan according to their company, and these two departments together have nearly 9,000 employees. 市场营销环境 Market environmen t 1、市场营销环境 宏观市场营销环境包括：政治、经济，人文和科学环境。 微观市场营销环境包括：顾客，竞争者。 市场环境分析方法是SWOT 。 SWOT 可以分为两部分：第一部分是SW，主要用于分析内部条件；第二部分是OT ，主要用于分析外部条件。 Market environment includes political, economic, human and scientific environment; customers and competitors. The market environment analysis method is SWOT , which means Strength, Weakness, Opportunity and Threat. SWOT can be divided into two pa
参考：来源：Class.pdf｜专业：人力资源管理｜课程：管理实践调查
Compensation and welfare management
核心内容
Compensation and welfare management
Definition of Compensation and welfare management:
Compensation and welfare management refers to the behavior and process of realizing human resource management goals by establishing reasonable compensation and welfare system under the guidance of business objectives
定义：
薪酬福利管理是指企业在经营目标的指导下，通过制定合理 薪酬福利制度，以实现人力资源管理目标的行为和过程
Factors of compensation and welfare management：
1.Internal factors：The nature and content of business operation，The organizational culture of the enterprise，The ability of an enterprise to pay，Employee positions.
2.External factors:The sense of community,Local standard of living,National Policies and regulations,Human resource market conditions
薪酬福利管理的因素:
内部因素：企业的经营性质与内容，企业的组织文化，企业的支付能力,员工岗位。
外部因素:社会意识、当地生活水平、国家政策法规、人力资源市场状况
Development of compensation and benefits management：
Employee benefit plan development 2.Organization and implementation of employee benefits 3.Employee benefit control
薪酬福利计划的制定：
员工福利计划制定 2.员工福利的组织和实施 3.员工的福利控制
The particularity of compensation management：
sensitivity 2.Sexual privilege 3.particularity
薪酬管理的特殊性：
敏感性 2.特权性 3.特殊性
Compensation management content：
1.Management by objectives 2.The level of management 3.System management 4.Configuration management 5.System management
薪酬管理的内容：
目标管理 2.水平管理 3.体系管理 4.结构管理 5.制度管理
Form of compensation：
1.Base salary 2.Performance salary 3.Incentive salary 4.welfare and Services
薪酬的形式：
基本工资 2.绩效工资 3.激励工资 4福利与服务
Objectives of compensation management：
1.Attract an
参考：来源：Compensation and welfare management.docx｜专业：人力资源管理｜课程：Compensation and welfare management
Complementary disciplines
核心内容
Complementary disciplines
Social Psychology
Social psychology is a branch of psychology that studies the social psychological phenomena of individuals and groups。It's a borderline between psychology and sociology。It mainly studies the special relationship between subject and social object
社会心理学：是研究个体和群体社会心理现象的心理学分支，是一门介于社会学和心理学之间的边缘学科。主要研究主体和社会客体之间的特殊关系。
Politics
It is a social science discipline focusing on the study of political behavior, political system and political related fields。The field of study in political science are divided into：Civics、Political theory、International relations、Political economy、Public Administration
政治学：政治学是一门以研究政治行为、政治体制以及政治相关领域为主的社会科学学科。政治学研究领域分为：市政学、政治理论、国际关系、政治经济学、公共行政
Financial Management
The management of asset acquisition (investment), capital financing (financing) and operating cash flow (working capital), as well as profit distribution, under certain overall objectives。It's made up of these parts：Corporation Finance、Investments、Macro finance。
财务管理：在一定的整体目标下,关于资产的购置(投资),资本的融通(筹资)和经营中现金流量(营运资金),以及利润分配的管理。由这些部分构成：公司财务、投资学、宏观财务。
Organizational behavior：
Organizational behavior is a science that studies the behavior and psychological laws of people in organizations。It is based on behavioral science and intersects with psychology, sociology, anthropology, engineering, computer science and other disciplines.It is a new development of management psychology
组织行为学:组织行为学是研究组织中人的行为和心理规律的学科。它以行为学为基础，与心理学，社会学，人类学，工程学，计算机科学等其他学科交叉。是管理科学的新发展。
Labor econo
参考：来源：Complementary disciplines.docx｜专业：人力资源管理｜课程：Complementary disciplines
Employee recruitment and configuration
核心内容
Employee recruitment and configuration
The definition of employee recruitment:
refers to the recruitment of excellent and suitable people into the enterprise according to the requirements of the business strategy planning, and put the right people in the right position.
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。
commonly used recruitment methods include:
recruitment interview situation simulation, psychological test, labor skills test
常用的招聘方法有：招聘面试情景模拟、心理测试、劳动技能测试
Criteria for recruitment
Management desire, good moral character, the spirit of innovation, high decision-making ability
招聘的标准
管理的意愿，良好的品德，创新精神，高决策力
Recruitment costs
1.The new hire cost 2.Replacement cost 3.The opportunity cost
招聘成本
1.新聘成本 2.重置成本 3.机会成本
The content of recruitment plan:
The number of employees and the personnel required to meet the prescribed recruitment rate.2. The time interval between the candidate's application and the employment.3. Employment benchmark.4. Source of employment.5. Recruitment cost calculation.
制定招聘计划的内容：1、录用人数以及达到规定录用率所需要的人员。2、从候选人应聘到雇用之间的时间间隔。3、录用基准。4、录用来源。5、招聘录用成本计算。
recruitment cost calculation:
1, personnel cost, 2, business cost.3. General enterprise management cost.
招聘录用成本计算：1、人事成本，2、业务成本。3、企业一般管理成本。
The role of recruitment
Ensure the normal operation of the enterprise
Improve business performance
Establish companys 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
Classification of recruitment methods:
Entrusted labor and employment institutions; 2. Self-recruitment
招聘方法的分类
委托劳动机
参考：来源：Employee recruitment and configuration.docx｜专业：人力资源管理｜课程：Employee recruitment and configuration
Human resource planning
核心内容
Human resource planning
definition:
From the perspective of strategic planning and development goals, the enterprise can predict its demand for human resources in the future development according to the changes of internal and external environment, as well as the process of providing human resources to meet such needs.
人力资源规划定义：企业从战略规划和发展目标出发，根据其内外部环境的变化，预测企业未来发展对人力资源的需求，以及为满足这种需要所提供人力资源的活动过程。
The purpose of human resource planning：
Planning manpower development 2.Promote the rational use of human resources 3.To meet the needs of organizational development 4.Reduce labor costs
人力资源规划的目的：1.规划人力发展 2.促进人力资源合理运用 3.配合组织发展 4.减少劳动成本
Principles of human resource planning：
Full consideration of internal and external environment changes 2.Ensure the human resources of the company 3.Make enterprise and employee get long-term benefit
人力资源规划的制定原则:
充分考虑内部和外部环境的变化 2.确保企业人力资源保障 3.使企业和员工都得到长期的利益
The contents of the HUMAN resource plan：
Master plan 2. Job establishment Plan 3. Staffing Plan 4. Personnel supply plan 6. Education and training plan 4. Human resource management policy adjustment Plan 8. Investment budget 9. Salary incentive plan 10. Career planning
人力资源规划的内容：
1.总计划 2.职务编制计划 3.人员配置计划 4.人员需求计划 5.人员供给计划 6.教育培训计划 4.人力资源管理政策调整计划 8.投资预算 9.薪酬激励计划 10.职业生涯规划
The role of human resource planning：
Ensure the achievement of organizational objectives 2.Adapt to the changing environment 3.Improve the efficiency of human resource management
人力资源规划的作用：
1.确保组织目标的实现 2.适应环境的变化 3.提高人力资源管理效率
Human reso
参考：来源：Human resource planning.docx｜专业：人力资源管理｜课程：Human resource planning
KPI 绩效指标 · KPI_1
核心内容
KPI（key performance indicator）
It is a goal-oriented quantitative management index to set, sample, calculate, analyze and measure the key parameters of the input and output of the internal process. It is a tool to decompose enterprise strategic objectives into operational work objectives and the basis of enterprise performance management
通过对组织内部流程的输入端、输出端的关键参数进行设置、取样、计算、分析、衡量流程绩效的一种目标式量化管理指标，是把企业战略目标分解为可操作的工作目标的工具，是企业绩效管理的基础
characteristic;
The measurement of the key performance indicators ultimately depends on the company's strategic objectives
KPI is the further refinement and development of the company's strategic goals。
Adjust with the evolution of the company's strategic goals
特点；
1.关键绩效指标体现的衡量内容最终取决于公司的战略目标
2.KPI是对公司战略目标的进一步细化和发展
3.随公司战略目标的发展演变而调整
Role:
(1) Determine departmental / individual performance indicators according to the organization's development plan / target plan
(2) Monitor the operation process related to the performance objectives
(3) Find out the potential problems in time, find out the areas for improvement, and give feedback to the corresponding departments / individuals.
(4) KPI output is the basis and basis of performance evaluation.
When the company, the department and even the position have determined a clear KPI system, you can:
(1) Link the individual and department goals with the overall goals of the company;
(2) For managers, the phased evaluation and control of the KPI output of departments / individuals can be guided correctly
The goal of d
参考：来源：KPI_1.docx｜专业：人力资源管理｜课程：KPI 绩效指标
Labor relations
核心内容
Labor relations
The definition of labor relations:
The social and economic relations established by workers and employers in the process of labor
劳动关系的定义：劳动者和用人单位（包括各类企业、个体工商户、事业单位等）在劳动过程中建立的社会经济关系
labor contract:
It is the agreement between the laborer and the employer to establish the labor relationship and clarify the rights and obligations of both parties.
劳动合同：是劳动者与用人单位确立劳动关系、明确双方权利和义务的协议。
The definition of probation period:
refers to the investigation period agreed by the employer and the laborer for mutual understanding and choice of no more than six months.
试用期的定义：是指用人单位和劳动者为互相了解、选择而约定得不超过六个月的考察期。
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。
Modification of labor contract:
In the process of performing the labor contract, the parties can modify and supplement some terms of the labor contract through consultation.Unchanged part remains valid.
劳动合同的变更：履行劳动合同的过程中由于情况发生变化，经双方当事人协商一致，可以对劳动合同部分条款进行修改、补充。未变更部分继续有效。
definition of labor contract termination:
the labor contract expires or the termination conditions of the labor contract is the labor contract.
劳动合同的终止的定义：劳动合同期满或劳动合同的终止条件出现劳动合同即终止。
Renewal of labor contract:
upon the expiration of the labor contract term, the labor contract can be renewed through negotiation.
劳动合同的续订：劳动
参考：来源：Labor relations.docx｜专业：人力资源管理｜课程：Labor relations
Performance evaluation
核心内容
Performance evaluation
The definition of performance evaluation:
from the perspective of connotation is to evaluate people and things, that is, to evaluate people and their working conditions, to evaluate the work results of people, to reflect the relative value or contribution degree of people in the organization through evaluation.In terms of extension, it is a purposeful, organized observation, record, analysis and evaluate people in daily work.
绩效考评的定义：从内涵上说就是对人与事的进行评价，即对人及其工作状况进行评价，对人的工作结果，要通过评价体现人在组织中的相对价值或贡献程度。从外延上来讲，就是有目的、有组织的对日常工作中的人进行观察、记录、分析和评价。
The meaning of performance evaluation:
Evaluation starts from the enterprise business objectives, and make the personnel treatment management after the evaluation and evaluation conducive to the realization of the enterprise business objectives.2. As an integral part of the personnel management system, use a set of systematic institutional norms, procedures and methods for evaluation.3. Evaluate the working ability, working attitude and working performance of the organization members in their daily work based on facts.
绩效考评的含义：1、从企业经营目标出发进行评价，并使评价和评价之后的人事待遇管理有助于企业经营目标的实现。2、作为人事管理系统的组成部分，运用一套系统的制度性规范、程序和方法进行评价。3、对组织成员在日常工作中体现出来的工作能力、工作态度和工作成绩，进行以事实为依据的评价。
performance evaluation purpose:
Assessment the performance of employees.2. Establish the effective performance appraisal system, procedures and methods of the company.3. Achieved the recognition, understanding and operation of performance evaluation of all the staff of the
参考：来源：Performance evaluation.docx｜专业：人力资源管理｜课程：Performance evaluation
Training and development
核心内容
Training and development
Definition of training and development:
Training and development is to improve the performance of employees 'work ability, knowledge level and potential through learning and training, maximize the personal quality of employees and work needs, and promote the improvement of employees' present and future work performance.
培训与开发的定义：培训与开发就是组织通过学习、训导的手段，提高员工的工作能力、知识水平和潜能发挥，最大限度的使员工的个人素质与工作需求相匹配，进行促进员工现在和将来的工作绩效的提高。
Principles of training development
1.Strategic 2.The target 3.Differentiation 4.incentive 5.actual 6.benefits
培训开发的原则
1.战略原则 2.目标原则 3.差异化原则 4.激励原则 5.实效原则 6.效益原则
The main objectives of training and development are as follows:
①Improve the work performance level and improve the working ability of employees.②Enhance the adaptability and adaptability of organizations or individuals.③Improve and enhance the recognition and belonging of the employees of the organization.④Help to cultivate corporate culture
培训与开发的主要目的：1、提高工作绩效水平，提高员工的工作能力。2、增强组织或个人的应变和适应能力。3、提高和增强组织企业员工对组织的认同和归属。
Features of enterprise training and development:
1.Regular of training 2. Advance of training 3. Extension of training effect
企业培训与开发工作的特性：
1、培训的经常性2、培训的超前性3、培训效果的后延性
Classification of training development
Depending on the training target：New employee training and old employee training
Depending on the form of training：On-the-job training and off-job training
Depending on the nature of the training：Imparting training and transformational training
Depending on the training c
参考：来源：Training and development.docx｜专业：人力资源管理｜课程：Training and development
互联网人力资源管理专题 Internet Human Resource Management
核心内容
互联网人力资源管理专题
Internet Human Resource Management
该课程是大作业的形式，我写的论文专题是企业数字化转型与人力资源管理。我从三个部分来进行我的论文撰写，分别是企业数字化转型的内涵、人力资源数字化转型的必要性和人力资源管理数字化转型的具体表现。
其中表现有：
第一，企业人力资源管理需要打造数字化运营平台，然后将线下数据转入线上运作。
第二是智能化信息化的工作方式，比如线上面试、社交化培训和流程自动化审批等等。
还有就是企业数据化管理，实现线上决策和工作。为人力资源管理方式带来了ERP、OA等系统。
The course is in the form of an essay, and my topic is the digital transformation of companies and human resource management. I approached my paper in three parts: the meaning of digital transformation, the necessary of digital transformation, and the concrete performances of digital transformation.
The performance is as follows:
First, companies' human resource management needs to create a digital operation platform, and then transfer offline data to online operation.
The second is an intelligent and information-based working method, such as online interviews, socialized training and process automation approval.
Moreover, the data management of the company in order to achieve online decision-making and work. It brings ERP, OA and other systems for human resource management methods.
参考：来源：互联网人力资源管理专题 Internet Human Resource Management.docx｜专业：人力资源管理｜课程：互联网人力资源管理专题 Internet Human Resource Management
人力资源管理
核心内容
人力资源管理 / 人力资源规划 / 招聘管理 / 培训管理 / 人事管理 / 薪酬管理 / 绩效管理 / 战略发展规划 / 组织人事规划 / 费用预算 / 制度建设规划 / 人力资源开发规划 / 人力资源系统调整发展规划 / 招聘需求分析 / 岗位说明书、工作分析、胜任能力分析 / 招聘实施的渠道选择 / 面试 / 入职 / 入职后 / 培训需求分析 / 培训计划制定 / 培训实施 / 培训评估 / 培训体系建设 / 年度培训计划 / 月度培训计划 / 周计划 / 企业培训资源梳理 / 培训机构台帐 / 训前 / 训中 / 训后 / 柯氏四级 / 评估方法 / 培训介入方 / 离职 / 异动 / 社保、福利 / 考勤管理 / 劳动纠纷 / 制度系统 / 表单系统 / 其他日常工作 / 薪与酬的概念 / 薪酬战略 / 薪酬体系分类 / 传统薪酬体系 / 现代薪酬体系 / 基于岗位的薪酬体系 / 基于技能的薪酬体系 / 基于年功的薪酬体系 / 基于结构化的薪酬体系 / 基于市场的薪酬体系 / 宽带薪酬体系 / 自助式整体薪酬体系 / 绩效薪酬体系 / 目的 / 考核与绩效的区别 / 绩效考核的方式及优缺点 / 如何选择绩效考核的方式 / 传统KPI 考核的流程 / 如何制定企业自身的绩效考核制度
参考：来源：人力资源管理.emmx｜专业：人力资源管理｜课程：人力资源管理
企业战略管理 Corporate Strategic Management
核心内容
企业战略管理
Corporate Strategic Management
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 intern
参考：来源：企业战略管理 Corporate Strategic Management.docx｜专业：人力资源管理｜课程：企业战略管理 Corporate Strategic Management