1、HR战略与企业文化：根据企业的发展规划，诊断企业现有人力资源状况，结合企业经营发展战略、考虑未来的人力资源的需要和供给状况的分析及估计，如何把HR战略与企业文化紧密地结合起来。

1. HR strategy and corporate culture: Based on the development plan of the enterprise, diagnose the existing human resource situation of the enterprise, combine with the analysis and estimation of the enterprise's business development strategy, consider the future needs and supply of human resources, and how to closely integrate HR strategy with corporate culture.

2、组织结构设计：根据企业战略目标、资源状况、现有的核心流程以及同行企业的佳实践模式，分析公司的组织结构，设计企业组织机构。

2. Organizational structure design: Based on the company's strategic goals, resource status, existing core processes, and best practice models of peer enterprises, analyze the company's organizational structure and design the enterprise's organizational structure.

3、流程分析与流程再造：流程是组织内部的从供应商到客户的价值增长过程，流程的有效性与效率将直接影响到组织的有效性、效率与客户满意度。

3. Process analysis and process reengineering: Process is the value growth process from suppliers to customers within an organization, and the effectiveness and efficiency of the process will directly affect the organization's effectiveness, efficiency, and customer satisfaction.

4、工作分析：工作分析是人力资源管理的一项传统的核心职能与基础性工作。一份好的`职位说明书无疑是一幅精确的“企业地图”，指引着人力资源的方方面面。

4. Job analysis: Job analysis is a traditional core function and foundational work of human resource management. A good job description is undoubtedly an accurate "enterprise map" that guides all aspects of human resources.

5、基于战略的绩效管理：绩效问题是任何公司都面临的长期挑战，HR必须掌握绩效管理与绩效目标分解的工具、方法;绩效制度设计与基本操作、绩效目标设定与分解等相关知识。

5. Strategic performance management: Performance issues are a long-term challenge that any company faces, and HR must master the tools and methods of performance management and performance goal decomposition; Knowledge related to performance system design and basic operations, performance goal setting and decomposition, etc.

6、全面薪酬战略体系：薪酬的不同的要素该如何正确的组合才能有效地发挥薪酬的作用;薪酬管理有效支持公司的战略和公司价值的提升的方法和工具。

6. Comprehensive compensation strategy system: How to correctly combine the different elements of compensation in order to effectively play the role of compensation; Effective methods and tools for salary management to support the company's strategy and increase its value.

7、能力管理：建立素质模型，将素质模型应用到人力资源管理的不同领域，从而真正将人力资源管理回归到建构组织能力和人力资源开发利用上。

7. Ability management: Establish a competency model and apply it to different fields of human resource management, so as to truly return human resource management to the construction of organizational capabilities and the development and utilization of human resources.

8、招聘：制定人才选择战略，进行准确的工作分析和胜任特征分析，有效的人力资源分析与规划，应聘者的专业技能及综合能力的评估;对招聘成本的评估。

8. Recruitment: Developing talent selection strategies, conducting accurate job analysis and competency analysis, effective human resource analysis and planning, and evaluating the professional skills and comprehensive abilities of job applicants; Evaluation of recruitment costs.

9、培训体系的建立与管理：培训是促成“以人为本”的企业文化的重要手段，制定有效的年度培训计划是HR人员面临的严峻挑战

9. The establishment and management of training system: Training is an important means to promote a "people-oriented" corporate culture, and developing effective annual training plans is a serious challenge faced by HR personnel

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