Sign a perennial consulting agreement with customers to provide consultation and work guidance for six modules of human resource management.

1. Human resource management diagnosis and organization design
Including the analysis of the current situation of the organization; Organizational capacity assessment; Analysis of the correlation between organizational structure and business processes; The "bottleneck" analysis of the overall operation; Redesign the organizational structure; Definition of department functions, job roles and responsibilities, and establishment of job descriptions; Key performance measures optimized by the company and department; Establish appropriate monitoring process; Organization optimization, design implementation scheme, etc.

2. Human resource planning
Including evaluating the current situation of human resources of the enterprise; Refine short-term and medium-term objectives, policies and strategies of enterprise human resources; Analyze the demand and supply of human resources, guide job analysis, and assist in the preparation of job evaluation and job description.

3. Salary system evaluation and optimization
Including the evaluation of the existing salary system; Assessment of legal risk of salary structure; Salary system optimization and design
4. Establish performance management system
Evaluate the current assessment system of customers; Refine the KPI system; Performance management system design; Performance capability improvement system (organically combine management methods such as target management, plan management, performance management and qualification to improve the operation performance of the enterprise)

5. Employee internal training
According to the customer's annual training plan needs or the current situation in the management team, develop personalized training programs to meet the customer's exclusive training needs.

6. Labor dispute risk management
Assign experienced professionals to the workplace for on-site observation and diagnosis, and provide optimization suggestions on labor contract management, wage accounting, social insurance, employee turnover management, etc. It can prevent labor dispute risks in advance and help enterprises establish stable and harmonious labor relations.

7. Competency based talent evaluation technology
Competency is a distinctive psychological quality that distinguishes general performance from excellent performance, including implicit psychological abilities such as personality traits, professional values, and achievement motivation.