人力资源管理师四级考试重点汇总文档格式.docx
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企业人力资源管理师（四级）考试重点
第一章人力资源规划
一、人力资源规划—指为实施企业的发展战略，完成企业的生产经营目标，根据
企业内外环境和条件的变化，运用科学的方法，对企业人力资源的需求和供给进
行预测，制定相宜的政策和措施，从而使企业人力资源供给和需求达到平衡，实
现人力资源的合理配置，有效激励员工的过程。
工作岗位分析
二、人力资源规划的内容：
战略规划、组织规划、制度规划、人员规划、费用规
划
三、工作岗位分析的内容：
1、对各类工作岗位的性质任务、职责权限、岗位关系、劳动条件及环境进行系
统研究。
2、界定工作范围和内容后，提出承担本岗位任务应具备的员工资格条件。
3、制定出工作说明书等岗位人事规范。
四、工作岗位分析的作用：
1、为招聘、选拔、任用合格的人员奠定了基础。
2、为员工的考评、晋升提供了依据。
3、是企业单位改进工作设计、优化劳动环境的必要条件。
4、是制定有效的人力资源规划，进行各类人才供给和需求预测的重要前提。
5、是工作岗位评价的基础，而工作岗位评价又是建立、健全企业单位薪酬的重
要步骤。
五、工作岗位分析的程序：
1、准备阶段；
2、调查阶段；
3、总结分析阶段。
六、岗位规范—即劳动规范、岗位规则或岗位标准，它是组织中各类岗位某一专
项事物或对某类员工劳动行为、素质要求等所作的统一规定。
七、工作说明书—是组织对各类岗位的性质和特征、工作任务、职责权限、岗位
关系、劳动条件和环境，以及本岗位人员任职的资格条件等事项所作的统一规定。
八、岗位规范和工作说明书区别：
1、所涉及的内容不同。
工作说明书是以岗位“事”和“物”为中心，而岗位规
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