Human resource management (Human Resource Management,HRM) refers to a series of activities that enterprises effectively acquire, utilize, develop, motivate and maintain their employees in order to achieve organizational and personal goals. Human resource management is a basic and strategic work within the enterprise, its main characteristics are the following:

People-oriented. Human resource management emphasizes that employees are the most important asset of an enterprise and the source of its competitive advantage. Therefore, it is necessary to respect the value, needs and development of employees and improve their satisfaction and loyalty.

comprehensiveness. Human resource management involves all aspects of employees in the enterprise, including recruitment, training, assessment, compensation, benefits, relationships, security, etc., requiring the overall coordination of various activities to form an effective system.

Continuity. Human resource management is a dynamic process, which should be constantly adjusted and improved according to the enterprise strategy and environmental changes to adapt to internal and external needs and achieve long-term development.

Participatory. Human resource management requires employees to actively participate in various activities, express their opinions and suggestions, enjoy certain autonomy and decision-making power, and enhance their sense of responsibility and belonging.

The purpose of human resource management is to achieve organizational and personal goals by effectively developing and utilizing human resources, improving organizational performance and competitiveness. In order to achieve this goal, human resources management mainly includes the following aspects:

Human resource planning. It refers to the prediction and determination of the quantity, quality, structure and configuration of human resources required according to the enterprise strategy and market demand, and the formulation of corresponding strategies and measures.

HR recruitment and allocation. It refers to attracting and selecting suitable employees through various channels and methods, and arranging them to suitable positions.

Human resources training and development. It refers to the improvement of employees' knowledge, skills, abilities and qualities through various forms and methods, and the promotion of employees' career planning and development.

Human resources assessment and motivation. It refers to the evaluation of employees' work performance by setting reasonable goals and standards, and giving corresponding rewards or punishments according to the assessment results.

HR compensation and benefits. It refers to the determination of employees' wages, bonuses, allowances and other income according to their work value, performance level and market level, and the provision of various insurance, subsidies, holidays and other benefits.

Human resources relations and security. It refers to the establishment and maintenance of good communication, coordination, cooperation and consultation mechanisms to deal with and resolve various problems and conflicts between employees and enterprises, and to protect the legitimate rights and interests of employees.

Human resources management methods are mainly the following:

Scientific management law. It refers to the use of scientific principles and methods to quantitatively analyze, measure, evaluate and control human resources in order to improve the efficiency and effectiveness of human resource management.

Behavioral Science Law. It refers to the use of psychology, sociology and other behavioral science theories and techniques to study the behavioral characteristics, motivation, attitude and satisfaction of employees in order to improve the humanization and flexibility of human resource management.

System management method. It refers to the enterprise as an organic whole that is interrelated and influenced by various elements, and uses system analysis, system design, system evaluation and other methods to plan, coordinate and optimize human resources as a whole, so as to improve the synergy and innovation of human resource management.

Strategic management law. According to the mission, vision and objectives of the enterprise, combined with the changes in the external environment and the competitive situation, the formulation and implementation of the corresponding human resources strategy, in order to improve the forward-looking and competitive human resources management.

Enterprise external brain service consulting (Enterprise Brain Service Consulting,EBSC) refers to a service that provides solutions or suggestions for specific fields or problems for enterprises by professional institutions or individuals. Enterprise external brain service consulting is an external professional and project-oriented service, its main features are the following:

Professionalism. Enterprise external brain service consulting has strong professional knowledge and experience, and can use professional methods and tools to conduct in-depth analysis and diagnosis of the problems faced by enterprises, and put forward feasible solutions or suggestions.

Objectivity. Enterprise external brain service consulting is not affected by internal interests, emotions, practices and other factors, and can make an objective and comprehensive evaluation of the enterprise from a neutral and fair point of view, and put forward opinions in line with the actual situation.

Innovative. Enterprise external brain service consulting has strong innovation ability and thinking mode, can combine the latest theory and practice, innovative design and improvement of enterprises, and introduce advanced concepts and technologies.

Project. Enterprise external brain service consulting has clear objectives, scope, time, cost and other elements, which are managed and controlled in accordance with standardized and standardized processes, and project results are used as the standard for service delivery.

The purpose of enterprise external brain service consulting is to help enterprises solve specific fields or problems and improve their management level and competitiveness by providing professional, objective, innovative and project-oriented services to enterprises. In order to achieve this goal, the enterprise external brain service consultation mainly includes the following aspects:

Management consulting. It refers to providing systematic, comprehensive and forward-looking management solutions or suggestions for enterprise strategic planning, organizational structure, process optimization, quality management, cost control, risk management, etc.

Technical advice. It refers to providing professional, practical and advanced technical solutions or suggestions for enterprise product research and development, technological innovation, technology transfer, technical standards, technical evaluation, etc.

Information consulting. It refers to providing scientific, efficient and secure information solutions or suggestions for enterprise information system construction, information resource development, information security, information strategic planning, etc.

Market consulting. It refers to providing objective, accurate and creative market solutions or suggestions for enterprise market research, market analysis, market planning, market promotion, market monitoring, etc.

Human resources consulting. It refers to providing comprehensive, continuous and participatory human resources solutions or suggestions for enterprise human resources planning, recruitment and allocation, training and development, assessment and incentive, compensation and benefits, etc.

There are several main methods of enterprise external brain service consulting:

diagnostic method. It refers to the collection and analysis of enterprise-related data and information to identify and locate the problems of the enterprise, and find out the root causes and influencing factors of the problems.

The proposed law. Refers to the diagnosis results, combined with professional knowledge and experience, to the enterprise to improve or solve the problem of the program or recommendations, and explain its feasibility and effectiveness.

Implementation of the Act. Refers to assist enterprises to implement improvement or problem-solving programs or recommendations, and to monitor and evaluate the implementation process and results, to provide the necessary support and guidance.

The Training Act. It refers to the organization and development of various forms of training activities to improve the knowledge, skills and abilities of employees, and enhance their awareness and attitudes towards improvement or problem solving.

From the above analysis, it can be seen that human resource management and enterprise external brain service consulting are both different and related, and can complement and promote each other. Specifically, the differences between them are mainly manifested in the following aspects:

The subject is different. Human resource management is a work performed by the human resources department or other relevant departments within the enterprise, while external brain service consulting is a service provided by external professional institutions or individuals.

The scope is different. Human resource management mainly involves employees in all aspects of the enterprise, and the enterprise outside the brain service consulting can involve enterprises in all areas or aspects of the problem.

The nature is different. Human resource management is a continuous and stable work, its goal is to achieve long-term development, and the enterprise outside the brain service consulting is a temporary and variable service, its goal is to achieve short-term benefits.

form is different. Human resource management is usually managed in the form of internal communication, coordination and cooperation, while enterprise external brain service consulting usually uses external entrustment, contract, delivery and other forms of service.

The links between them are mainly manifested in the following aspects:

Same purpose. Human resource management and enterprise external brain service consulting are to improve the management level and competitiveness of enterprises, to achieve the development goals of enterprises.

Content related. Human resource management and enterprise external brain service consulting involve all aspects of human resources, such as planning, recruitment, training, assessment, motivation, etc., but the focus and depth are different.

method interoperability. Human resource management and enterprise external brain service consulting can use scientific management method, behavioral science method, system management method, strategic management method and other methods, but the application scenario and effect are different.

Complementary effects. Human resource management and enterprise external brain service consulting can produce positive effects, such as improving employees' ability, satisfaction, loyalty, etc., but the scope and duration of influence are different.

In order to better explain the difference and connection between human resource management and enterprise external brain service consulting, the following shows the application and value of enterprise external brain service consulting in human resource management in combination with the customer case of Shangpu Consulting Company.

Shangpu Consulting Company (Shangpu Consulting Co., Ltd.) is a professional enterprise external brain service consulting organization, headquartered in Beijing, with a team of senior experts and consultants to provide customized solutions and suggestions for enterprises in all walks of life. Champu Consulting has rich experience and excellent performance in human resources management. The following are some typical cases:

Case 1: a large manufacturing enterprise human resources planning consulting. The company is a state-controlled listed company, mainly engaged in the production and sales of auto parts, with nearly 10,000 employees, but due to fierce market competition and rapid technological change, the company is facing unreasonable human resource structure, serious brain drain, High labor costs and other issues. The enterprise entrusts Shangpu Consulting Company to carry out human resource planning consultation, hoping to improve the quality and efficiency of employees and reduce labor costs and risks by optimizing the structure and allocation of human resources. Champ Consulting has adopted the following approach:

diagnostic method. Through questionnaires, interviews, data analysis and other ways, Shangpu Consulting Company collected and analyzed the data and information of the enterprise's strategic objectives, organizational structure, post setting, staff quantity, quality, structure, configuration and other aspects, and made a diagnosis and evaluation, and found the following problems:(1) the enterprise's human resources planning is not scientific and systematic, there is no dynamic adjustment according to market demand and technological development;(2) the enterprise's human resource structure is unreasonable, and there are some phenomena such as older employees, lower education background and skill bias;(3) the enterprise's human resource allocation is unreasonable, and there are some phenomena such as unbalanced employee distribution, low utilization rate and weak matching degree;(4) the enterprise's human resource incentive mechanism is not perfect, there is a low level of employee compensation.

The proposed law. According to the diagnosis results, combined with professional knowledge and experience, Shangpu Consulting Company put forward the following suggestions to the enterprise:(1) establish a scientific human resource planning system, clarify the objectives, principles, processes and responsibilities of human resource planning, regularly carry out human resource demand forecast and supply analysis, and make dynamic adjustments according to market changes and technological development;(2) optimize the structure of human resources, formulate reasonable structural standards such as age, education, skills, etc., and improve the quality and diversity of employees through recruitment, training, elimination, etc.;(3) Reasonable allocation of human resources, formulation of effective job analysis and job evaluation systems, according to job requirements Match and allocate with employee capabilities to improve employee utilization and adaptability;(4) Improve human resource incentive mechanism, develop a fair compensation system and assessment system, reward or punish employees according to their work value and performance level, and improve employee satisfaction and loyalty.

Implementation of the Act. Champ & Co. assists the enterprise in implementing the above recommendations, and monitors and evaluates the implementation process and results, providing necessary support and guidance. Specifically, Shangpu Consulting Company implements the following methods:(1) Formulate detailed implementation plans and plans, clarify implementation objectives, scope, time, cost, quality and other elements, and decompose them into specific tasks and steps;(2) Organize a professional implementation team, including experts and consultants of Shangpu Consulting Company and relevant persons in charge and employees of the company, and clarify their respective responsibilities and powers;(3) Adopt the method of project management to monitor and control the implementation process, and solve the problems and risks encountered in a timely manner;(4) Adopt the method of effect evaluation, test and evaluate the implementation results, and improve and perfect according to the feedback.

The Training Act. By organizing and conducting various forms of training activities, Shangpu Consulting improves the knowledge, skills and abilities of relevant leaders and employees of the enterprise in human resource planning, and enhances their awareness and attitude towards improving or solving problems. Specifically, Shangpu Consulting Company conducts training in the following ways:(1) Design appropriate training content and methods, and select appropriate training topics, forms, methods, time, etc. according to different objects and needs;(2) Invite senior Trainers or experts use case analysis, role play, group discussions and other methods to impart theoretical knowledge and practical skills, and interact with participants;(3) Evaluate the training effect by means of assessment test or feedback questionnaire, and summarize and improve according to the evaluation results.

Through the human resource planning consulting service of Shangpu Consulting Company, the enterprise has achieved remarkable results in one year. The specific performance is in the following aspects:(1) the enterprise has established a scientific human resource planning system, and regularly carries out human resource demand forecast and supply analysis, so that the human resource planning is more in line with market demand and technological development;(2) the enterprise has optimized the human resource structure, through recruitment, training, elimination and other ways, so that the age, education, skills and other structures of employees are more reasonable, improve the quality and diversity of employees;(3) The enterprise has rationally allocated human resources, and through effective job analysis and job evaluation system, the matching and adaptability of employees and positions have been greatly improved, and the utilization rate and efficiency of employees have been improved;(4) The enterprise has improved the incentive mechanism of human resources, and through a fair salary system and assessment system, make employee pay levels and performance levels more consistent, improve employee satisfaction and loyalty. These effects not only save a lot of human costs and risks for the enterprise, but also increase a lot of human capital and competitive advantage for the enterprise.

Case two: a medium-sized service enterprise human resources training and development consulting. The company is an organization specializing in education and training services. It mainly provides guidance and guidance for various examinations. It has nearly 1,000 employees. However, due to fierce market competition and diverse customer needs, the company is facing insufficient staff ability, slow knowledge update, and Low service quality. The enterprise entrusts Shangpu Consulting Company to carry out human resources training and development consultation, hoping to improve the knowledge, skills, ability and quality of employees, and promote the career planning and development of employees. Champ Consulting has adopted the following approach:

diagnostic method. Through questionnaires, interviews, data analysis and other methods, Shangpu Consulting Company collected and analyzed the data and information of the enterprise's strategic objectives, organizational structure, post setting, staff quantity, quality, structure, configuration and other aspects, and made a diagnosis and evaluation, and found the following problems:(1) the enterprise's human resources training and development lack planning and systematicness, no analysis and design according to the current situation and needs of employees;(2) The enterprise's human resources training and development lacks professionalism and effectiveness, and does not use effective methods and tools to carry out targeted and effective training and development for employees;(3) The enterprise's human resources training and development lacks continuity and innovation, and has not been updated and improved according to market changes and customer needs;(4) the enterprise's human resources training and development lack of participation and motivation, did not fully mobilize the initiative and enthusiasm of employees to participate in training and development.

The proposed law. According to the diagnosis results, combined with professional knowledge and experience, Shangpu Consulting Company puts forward the following suggestions to the enterprise:(1) Establish a standardized human resource training and development system, clarify the objectives, principles, processes and responsibilities of human resource training and development, and analyze and design according to the current situation and needs of employees;(2) Adopt professional human resource training and development methods and tools, according to different objects and objectives, select the appropriate training content, form, method, time, etc., and use case analysis, role play, group discussion and other methods to improve the training effect.

Implementation of the Act. Champ & Co. assists the enterprise in implementing the above recommendations, and monitors and evaluates the implementation process and results, providing necessary support and guidance. Specifically, Shangpu Consulting Company implements the following methods:(1) Formulate detailed implementation plans and plans, clarify implementation objectives, scope, time, cost, quality and other elements, and decompose them into specific tasks and steps;(2) Organize a professional implementation team, including experts and consultants of Shangpu Consulting Company and relevant persons in charge and employees of the company, and clarify their respective responsibilities and powers;(3) Adopt the method of project management to monitor and control the implementation process, and solve the problems and risks encountered in a timely manner;(4) Adopt the method of effect evaluation, test and evaluate the implementation results, and improve and perfect according to the feedback.

The Training Act. By organizing and conducting various forms of training activities, Shangpu Consulting improves the knowledge, skills and abilities of relevant leaders and employees of the enterprise in human resources training and development, and enhances their awareness and attitude towards improvement or problem solving. Specifically, Shangpu Consulting Company conducts training in the following ways:(1) Design appropriate training content and methods, and select appropriate training topics, forms, methods, time, etc. according to different objects and needs;(2) Invite senior Trainers or experts use case analysis, role play, group discussions and other methods to impart theoretical knowledge and practical skills, and interact with participants;(3) Evaluate the training effect by means of assessment test or feedback questionnaire, and summarize and improve according to the evaluation results.

Through the human resources training and development consulting services of Shangpu Consulting Company, the enterprise has achieved remarkable results in half a year. The specific performance in the following aspects:(1) the enterprise has established a standardized human resources training and development system, and according to the current situation and needs of employees to analyze and design, so that human resources training and development more in line with the personalized and differentiated;(2) the enterprise has adopted professional human resources training and development methods and tools, and the use of effective training means, the knowledge, skills, abilities and qualities of employees have been significantly improved;(3) The company has updated the content of human resources training and development, and improved according to market changes and customer needs, so that employees' knowledge is more novel and service quality is more efficient;(4) The company has mobilized the initiative and enthusiasm of employees to participate in human resources training and development, and given appropriate incentives, make employees more satisfied with training and development. These effects not only improve the ability and quality of employees for the enterprise, but also increase the trust and satisfaction of customers for the enterprise.

Case 3: human resources assessment and incentive consultation of a small start-up enterprise. The company is an organization specializing in Internet financial services. It mainly provides loans, financial management, insurance and other services for individuals and small and micro enterprises. It has nearly 100 employees. However, due to the entrepreneurial stage and team size, the company is facing low employee performance, Incomplete incentive mechanism and high employee mobility. The enterprise entrusts Shangpu Consulting Company to carry out human resources assessment and incentive consultation, hoping to evaluate the work performance of employees by setting reasonable goals and standards, and give corresponding rewards or punishments according to the assessment results. Champ Consulting has adopted the following approach:

diagnostic method. Through questionnaires, interviews, data analysis and other methods, Shangpu Consulting Company collected and analyzed the data and information of the enterprise in terms of strategic objectives, organizational structure, post setting, staff quantity, quality, structure, configuration and so on, and made a diagnosis and evaluation, and found the following problems:(1) the enterprise's human resources assessment and motivation are not scientific and reasonable, not according to the enterprise strategy and job requirements to formulate clear objectives and standards;(2) the enterprise's human resources assessment and incentive lack of fairness and transparency, did not use objective methods and tools to make a fair and comprehensive evaluation of employees, and timely feedback results;(3) the enterprise's human resources assessment and incentive lack of effectiveness and incentive, not according to the employee's performance level and market level, determine appropriate rewards or punishments and implement them in a timely manner.

The proposed law. According to the diagnosis results, combined with professional knowledge and experience, Shangpu Consulting Company puts forward the following suggestions to the enterprise:(1) Establish a scientific human resource assessment and incentive system, clarify the objectives, principles, processes and responsibilities of human resource assessment and incentive, and formulate clear objectives and standards according to the enterprise strategy and post requirements;(2) Adopt fair human resource assessment and incentive methods and tools, according to different objects and objectives, select the appropriate assessment content, form, method, time, etc., and use quantitative or qualitative methods and tools to make a fair and comprehensive evaluation of employees, and timely feedback the results;(3) adopt effective human resources assessment and incentive methods, and determine appropriate reward or punishment methods according to the performance level and market level of employees, and implement them in a timely manner. Rewards can include material rewards (e. g., wages, bonuses, allowances, etc.) and non-material rewards (e. g., praise, promotion, training, etc.), and punishments can include material punishments (e. g., deductions, fines, demotions, etc.) and non-material punishments (e. g., criticisms, warnings, dismissals, etc.).

Implementation of the Act. Champ & Co. assists the enterprise in implementing the above recommendations, and monitors and evaluates the implementation process and results, providing necessary support and guidance. Specifically, Shangpu Consulting Company implements the following methods:(1) Formulate detailed implementation plans and plans, clarify implementation objectives, scope, time, cost, quality and other elements, and decompose them into specific tasks and steps;(2) Organize a professional implementation team, including experts and consultants of Shangpu Consulting Company and relevant persons in charge and employees of the company, and clarify their respective responsibilities.

The Training Act. Through organizing and carrying out various forms of training activities, Shangpu Consulting Company improves the knowledge, skills and abilities of relevant leaders and employees of the enterprise in human resources assessment and motivation, and enhances their understanding and attitude towards improving or solving problems. Specifically, Shangpu Consulting Company conducts training in the following ways:(1) Design appropriate training content and methods, and select appropriate training topics, forms, methods, time, etc. according to different objects and needs;(2) Invite senior Trainers or experts use case analysis, role play, group discussions and other methods to impart theoretical knowledge and practical skills, and interact with participants;(3) Evaluate the training effect by means of assessment test or feedback questionnaire, and summarize and improve according to the evaluation results.

Through the human resources assessment and incentive consulting services of Shangpu Consulting Company, the enterprise has achieved remarkable results in three months. The specific performance is in the following aspects:(1) the enterprise has established a scientific human resources assessment and incentive system, and formulated clear objectives and standards according to the enterprise strategy and job requirements, so as to make the work objectives of employees clearer and more specific;(2) the enterprise has adopted fair human resources assessment and incentive methods and tools, and used objective methods and tools to make a fair and comprehensive evaluation of employees, and timely feedback the results, so that the staff's work performance is more quantifiable and comparable;(3) the enterprise adopts effective human resources assessment and incentive methods, and according to the staff's performance level and market level, determine the appropriate reward or punishment, and timely implementation, so that the staff's work incentive is more reasonable and powerful;(4) The company mobilized the initiative and enthusiasm of employees to participate in human resources assessment and incentives, and gave appropriate incentives to make employees more recognized and satisfied with the assessment and incentives. These effects not only improve the performance level and service quality of employees, but also reduce the turnover rate and recruitment costs for the enterprise.

The above are some typical cases of Shangpu Consulting Company in human resource management, from which we can see that enterprise external brain service consulting has an important role and value in human resource management. Through the enterprise external brain service consultation, enterprises can learn from the professional knowledge and experience of external professional institutions or individuals, conduct in-depth analysis and diagnosis of their own problems, and obtain effective solutions or suggestions. At the same time, enterprises can also take advantage of the objectivity, innovation and project nature of external professional institutions or individuals to objectively evaluate and innovate and improve themselves, and take the project results as the standard of service delivery. In addition, enterprises can also improve their ability and level in human resource management and enhance their competitive advantage in the market through the assistance, support and guidance of external professional institutions or individuals.

In short, human resource management and enterprise external brain service consulting are two different but interrelated management methods. They are both different and related, and can complement and promote each other. Human resource management is a basic and strategic work within an enterprise, the purpose of which is to improve organizational performance and competitiveness through effective development and utilization of human resources, and to achieve organizational and personal goals. Enterprise external brain service consulting is an external professional and project-oriented service. Its purpose is to help enterprises solve specific fields or problems and improve enterprise management by providing professional, objective, innovative and project-oriented services to enterprises. Level and competitiveness. The difference between the two is mainly manifested in the main body, scope, nature and form, while the connection is mainly manifested in the purpose, content, method and effect. Therefore, enterprises should be based on their own actual situation and needs, reasonable selection and use of human resources management and enterprise external brain service consulting, in order to achieve the best management effect.