Which is better, human resources or financial accounting?

It depends on everyone's personality and their own special preferences, and we can't say which is good in general.

If you are good at dealing with people, go to human resources. Human resources is a flexible profession. Financial vocabulary is more about dealing with digital statements, and people need to be more careful.

Financial accounting refers to an economic management activity whose main goal is to provide economic information such as financial status and profitability to external investors, creditors and relevant government departments with economic interests through comprehensive and systematic accounting and supervision of the completed capital movement of enterprises. Financial accounting is an important basic work of modern enterprises. Through a series of accounting procedures, we can provide useful information for decision-making, actively participate in management decision-making, improve the economic benefits of enterprises, and serve the healthy and orderly development of market economy.

Under the guidance of economics and humanism, human resource management refers to a series of activities to effectively use relevant human resources inside and outside the organization through management forms such as recruitment, selection, training and salary, meet the current and future development needs of the organization, and ensure the realization of organizational goals and the maximization of member development. It is the whole process of predicting the organization's human resource demand and making a human resource demand plan, recruiting and selecting personnel and effectively organizing, evaluating performance, paying salaries and effectively encouraging, and effectively developing in combination with the needs of organizations and individuals to achieve the best organizational performance. Academic circles generally divide human resource management into eight or six modules:

1, human resource planning;

2. Recruitment and configuration;

3. Training and development;

4. Performance management;

5. Salary and welfare management;

6. Labor relations management.