First, the theoretical overview of human resource management
Human resource development refers to a series of education and training investment activities for employees to improve organizational performance and personal satisfaction. Scholar Smith thinks HRD is? Procedures for determining the best way to develop and improve the organization's human resources, and planned methods to improve performance and personnel productivity through training, education, development and leadership, so as to achieve organizational and personal goals at the same time? .
Characteristics of human resource management: the era of knowledge economy is the era of talent sovereignty, but also talent? Winner takes all? The era of. Employees are customers, and the new function of enterprise human resource management is to continuously provide customized human resource products and services for employees. The core of human resource management is how to realize the value of human capital and increase its value through the management of value chain. The strategic position of human resource management in the organization has risen. Globalization and informatization of human resource management. The task of human resource management is to establish the advantage of intellectual capital, and its function is multiple and professional.
Informatization and global economic integration make enterprises face brand-new competitive environment and management situation, and modern enterprise management mode has also changed from traditional competitive management mode based on its own resources to integrated management mode. The value and function of knowledge far exceeds that of capital, and it has become a key factor of economic development, and the object of human resource management has also changed into an intangible factor of production. The goal of human resources has changed from focusing on economic goals to focusing on the unity of economic goals and social goals.
Second, the theoretical basis of HRD-corporate culture of human resource management
The influence of culture on enterprise management activities is very obvious. From the perspective of enterprise human resources management and development, the establishment of appropriate corporate culture is directly related to the effective development and management of enterprise human resources. The important value of humanistic management thought system constructed by corporate culture theory lies not only in clarifying the unique cultural way of human resource development and management, enriching the culture of human resource development and management, but also providing theoretical basis for human resource development in enterprises. What kind of corporate culture should enterprises establish? What kind of culture is suitable for enterprises? Although many excellent enterprises have great differences in scale, industry and products, they usually have similar core values, that is, the essential feature of corporate culture is to advocate people-centered people-oriented management and oppose people-centered. See things but not people? Rational management thought advocates that cultivating progressive corporate culture and giving full play to people's main role should be the leading link of management. Take Microsoft and IBM in the United States as examples. Both companies were born under American culture, but their cultures are different. In Microsoft, the corporate culture is very? Whatever. Yes, employees wear shirts, jeans and sneakers to work casually, and their working hours and places are flexible. Employees can even work from home. Here, the hierarchical relationship between the superior and the subordinate is not very serious, and everyone works in harmony. Relatively speaking, what is the culture of IBM? Stiff? Yes, employees are well-dressed, hierarchical and bureaucratic during working hours. However, both companies have made remarkable achievements and are world-renowned benchmark companies. They always insist that the success of the enterprise is based on the effective development and management of people, and insist on? People-oriented? . This shows that the culture of an enterprise itself is not good or bad, only suitable and unsuitable. Even positive institutions and systems are not the only means to maintain the organizational culture of enterprises. The most fundamental task is to cultivate a common culture, and at the same time establish a relationship between superiors and subordinates for practicing this culture. No matter how clever and capable the boss is, if he can't work together with his employees, but holds the wand of power and system against them, then what awaits him can only be failure. This paper discusses from the perspective of human resources development that the appropriate corporate culture should be: people-oriented.
Third, the development system and mode construction of enterprise human resources development and management
Human resource management development system
1, the financial guarantee of HRD system-increasing investment in human resource management. The training and development activities carried out by employees can not only increase the personal human capital of employees, but also lay the foundation for the accumulation of human capital of the whole enterprise. Therefore, the effective employee development of an enterprise is an activity with output far greater than input. Increasing investment in human resource management is the material basis for rebuilding the human resource development system. Increasing investment in employee development is not blindly expanding investment, but should be oriented to the needs of enterprises and employees. Make a reasonable development plan and make effective investment according to the plan. With the material foundation as a guarantee, enterprises can establish their own human capital accumulation system through human resources development.
2. The "spiritual guarantee" of 2.HRD system-the motive force to strengthen human resource management. Enterprise strategy is the starting point of human resources development, and all kinds of policies of enterprises need the attention and support of all employees at all levels from formulation to implementation. In particular, enterprises should be aware of the role of outstanding talents in the formulation, implementation and maintenance of enterprise strategies, and conduct special training and development for them.
3. Content guarantee of 3.HRD system ―― Increase the demand analysis of human resource management. Training demand refers to the difference between ideal job performance and actual job performance. Enterprises can determine their internal training needs through job analysis, questionnaires and interviews, including determining the training target, training content and training form. On the one hand, increasing the training demand analysis within the enterprise is conducive to fully understanding the needs of employees, giving employees emotional care and psychological comfort in time, thus effectively motivating employees. For employees, it has increased job satisfaction and mobilized work enthusiasm; For enterprises, the relationship with employees has been consolidated? Psychological contract? , reserve the core talents for the development of the enterprise, so as to achieve a win-win result.
4. The result guarantee of 4.HRD system-strengthen the supervision and evaluation of human resource management. In order to achieve the best effect of human resources development, the supervision of human resources development by enterprises should run through the whole implementation process. By monitoring the development record system, enterprises can find the problems existing in the process of human resources development in time, and make corrections and adjustments according to the changes of the existing situation, so as to ensure that the implementation of training activities is not divorced from the strategic objectives of enterprises. When evaluating the effect of enterprise training and development, we should not only adopt scientific evaluation methods and index system, but also feedback the training results to the managers and employees in their departments in time to help employees improve their future work. For the training activities that have achieved obvious results, we should affirm them and pass them on in the future work. For the training activities with poor results, we should analyze the reasons, find out the gaps and learn lessons, so as to facilitate the improvement of training activities in the future.
Through the above four ways, we can rebuild the human resources development system of the enterprise, cultivate and maintain the stamina of the company's sustainable development and employees' self-development, thus providing guarantee for the implementation of the enterprise strategy. As long as human resource management has achieved good results, the knowledge, skills and quality of employees have been improved, so as to better meet the requirements of enterprise strategy for employees. At the same time, the reengineering of HRD system can change employees' psychology and attitude, enhance their sense of identity with the enterprise, and thus truly contribute to the enterprise as a member of the enterprise. The employee development system based on enterprise strategy reengineering can really play its role in ensuring the implementation of enterprise strategy.