Under the background of economic globalization, knowledge and networking, the competition among countries, regions and enterprises is no longer just relying on traditional ways such as increasing investment and expanding production scale. Human resources have become the fundamental factor for organizations to win competitive advantage. The following is the content of the graduation thesis on human resources that I collected for you. Welcome to read the reference!
With the development of information technology and the renewal of management theory, the extension and connotation of human resource informatization have been extended from the initial salary calculation system to the human resource management system. Through centralized database, automatic information processing, outsourcing and service enjoyment, it has gradually become an important means for enterprises to improve the efficiency of human resource management and reduce management costs.
Henan Energy and Chemical Industry Group Co., Ltd. (hereinafter referred to as "Henan Energy") is a state-owned super-large energy and chemical industry group. At present, it has more than 200,000 employees in more than ten provinces (autonomous regions and municipalities directly under the Central Government) such as Henan, Xinjiang and Shanghai, as well as Australia and other countries. With the continuous expansion of enterprise scale, the management of energy and human resources in Henan is facing a severe situation of large number of employees, frequent mobility, wide geographical distribution and complex structure. Therefore, it is an inevitable trend to promote the informatization construction of human resources and introduce the informatization management mode of human resources.
In order to ensure the success of informatization construction of human resources, Henan Energy has fully studied and absorbed the advanced practices of informatization construction of other enterprises, and summed up a set of implementation practices and safeguard measures suitable for informatization construction of large enterprise groups. The details are as follows:
First, improve the information management awareness of enterprise employees.
The informatization of human resources not only changes the management mode of human resources, but also updates the management concept of enterprises. Henan Energy attached great importance to the training of leading cadres and employees from the very beginning of informatization construction, hired external experts to give lectures on modern human resource management theory and enterprise informatization theory in various units of the group for many times, organized relevant personnel to visit and study benchmark units outside the group, incorporated informatization management into the propaganda core of corporate culture, publicized and promoted all employees of the group, unified their thinking, updated the management concept of employees, especially leading cadres, and created a learning and practice atmosphere of human resource informatization from top to bottom.
Second, improve the project management system and set up a project management organization.
Henan Energy attaches great importance to the informatization construction and brings the informatization construction of human resources into the development plan of the Group. On the one hand, a series of institutional documents are formulated to improve the project management content from the aspects of organization, personnel, assessment, training, demand, time and quality, so as to ensure the standardization and scientificity of human resources information system construction from the system. On the other hand, a multi-level human resource information project management organization has been established. At the group level, a leading group for human resources informatization has been set up, headed by the "top leader" of the group, with the heads of departments and offices such as organization, human resources, finance and development planning as members, and fully responsible for the organization and coordination of construction and implementation. Under the office, members are composed of personnel, salary, information technology and other professionals transferred from relevant departments, responsible for demand research, scheme formulation, scheme modification, progress control, data analysis (data validity check) and other special contents. Subordinate units at all levels should set up full-time human resources information system administrators to be responsible for daily maintenance such as user management, information improvement and data security.
Third, the construction of human resources information standardization system.
In order to realize the unified and centralized management of human resources information by the group company, Henan Energy set up a leading group for the standardization of human resources information, and transferred the backbone of experts into five special groups: organization and post system, post system, personnel basic information system, human resources management business process and system information audit, which were responsible for different standardization work, carried out information standardization work in different sectors and industries, and built a human resources information standardization system.
First, a unified human resources information standard has been formulated, covering information such as organization, post system and post system, which laid the foundation for centralized management and statistical analysis. Second, the "Specification and Requirements for Filling in Basic Information of Personnel in Human Resources Information System" was formulated, and unified standards were formulated for the interpretation, filling content and filling format of 256 personnel information; Thirdly, the standards and processes of human resource management are formulated, covering personnel changes, personnel contracts, personnel recruitment, training management and so on, and all human resource management processes are unified and optimized.
Fourthly, simplify the data report and improve the application value of the system.
Statistical report is an effective method and tool for information data mining and analysis. In order to simplify the difficulty of making reports, Henan Energy adopts the method of "simplification+solidification" for common reports such as fixed format statistics, roster statistics, standard statistics, etc. According to the internal business decisions of each unit, the statistics of administrative departments and the management needs of group companies, the reports collected by each unit are classified into 2 12 common reports, which are embedded and solidified in the report tool of human resources information system, thus changing the chaotic situation of one report and one report in the past.
Five, training and formation of information construction team
In order to improve the operational skills of business personnel, Henan Energy transferred business backbones to form a training lecturer group, and adopted a multi-channel, hierarchical and focused training mode, which changed from passive teaching based on scripts in the past to interactive teaching based on cases, and strengthened the exchange of experience between lecturers and students. And through the establishment of a sound training assessment mechanism, fully mobilize the enthusiasm and initiative of business personnel to learn system operation skills and problem-solving ability, effectively improve the quality and effect of training, and cultivate a compound talent team familiar with human resource management business and mastering information technology.
Sixth, adhere to demand-oriented construction.
In the process of human resource informatization construction, Henan Energy always insists on demand-oriented and "promoting construction with use", and makes it clear that human resource departments and business personnel are the driving bodies of human resource information system construction. Strengthen the close cooperation between business experts and system developers through regular meetings, exchange platforms, online documents, etc., and solve various problems in the implementation of informatization through consultation; At the same time, ensure that the main purpose of the information system is to meet the needs of users in the construction stages such as demand analysis, program development and application testing, and avoid blind pursuit of technological novelty. It improves the applicability of system functions and reduces the risk of software construction.
Seven, promote the in-depth application of information systems in enterprises.
In order to speed up the application of human resource management information system, Henan Energy standardized the project assessment system on the one hand. Starting with personnel information, salary management, contract management, software application, etc., covering indicators such as data perfection, document circulation and operational skills, formulate and issue assessment standards and detailed rules; On the other hand, it will increase rewards and punishments. According to the project implementation plan, check and accept the project promotion work regularly and irregularly according to the planned nodes, and reward the units that complete the promotion task on time with good quality and quantity; Those responsible for information distortion or delay in execution due to work mistakes will be punished or punished according to the circumstances.
Practice has proved that the success of human resources informatization construction depends on the correct cognition and acceptance of enterprise leaders on the concept of informatization management, thus promoting the comprehensive support and resource guarantee for informatization construction within enterprises and ensuring the smooth progress of informatization construction. This is a challenge for enterprise managers.
With the rapid development of society, enterprise management is also progressing, and the requirements of enterprises for human resource management are also improving. No matter what kind of enterprise, the demand for talents is great and constantly changing, so it is very necessary to redesign human resource management. If an enterprise wants to get better development, it must carry out various trainings on human resources and improve the employee assessment system accordingly. With the development of modern enterprises, their management concepts are constantly developing, and the old concepts and assessment system of human resources are no longer in line with the current development of enterprises. Therefore, the human resource management of every enterprise should also be boldly innovated and continuously improved to make the enterprise by going up one flight of stairs.
First, the necessity of redesign of human resource management in thermal power plants
As far as human resource management in thermal power plants is concerned, there are still many problems, so it is necessary to redesign human resource management in thermal power plants according to unfavorable factors. Then, the unfavorable factors existing in the process of human resource management are discussed and analyzed below.
(A) the backwardness of human resource management thought
At present, the human resource management implemented in thermal power plants is still an old-fashioned management model. Even though the previous human resource management model has been improved, the contemporary human resource management thought has not been integrated into the management of enterprises. The traditional human resource management thought is relatively backward and subjective, and there is no people-oriented management thought, nor does it progress according to scientific progress. In the human resource management of thermal power plants, we don't care about the rights of employees, but blindly emphasize that the employees present should constantly follow the arrangement plan of the enterprise. We don't arrange the training of employees in the factory, and we don't attach importance to the training of employees. Personnel management is chaotic and disorderly. Such enterprises do not have a complete set of management methods to manage. Thermal power plants do not make full use of human resources, but pay attention to the management of human resources, so enterprises cannot make progress.
(B) The human resources management department's allocation arrangement for each post is unreasonable
The work of thermal power plants is constantly changing, from complex to simple, and different jobs have different job requirements. With the change of jobs, the job content is also changing. Although the number of jobs in thermal power plants is decreasing, there are not many jobs in thermal power plants, and there are still many jobs relative to the work content. Therefore, the posts in thermal power plants can still be merged, so that the number of posts will be reduced accordingly. Therefore, the redesign of human resource management should be designed according to the changes of jobs in thermal power plants to improve the work efficiency of employees in thermal power plants.
(C) thermal power plants for the understanding of the post is not comprehensive
There are still a series of problems in human resource management of thermal power plants, such as incomplete understanding of posts. The management of human resources is limited to the scope of employees' work, and there is no clear understanding of employees' interpersonal relationship and work skills, which affects employees' cognition of jobs and the demand for talents in thermal power plants. Therefore, the rational redesign of human resource management in thermal power plants plays an important role in the management of posts and personnel in enterprises.
(D) The traditional human resource management system does not match the salary of thermal power plants.
At present, the company's salary management method is unreasonable, and the reward method for employees is extreme, which does not reflect the positive effect of salary on employees. Therefore, only a reasonable redesign of human resource management in thermal power plants can effectively improve the salary management system, which not only greatly improves the enthusiasm of employees, but also promotes the rapid development of enterprises.
Second, the principles of human resource management redesign in thermal power plants
There are many aspects of human resource management, so the work content of human resource management is also multifaceted. We should master all these aspects and start with the management and progress of human resources. According to the analysis of human resource management in thermal power plant, the principle of human resource redesign plays a vital role, so the redesign of human resource management should focus on the design of principles. According to the characteristics and advantages of employees, the principles of suitability, performance and motivation are adopted.
(A) the principle of suitability
The human resources of an enterprise assign jobs to employees according to their talents and expertise. Arrange suitable jobs for employees. We should also arrange on-the-job training for employees before they take up their posts. In the process of training, we should find out the advantages of employees, arrange the most suitable jobs for employees, and provide employees with a better platform to show themselves. If at work, employees feel that they are not suitable for this job, then they should solve it according to specific problems. Rethink what kind of work employees are suitable for and make adjustments. Only in this way can people's talents be thoroughly displayed and they can work better.
In addition, we should pay special attention to the fact that every employee's working ability will be constantly improved and improved, and the ability of employees will also change with the training during the on-the-job period. Therefore, human resource management should also change with the change of working ability, rather than being static.
(2) Performance principle
Evaluating employees' working ability according to their working ability and performance is called the performance principle. Job performance reflects the quality of employees' working ability and their political and ideological level. Paying attention to the principle of performance can not only show the political level of employees, but also reflect whether employees have moral talents. Let the talents and ethics of employees develop at the same time.
Morality and talent are becoming more and more important now, and both are indispensable. Only by paying attention to the performance principle and cultivating more and more employees with high thinking and high ability can the thermal power plant get better development.
(3) Incentive principle
Modern human resource management is obviously different from the old human resource management. In particular, modern human resource management has a better way to motivate employees. If employees want to finish their work better, they should have better motivation. The incentive policy in human resource management can reward employees with bonuses, thus promoting their enthusiasm for work and completing their work with high quality. But the incentive policy should also vary from person to person. Everyone has his own characteristics, and different incentive policies should be carried out. Only in this way can we better improve the working ability and enthusiasm of employees.
Third, the main points of human resources redesign
This paper mainly expounds the main points of human resource redesign from three aspects: job analysis, performance appraisal system and salary management system. These three relationships are interrelated.
(A) the importance of job analysis to human resource management
Human resource planning is based on job analysis. Only by carefully studying and analyzing the posts in thermal power plants can we know what kind of posts enterprises need, and establish the corresponding post system according to the required posts, so as to better improve post work. Through the analysis of jobs, find the main factors that affect work efficiency, and you will know what the work content of specific jobs is. You will also know which jobs can be deleted and which jobs can be merged. Improve the efficiency of human resources by balancing all kinds of work.
(two) according to the work content of performance evaluation.
The standard of performance appraisal is based on the work done and the completion of each work. Therefore, the performance appraisal system will directly affect the salary of employees, that is, salary.
(C) Performance appraisal is an important basis for employee compensation.
The salary of employees depends on the results of performance appraisal, especially the bonus of employees. Performance appraisal is the most important basis. Therefore, in order to make employees get reasonable returns, performance appraisal must be fair and reasonable.
In short, the above three aspects are complementary, mutually reinforcing and indispensable.
Four. conclusion
To sum up, it is necessary to study the redesign of human resource management in thermal power plants. This paper mainly introduces the necessity, suitability principle, performance principle and incentive principle of human resource management redesign, and expounds the main points of human resource management, that is, job analysis, performance appraisal and salary system are interrelated and mutually promoted. In short, in order to improve the efficiency of human resource management, it is necessary to conduct a reasonable study on the redesign of human resource management, so that enterprises can develop rapidly.
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