1. Improvement of human resources and demand.
1, human resources status of the company.
At the beginning of 20 15, the total number of employees in the company was, including senior managers, middle managers, ordinary managers and ordinary employees. Senior title name, intermediate title name, junior title name, and professional title qualification certificate name.
2, the improvement of human resources demand.
After a year's continuous efforts, the Human Resources Department selected and introduced all kinds of professional management talents through various channels, including senior management talents, middle management talents (including deputy managers and supervisors), professional and technical talents and ordinary administrative workers, and introduced all kinds of talents throughout the year, increasing the number of people year-on-year? .
Judging from the work of new employees, they generally adapt to the company culture and management.
Management mode and professional skills within the scope of job responsibilities require that the overall quality of employees has been significantly improved. At present, the company's manpower situation and structure have also been significantly improved, which can basically meet the manpower needs of the company's project development and operation management. In particular, new employees in individual management positions can quickly enter their job roles, fulfill their job responsibilities, professional skills and management ability requirements, and shoulder the leadership positions in major middle-level positions side by side, which has been recognized and affirmed by the company's top management.
Second, establish an open and innovative human resource management system.
Today's society is an information society, an open market society and a society of talent competition. Whoever has an open and innovative human resource management concept and system will have the core advantages of first-class human resources and talent competition. Only in this way can we promote the optimization, reform and implementation of the human resources system. The specific method is as follows:
1. Establish a basic human resource management framework.
(1) Define the work scope, responsibilities and management authority of the Human Resources Department.
In the first half of 20 12, the human resources department was officially separated from the comprehensive department. At that time, there was only one department manager, and everything had to start from scratch, such as forming a team, determining the framework, sorting out the scope of work, responsibilities, authority, processes, and even the post responsibilities of all departments, branches and project departments of the company. Let employees know their job responsibilities, work content, work authority, working conditions and necessary work skills, as well as the connection and responsibility relationship of related posts.
Up to now, the human resources department has managed and operated new employees in strict accordance with the standardized entry process, basically achieving the goal of from non-standardization to standardization, from non-process treatment to fixed process management, building a basic human resources management framework and initially establishing a set of department management modules.
(2) Refinement of daily human resource management
Since the second half of this year, the human resources department has extended the daily human resources processing to the refined management process on the basis of running the management module. That is to say, every employee in the human resources department, including the branch and the project department, what time period and work content they deal with every day are fixed in the post processing flow of the department, and they are all specific contents that must be completed and updated every day. Let employees form a strict working procedure, and really let the company's human resources management rise to the internal management of the department. The work is planned, targeted and standardized.
(3) Initially establish a human resource management system.
Legal norms are the basic management conditions for companies to employ and retain people, and also the basic yardstick for human resource management. This year, various management systems of human resources management have been established and improved, such as employee handbook, attendance management system, personnel management system, standard labor contract, salary management system (note: it needs to be further improved and supplemented to establish a salary management system that is truly suitable for the company's current situation), procedures for new employees to join, hire, transfer and leave, and adjustment and determination of the company's organizational structure.
At present, the human resources department can carry out its work in an all-round way according to the established management system and process. In terms of system implementation, we have adopted the principle of taking things as the foundation rather than people as the foundation, and provided personalized service for employees as much as possible, so that employees can personally experience the humanized service management effect of the company's human resources department.
(4) Realize the dynamic management mode of filing and networking employees' personal information resources.
At the beginning of the year, on the basis of employee personal information management, an employee personal information management platform was established. Firstly, establish employee personal information file management, and implement first-level management procedures for all departments, branches and project departments of the company, with strict employee flow process. Where employees are transferred, personal file management will be moved. Secondly, classified employee information file management, according to professional categories and management positions, professionals and managers have formulated corresponding classified management standards. Finally, implement the system of keeping, using and destroying personnel files. In the company, personnel files can be provided and used, which makes the personnel files have specific management procedures for consulting, reading, issuing certification materials and providers, and realizes the dynamic management mode of filing and networking of employee personal information resources.
Third, through the introduction of talents, improve and meet the company's demand for various professional management talents.
Due to the rapid expansion of the company's development scale in the past three years, there has been a sharp demand from management to employees in basic management positions, and even professionals in project development and construction. In order to meet the company's current rapid demand for all kinds of talents, the human resources department has increased its recruitment efforts from the following aspects:
1. Expanding recruitment channels is conducive to introducing all kinds of talents.
From a single internal staff introduction, it has expanded to online recruitment, campus recruitment, professional job fairs and even joint recruitment with local human resources departments. Specific cooperation websites include Building Talent Network, Zhaopin.com, Space-based Talent Network, Talent Network and Market Gathering Network. The cooperative colleges include "* * University of Technology" and "School of Finance and Economics" to realize the channel of talent information resources, and to demand that kind of talents at any time, and to screen the existing talent information resource database at any time to match the talents needed by the company.
2. Encourage internal employees and actively recommend talents for special positions in the company. Because the company has different special positions such as cashier, seal administrator, material clerk and storekeeper in the process of project development and operation management, from the perspective of entering people, the company clearly stipulates that it must be recommended internally and the company leaders strictly control it. Therefore, for these special positions, we have further tightened the customs clearance procedures in cooperation with the company, optimized the selection within the conditions of candidates with clear personal background investigation, outstanding professional skills and high comprehensive quality, and truly selected our special talents to match the appropriate positions.
Fourth, actively carry out the dynamic management of employees' thoughts and stabilize the workforce.
This year, the human resources department cooperated with the top management of the company to carry out a series of work on the dynamic management of employees' thoughts. For example, when a new employee joins the company, the human resources department should provide the employee with basic pre-job training, and convey the company culture, company management mode, company concept and company development vision to the new employee in advance. Let employees enter the working state with full work enthusiasm and clear work goals and job development vision. The humanistic culture we advocate is that "a day's work is a happy day, even if you are tired, you are doing a happy job." Let employees work happily, share happily, cooperate happily, grow happily and have a sense of accomplishment. In this way, with a stable mentality and a happy state, you can devote yourself to your work.
Secondly, the human resources department follows up the management of the department manager in time. If we find that the employees of the department have ideological fluctuations or unresolved problems in their work and life, the human resources department will cooperate with the department manager in time to do a good job in employee communication, heart-to-heart, counseling, service and all-round help, and solve them in place.
After one year's efforts, although the Human Resources Department has made the above achievements, there is still a certain gap from the company's human resources strategic management requirements, which needs to be improved on the basis of six modules management, and should focus on the specific work of other modules. Such as employee training and development, performance management, salary management, etc. On the basis of the original management, we will strive to improve and supplement the talent training and development management mechanism, performance management system and salary management system suitable for the current company management, and make contributions to the company's development. Strive for 20 14 human resource management to reach a new level and create new achievements.
V. Basic working ideas of 20 14
In 20 14, the human resources department will face an important year of overall management upgrading and whether the development strategy matches the human resources strategy. This year, human resource management is a very important management part of the human resources department. It not only requires the human resources department to enter the stage of standardized management in daily management and operation, but more importantly, on the basis of six modules of management, it should focus on job performance appraisal and salary design to get out of its own management highlights, and combine talent introduction to create an advantage signboard to attract professional and management talents. The basic working ideas of 20 14 are reported as follows:
1, enhance management awareness, from talent management to talent management.
At present, the company is in the high-speed growth period, especially in the operation and management of 20 14, the company will face an important problem, that is, it needs a large number of professional and management talents to break through the talent bottleneck in operation and management. From a certain talent management level to talent management level, and then from talent management level to talent strategy level.
Summarizing the company's human resource management work in recent years, we are thinking about several issues. Why is the company short of talents? Why can't the company keep talents? Why do the talents valued by the company lose again and again? How to attract talents? How to cultivate talents? How to tap talents? How to motivate talents? How to avoid using the wrong talents? How to make good use of people? How to gather talents from all over the world for our use? How to reduce the cost of using talents? These problems are realistic problems that our human resources department must think about and face. It is more necessary to challenge the management of 20 14 human resources department with the strong support of company leaders, through our pragmatic and down-to-earth work, with the vision of strategic planning talents, meticulous management attitude and systematic management concept.
2. Continuously improve various work systems and processes, and establish perfect human resource management.
system
Human resource management, like finance, quality and construction management, must form a system to ensure its effective and complete functions. Therefore, the human resources department must carry out block management within the framework of the human resources management system and establish a complete six-module management system, which is the premise of effectively carrying out the work of the human resources department. Next year, we will start the work of the human resources department from the following aspects:
1, reset the organizational structure of the head office.
Establishing the organizational structure of the company is the fundamental basis for the promotion and management of the human resources department.
Combined with the short-term development plan of 3-5 years made by the head office, branches and project department, especially the development goal of the head office and the strategic means to achieve the goal next year, combined with the existing company organizational structure, a new organizational structure of 20 14 was designed to ensure the smooth development of all the work in the early stage of human resources.
2. Establish job grades
According to the new organizational structure, determine the company management mode and management system,
Including the setting of each post, division of labor, work interface, management route, organizational level and the relationship between superiors and subordinates, and clearly define the level, responsibilities and rights of each post, and establish the post level, which provides a basic basis for supplementing and perfecting the design of "salary management system".
3. Revise job responsibilities and post preparation.
According to the newly determined organizational structure of the company, the position, job functions, assigned tasks, job responsibilities and necessary qualifications of each post in the management organization. , and combined with the relevant department managers, revise the job responsibilities of each position again.
On the basis of determining the job responsibilities of each post, carry out post analysis, evaluate the workload, analyze the number of people needed for the organizational structure in the whole management process, and determine the post establishment.
4. Redefine the work authority and workflow.
In line with the overall internal operation management plan of the Head Office next year, and in combination with the newly defined post responsibilities in 20 14, further define and clarify the division of authority among managers, auditors, recheckers and approvers in each transaction processing flow, and establish the workflow, but pay attention to the docking of work joints and the positioning among companies, departments and employees. In short, the post authority is clear and the work flow is standardized.
5. Formulate performance appraisal management measures.
Summarize the company's experience in assessing all employees at the end of 20 13, and solicit public opinions extensively.
On the basis of suggestions from various departments, branches and project departments, the Management Measures for Performance Appraisal, which is suitable for the management situation of our company, is formulated as an important means of internal operation management, and a group of outstanding employees are promoted and reused through the linkage of appraisal with rewards and punishments, appointment, promotion and salary increase. Spiritual rewards can also be used to commend employees, incentive funds can also be set as incentive mechanisms, and opportunities for promotion and salary increase or overseas training and study can also be used to make employees want, look forward to and look forward to.
6. Complement and improve the salary management system.
Understand the basic salary level of real estate industry and enterprises of the same scale through the market, and evaluate the operation effect of the company. According to the company's distribution principle, combined with the company's budget plan for next year and the current salary management system, what are the missing and unreasonable parts to supplement and improve. By adjusting and modifying the regulations, the salary management becomes more reasonable, which can activate the work passion of employees and better reflect the attractive advantages of Huameilong salary structure.
6. Establish and improve the safeguard mechanism.
According to the company's employment purpose, the human resources department should cooperate with the company's top management and administrative and legal departments to study and formulate various welfare policies as an extension of the salary mechanism. Make employees have clear policy attraction in promotion, health, study, training, pension, housing, children's schooling, etc., and formulate specific welfare management measures suitable for company development and internal management. Attract and retain talents from the emotional aspect, let employees live and work in peace and contentment, form a mechanism to protect employees, and fully reflect the company's humanistic care and corporate culture characteristics.
7. Pay attention to staff training and talent reserve.
In order to ensure that employees can keep up with the development of the company, employees are also required to be suitable.
The human resources department should conduct targeted training and learning for employees according to the requirements of higher positions in the company, combined with their professional skills and actual management level, formulate feasible training plans and implementation plans according to factors such as different positions, departments, majors and different needs, and link the training results with opportunities such as salary and promotion, so as to establish a sustainable reserve talent echelon with emphasis.
3. Continue to broaden recruitment channels and intensify talent recruitment.
Next year's talent recruitment work, the human resources department should closely focus on the company.
Exhibition strategy and operation strategy, provide a strong talent guarantee goal, increase the intensity of work, broaden the recruitment channels, and further promote the professional and management talents that the company urgently needs to recruit.
1, find out the talent demand and determine the recruitment focus. In order to enhance the pertinence and effectiveness of talent introduction, we will conduct a comprehensive survey and find out the talent needs of all departments and project departments of the company, and strive to attract all kinds of talents in line with the company's culture and business model, company system and mechanism, company management system, company team organization and company business development concept in line with the principle of "clear planning, key recruitment, total control and urgent priority". Let newcomers "get in, stay and develop".
2. Use various recruitment channels to publish recruitment information to ensure the recruitment effect. In terms of recruitment channels, make full use of campus recruitment, headhunting companies, on-site job fairs, internal recommendations, media advertisements, professional recruitment websites, etc. Publish recruitment information.
3. According to the employer and the recruitment position, determine the evaluation dimension and evaluation standard of employability. First, in the recruitment process, human resources departments should select and formulate different ability combinations as evaluation dimensions for different positions. Second, according to the responsibilities and qualifications of different positions, different evaluation standards and indicators for employment are set.
In short, it is hoped that through the promotion and development of all the work in 20 15 years, the lean and efficient human resources and the value-added human capital of the company will be realized, and the subjective initiative of employees will be brought into full play in cooperation with corporatization, so as to cultivate and bring up a group of all-round professionals, provide a steady stream of talent motivation for the company's development, and make the overall management of human resources enter a leap-forward stage.