To build a human resource system, you should think from five aspects.

Recruit, employ, evaluate, educate and retain people. These five aspects are human resources system. There are many aspects to consider, and they are closely related to each other.

First of all, you should know that the orientation of human resources is to help the company solve the employment problem, provide suitable personnel when the company needs them, and ensure the safety of the company's employment. Remember, it's all about protecting the company. Only by clarifying this position can your work really bring value to the enterprise.

The human resources department must put forward appropriate methods to help enterprises realize their strategies. The enterprise's strategy must be decomposed into strategic objectives, so that there can be clear standards for each employee.

The newly established company doesn't need to consider state institutions or anything. You are not big enough. The national organization is a 747 aircraft, which needs a high-powered engine. You are an alto. Can you still walk with the 747 engine? The right system is your pursuit. Cosco (CIMC) is a well-managed organization, accounting for 52% of the global container manufacturing market, and its annual profit exceeds 1 trillion. So they are not afraid to use capital-consuming management methods and human resources systems, which you can't afford for the time being. Don't think about something imaginary.

First of all,

There are three strategic sources for enterprises, namely, the requirements of stakeholders, market reality and core competitiveness. You should first understand your company's goals and market demand, and then finally consider what kind of core competitiveness you need to create to meet the requirements of stakeholders in such a market.

second

When you think about it, you can start planning the organizational structure. This is the most important and basic point.

Organizational structure is an important tool, which can effectively help companies use human resources to achieve their strategic goals, just like a person's skeleton. If the skeleton design is unreasonable, then everyone is a dwarf and can't grow into a handsome guy.

third

Clarify the responsibilities and tasks of each department. And quantify each task, each indicator should be very specific. For example, this year's annual turnover reached XX; The profit rate reaches XX% and so on. Let every department and employee know their own goals and departmental goals.

fourth

According to the organizational structure and task requirements, start to evaluate the manpower demand. How many people are needed for each position and what kind of ability are needed to complete the tasks required by the enterprise. But also consider the possibility of leaving. This is also doing human resources planning.

fifth

Establish an enterprise's preliminary competency model, or qualification. That is, what kind of ability and quality each position needs to perform better. This is divided into several types, which everyone in the company must have, called general ability and quality, such as integrity; Different positions have different requirements, called professional ability, such as financial ability and business ability. Some abilities can't be graded, and if they exist, they don't exist, such as responsibility. Others can be graded, such as communication ability, leadership ability, risk management ability, English ability and so on. When making a competency model, remember to ask your department head to write it. Only they know what kind of ability can complete the ability entrusted to them by the company. Don't be afraid of incompleteness. This model should be reviewed and adjusted once a year.

sixth

Formulate the target system and performance appraisal method of target management. It is best for a newly established company to manage by objectives. After all, this management method is the simplest, and any performance management method introduced in the future should be based on management by objectives. Performance evaluation must include incentives.

seventh

In terms of employing people, various management regulations, codes of conduct and various institutional processes are formulated. Online downloading is also acceptable. However, I suggest that you must include job agency system and rotation system, which are important systems for the healthy development of the company in the future.

eighth

Publicize the organizational structure of the enterprise (i.e. career development tree) and the competency model of each post internally. And make enterprise training plan. Including new employee training, off-the-job training, technical training, management ability training, reserve cadre training and so on. Course names and knowledge points required for each training. Of course, this will not be done in a year, and it will be adjusted every year according to the development of the company.

ninth

Formulate salary system and system. You should first understand the general situation of the same industry, compare the salary of representative positions and formulate a more competitive salary system. Including salary, bonus, welfare, five insurances and one gold. , and formulate the enterprise labor cost plan.

tenth

This is not in such a hurry, it is a retention measure. Establish an enterprise employee relations Commissioner or trade union organization. Employee special situation concept system and so on. And gradually guide and establish corporate culture, and finally achieve the purpose of cultural preservation.

The human resources system has basically completed the basic structure here. After that, it will gradually improve and increase according to the situation of the enterprise every year, but it will always turn around these five aspects.

I hope the above suggestions will help you. Please contact me again if you need further communication. Recently, I am helping two companies to establish human resources systems.