Since the reform and opening up, China's small and medium-sized enterprises have developed rapidly, playing an increasingly important role in China's national economy and becoming an important force supporting national economic growth. With the advent of the era of knowledge economy, the competition faced by small and medium-sized enterprises in China is becoming increasingly fierce. Many enterprises lack funds and technology and their management is backward. Especially after China's entry into WTO, the brain drain of small and medium-sized enterprises is serious. A high proportion of brain drain not only takes away business secrets, but also customers, resulting in a great waste of human resources costs, a serious decline in the competitiveness of enterprises, and stagnant economic benefits, which seriously restricts the development of enterprises. How to control the brain drain of small and medium-sized enterprises, make them gain the motivation for survival and sustainable development, and adopt appropriate retention strategies is a serious problem faced by small and medium-sized enterprises in the competition.
1 system human resource management mode innovation
The development and management of human resources is a policy-oriented work, especially in terms of wages and remuneration. In the information age, the mode of human resource management must also be dynamic. At present, human resource management often ignores the contact with customers and pays no attention to the changes of customer demand and market. Human resource management is not only the work of human resources department, but also an integral part of each department.
2. Adopt contract employment mode to realize the innovation of human resource management means.
Contract management is not only a good management method, but also an innovation of human resource management. With the development of cross-industry and cross-enterprise cooperative management and dynamic alliance, different units or members of dynamic alliance in enterprises can share information through network-based organizations, so that the speed of knowledge and information transfer is much faster than that of personnel flow. In this way, all enterprises are faced with a problem, that is, knowledge workers may also serve other enterprises while serving their own enterprises. In this case, the "contract employment mode" has more advantages than the traditional "administrative employment mode". It defines the rights and obligations of both employers and employees through "contract" and defines the scope of knowledge owned by both parties, thus rationalizing and legalizing the ownership of knowledge capital.
3 Optimize the incentive mechanism
The key to improve the management level of human resources in enterprises is to establish and improve the incentive mechanism for employees. Fully mobilize the enthusiasm and creativity of employees. First of all, we must formulate a reasonable salary policy. The salary system should not only solve the internal fairness and external competitiveness of enterprises, but also be directly linked to the performance and contribution of employees, and should be combined with the performance evaluation system. Especially with the change of enterprise management mode, there are more and more knowledge-based employees in enterprises, and the value of knowledge-based employees should be fully reflected in the salary. Second, provide personalized rewards. Enterprise organizations should provide personalized rewards according to the different needs of employees with different cultural backgrounds and roles in the enterprise.
4 people-oriented, strengthen communication with employees
American management authority Peter? 6? 1 Drucker once said: "The only real resource of an enterprise or a career is people, and management is to fully develop human resources to do a good job." Man is the most active factor in productivity, and any social wealth is created by man, so we must pay full attention to the human factor.
4. 1 Establish the concept of "people-oriented".
Small and medium-sized enterprises should renew their ideas and establish a talent view of "people-oriented" and "talent is the key". There must be ways to cultivate talents, make good use of their courage, attach importance to talents, cherish talents, tolerate talents and broaden the road to success. In the development, introduction and use of talents, we should adhere to the principles of "efficiency first", "employing people without doubt" and "seeking talents with sincerity", and truly form a good atmosphere of respecting knowledge, talents and personality.
4.2 Strengthen the construction of corporate culture and create a harmonious corporate atmosphere.
Only by giving employees full voice and brainstorming can employees' ideas and concepts be integrated into the harmonious atmosphere of the enterprise and their creativity be brought into play.
4.3 Meet the needs of employees in all aspects and establish a solid emotional foundation.
Generally speaking, material demand is the most fundamental, and a reasonable salary mechanism is very important. It is also important to meet material and spiritual needs appropriately. To cultivate employees' feelings for enterprises, it is necessary to establish the credit of enterprises.
4.4 Change employees' consciousness.
Modern enterprises should no longer regard employees only as labor, but as partners who contribute to the enterprise with their own physical or mental strength. If enterprises want to retain talents, they must change their traditional cognitive awareness of employees and regard employees as equal partners. Let employees have more say in the operation of the enterprise, let employees give full play to their intelligence and make suggestions for the development of the enterprise.
5 establish a good salary system
5. 1 combination of economic wage and guaranteed wage.
Economic compensation is an important prerequisite for employees to maintain their lives and improve their quality of life. While employees' material and cultural life is relatively satisfied, there must be a certain guaranteed salary to retain talents.
5.2 Employee compensation should be combined with performance appraisal.
Performance appraisal is to pay according to performance, which is the basic principle of an effective salary payment system. Reasonable performance appraisal can objectively reflect the performance of employees. The incentive function of employee compensation, especially floating compensation, can only play a role if the assessment results are the main standard.
5.3 Salary should adhere to the combination of fixed and floating under the premise of considering post factors.
Generally speaking, the fixed income part of salary can ensure the daily life of employees and make them feel safe, but if the fixed income is too high, it may make employees feel lazy and weaken the incentive function of salary. Therefore, the recognition of employee performance and achievements mainly comes from the floating part of salary. But the flexibility of floating salary will make employees feel insecure, which is not conducive to attracting and retaining employees. Therefore, the proportion of fixed salary and floating salary in salary management should be combined with post characteristics.
5.4 Pay is fair.
Fair rewards and punishments are also the basis for gaining employees' trust and support and making them make greater contributions to the enterprise. For employees in the same position, if they have the same contribution to the enterprise and other factors are similar, they should get the same or similar salary. In this way, employees will not complain about the unfair salary system of enterprises, nor will it affect morale and reduce employee turnover.
6. Improve the methods of performance evaluation
As an important means of human resources development, performance appraisal is widely used, showing its superiority and advancement. But sometimes performance appraisal can't achieve the expected purpose. The reasons include: the performance appraisal work plan at the beginning of the year was well done, but in the process of implementation, it was "much thunder and little rain", which greatly violated the original intention of performance appraisal; In the process of assessment, employees lack enthusiasm for participation and have strong resistance; The assessment process is tedious and time-consuming, and many obstacles are often encountered in the implementation process because of the lack of sufficient support from senior management; It is difficult to ensure the fairness of the assessment process and results, which is not conducive to the daily work. In order to overcome these problems, we must improve the performance evaluation method. 6. 1 adopt advanced performance appraisal methods.
6. 1. 1 target management assessment method. It is a performance evaluation method based on the completion of the assessed's work objectives. Its characteristic is that the role of performance evaluator has changed from judge to consultant and promoter, and subordinates have also changed from passive bystanders to active participants. However, there will also be situations such as unclear and unmeasurable goals, long time-consuming goals, and bargaining between organizations and employees at the goal level.
6. 1.2 critical event assessment method. The appraiser should pay attention to collecting the "key events" of the appraised person, that is, the outstanding performance and poor performance of the appraised person, and should form a written record; There is no need to record ordinary work behavior. According to these written records, the evaluation results are finally formed.
6. 1.3 person comparison method. It is to select an employee before the assessment and evaluate other employees according to his performance in all aspects. Often more than other methods can stimulate the enthusiasm of employees.
Choosing a simple and applicable performance appraisal method for enterprises can not only reduce the error of performance appraisal, but also reduce the time of training the appraisal system and the difficulty of managing it.
6.2 Implementation of evaluation methods
6.2. 1 The performance evaluation process should be simplified and easy to operate. Therefore, the design of evaluation procedures and methods should follow the principle of simplicity and make every effort to ensure the fairness and justice of evaluation.
6.2.2 Communication feedback is also very important in performance appraisal. The purpose of performance appraisal is to promote the development of enterprises. Therefore, we should communicate on the evaluation, confirm the evaluation results, point out its advantages and disadvantages, and avoid contradictions and misunderstandings in work and performance evaluation.
7. Pay attention to staff training and increase skills development and ability training.
Small and medium-sized enterprises must rely on the advanced methods and technologies of modern human resource management, establish a standardized human resource management system, and build an efficient human resource platform that is in line with international standards, so as to get the opportunity to compete with their opponents on the same stage on a global scale. Standardization requires enterprises to establish a series of employee training systems, especially the sustainable development of core talents and the cultivation of reserve talents as the top priority.
The training system of enterprise employees includes training institutions, training contents, training methods, training objectives and training management methods, and training management includes training plan, training implementation and training evaluation. The establishment of an effective training system needs to optimize the design of the above aspects.
7. 1 training institutions.
There can be external training institutions or internal training institutions. External institutions include professional training companies, universities and inter-company cooperation. Internal training institutions include specialized training entities or human resources departments to perform their duties.
7.2 Training objectives.
According to the different participants, it can be divided into senior management training, middle management training, ordinary staff training and worker training. According to different training objects, design corresponding training methods and contents.
7.3 Training methods.
There are on-the-job training and off-the-job training. On-the-job education refers to work teaching, job rotation, job practice and job assignment, which plays a very good role in improving employees' concept, interpersonal communication and professional and technical ability. Full-time education refers to the training of knowledge, skills and attitudes necessary for performing duties in special training places.
7.4 Training plan.
The management of staff training is very important, and an effective training system needs good management as a guarantee. The training plan covers training basis, training purpose, training objectives, training time, course content, training assessment, teacher source, implementation progress, training funds and so on.
7.5 Training implementation.
After the training plan is formulated, it must be implemented in an organized and planned way.
8 conclusion
If enterprises want to be invincible in the market competition, they must attach importance to the role of talents and establish a modern enterprise system. But even so, the brain drain problem is still very serious. Reasonable salary level, fair assessment, elegant working environment and attractive enterprise development prospects are all important, but they are definitely not all. There are many problems that enterprises need to discuss and solve in order to retain and attract talents. Only by taking this article, I hope to play a role in attracting jade, study and explore the talent development plan with * * *, accelerate the development of talent resources in China, and serve the modernization and enterprise reform and development.
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