The mode of human resource management is not inherent, but a management mode that is implemented by managers or organizational personnel in accordance with certain management concepts and recognized and observed by all members in the long-term practice. The following is a brief analysis of the types of human resource management models I have compiled for you, hoping to help.

Abstract: In modern enterprises, human resource management occupies a very important position, which directly affects the operating efficiency and cost of enterprises. In enterprise human resource management, there are many different management modes, which are suitable for different situations. The choice of human resource management mode is an important factor to determine the development of enterprises. This paper briefly expounds the mode of human resource management, and discusses the restrictive factors of mode selection, so as to provide reference for the progress of human resource management in enterprises.

Keywords: human resource management mode; Selection factors; survey

In recent years, with the continuous development of China's market economy, enterprises are facing increasingly fierce market competition, and improving their own competitiveness is the basic requirement for the development of modern enterprises. Human resource management is one of the key factors of enterprise competitiveness, and it is paid more and more attention by enterprises. However, due to the different actual situation of enterprises, it is impossible to use a unified management model, and it is an important job for enterprises to choose a suitable human resource management model scientifically.

First, an overview of human resource management model

1, the concept of human resource management mode

The mode of human resource management is not inherent. It is a management model implemented by managers or organizational personnel in accordance with certain management concepts in the long-term practice process and recognized and observed by all members. There are clear human resource management objectives and clear management contents, processes and methods.

In the human resource management mode, it not only embodies the related ideas and thoughts of human resources, but also summarizes the same type of human resource system. In operation, the human resource management mode is between the ideological level and the block level, and is usually represented by a specific flow chart.

The human resource management mode is based on the organization, culture and environment of the enterprise. According to the scientific management theory, starting from the aspects of management ideas and management objects, the main factors in human resource management activities are highlighted, and a feasible framework and flow chart are formed to provide corresponding guidance for human resource management behavior [1].

2, human resource management mode type

In the classification of human resource management mode, the classification standards and types from different angles are also different. The angle adopted in this paper is the hypothesis of human nature. At home and abroad, the human resource management model under the hypothesis of human nature can be divided into three categories:

The first is the committed human resource management model.

In this mode, it is mainly to improve employees' commitment to the enterprise and make employees' goals consistent with the enterprise. Management methods mainly include strengthening the fairness and strictness of recruitment procedures, establishing internal career development channels, doing a good job in employee training, building incentive mechanisms, and giving employees full protection.

The second is the controllable human resource management model.

In this management mode, it is mainly to control the cost of human resources, regulate and restrain the behavior of employees through strict management system, and stimulate the value of employees to the greatest extent. In the management mode, performance appraisal is result-oriented, there are few training opportunities for employees, the salary mechanism is fixed, and human resources mainly come from external market employment.

The third is the mixed human resource management model.

This mode is between the above two modes. Its management system is relatively standardized, but it also has some flexibility. It emphasizes the combination of work efficiency and innovative spirit. Most of the training is professional knowledge and skills related to the post. Performance evaluation is result-oriented and behavior-oriented. The salary system adopts the combination of basic salary and performance salary, which not only emphasizes the control of employee behavior, but also pays attention to the development potential of employees themselves.

Second, the human resource management model selection factors

In the choice of enterprise human resource management mode, it will not only be influenced by the enterprise's own situation, but also be interfered by the external environment. The specific selection factors are:

1, internal selection factor

Enterprise is the main body of human resource management mode selection. The goal of human resource management mode selection is to promote the development of enterprises, and it must proceed from the actual situation of enterprises. Therefore, all aspects of the enterprise will affect the choice of human resource management mode. Specific factors are:

First, strategic factors.

Enterprise strategy is the goal of enterprise's future development and the steps to be implemented, including business philosophy, enterprise positioning, development model, enterprise plan and so on. Human resource management must focus on enterprise strategy, adjust and change in time according to strategic requirements, and maintain a high degree of consistency between them to ensure the realization of enterprise strategy. Therefore, enterprise strategy is an important factor in the choice of human resource management mode [2].

Secondly, the ownership factor.

The ownership of enterprises in China can be simply divided into state-owned and non-state-owned. In state-owned enterprises, salaries and benefits are stable, and personnel management systems are mostly fixed. In non-state-owned enterprises, the personnel management system is relatively flexible, and most management modes tend to be externalized. Therefore, in the choice of human resource management mode, different enterprise ownership will lead to different emphasis and different modes. Therefore, from this perspective, enterprise ownership will also have an impact on the choice of human resource management model.

Third, the life cycle factor.

An enterprise organization has a life cycle from establishment to development and decline, and the choice of its human resource management mode is also very different at different stages. For example, in the initial stage of an enterprise, the resources of the enterprise are limited, and talents are the guarantee for the survival of the enterprise. However, due to the limitation of funds and office conditions, human resources departments are usually not set up, but talents are attracted and retained with a long-term vision; In the growth period of enterprises, the economic strength of enterprises is improved and the number of employees is increased. It is necessary to establish a human resource management system to restrain employees' behavior, so that human resource management tends to be standardized and institutionalized and ensure the normal work of enterprises. Therefore, the enterprise life cycle is the key factor in the choice of human resource management mode.

Fourth, the scale of funds.

Capital is the basis for enterprises to hire and organize employees, which determines the number and scale of enterprises. When the enterprise has less funds, the number of employees is relatively limited, the internal organizational structure is simple, and the human resource management is relatively simple. When the enterprise has sufficient funds, the number of personnel will increase and the internal structure will become increasingly complex, so a systematic and perfect human resource management system is needed to ensure the value of human resources in the enterprise. Therefore, only after the enterprise has developed to a certain scale, it is necessary to choose the human resource management mode to improve the level of human resource management. Therefore, the scale of funds will affect the choice of human resource management mode [3].

Fifth, cultural factors.

Culture is an important part of an enterprise. What are the popular ideas in China traditional culture? People-oriented? And then what? The golden mean? Under this concept, human resource management tends to be humanized, moralized and harmonious. In western culture, it pays more attention to the rule of law, science, quantitative analysis and individualism, and its human resource management has distinct market characteristics. Therefore, the cultural characteristics of enterprises will determine the direction of human resource management mode selection to a certain extent.

2. External selection factors

The choice of enterprise human resource management mode is not independent, but a process of mutual choice with the external environment. The external environment also has some influencing factors, mainly including the following two aspects:

The first is the competitive factor in the talent market.

The source of human resources in enterprises is mostly the talent market. The fierce competition in the talent market determines the cost and difficulty for enterprises to acquire and maintain human resources. When the competition for talents is weak, there are many talents in the market, and the supply exceeds the demand. Enterprises occupy a dominant position and can choose the best among many talents. Talent is highly replaceable. Enterprises don't need to spend too much investment to retain talents, and most of them will choose a controlled human resource management model.

On the other hand, when the competition for talents is fierce, the market gives priority to talents, supply is less than demand, and enterprises are at a disadvantage, so the cost and difficulty of talent acquisition will increase. At this time, in order to retain talents, enterprises need to increase investment in human resource management to enhance employees' loyalty to the enterprise and maintain the development of the enterprise. Enterprises will give priority to the commitment-based human resource management model. Therefore, the competitive factors in the talent market have certain influence on the choice of enterprise human resource management mode [4].

The second is the technical characteristics of the industry.

Industry technology includes two aspects, one is technology intensity, and the other is technology update speed. When the technology intensity of the industry is high and the speed of technological change is fast, enterprises need to strengthen the training of technicians to master new knowledge to ensure the competitiveness and market advancement of enterprises, and the human resource management model should tend to be commitment-oriented; In enterprises with low technology intensity and slow technological change, the production work is repetitive, and low cost is the direction of human resource management, and its management mode must be controlled.

Third, the selection method of human resource management mode

As can be seen from the above, enterprises will be restricted by various factors of the enterprise itself and the external environment when choosing the human resource management mode. In order to ensure the scientific choice of human resource management mode, give full play to the role of human resource management and ensure the healthy development of enterprises, the following methods are also needed to make a choice:

1. Strengthen the analysis of the current situation of human resource management in enterprises.

This human resource management model will eventually be implemented in the current human resource management of enterprises. Strengthening the analysis of current enterprise human resource management is an important basic work, mainly including the implementation and the impact on enterprise performance. Through analysis and evaluation, we can find out the existing problems, provide accurate basis for the choice of human resource management mode, and set clear goals.

2. Make a decision on the choice of human resource management mode.

On the basis of the above analysis and evaluation, combined with the internal and external constraints of enterprise human resource management mode selection, the matching relationship between each factor and the three management modes is determined, and the severity of the constraints is analyzed. Only by choosing the most suitable human resource management mode from commitment, control and mixed management mode can we effectively improve the management level of human resources in enterprises and create greater value for human resources.

3. Evaluate the implementation effect of human resource management mode.

The choice of human resource management mode is not based on determining the mode type, but also needs to evaluate its implementation effect. Specifically, according to the selected human resource management mode, we should improve the existing human resource management institutions and departments, formulate corresponding systems, and improve various work norms, including recruitment standards and processes, training plans, and salary systems. , put the human resource management mode into practical work, and scientifically evaluate its work effect to judge the selected human resource management mode.

4. Adjust the human resource management mode appropriately.

The mode of human resource management is not static. With the continuous development of enterprises, the factors that restrict the choice of human resource management mode will change constantly and need to be adjusted accordingly. Therefore, enterprises should establish the concept of dynamic development, track the development and changes of enterprises, including the effect of human resource management model, changes in internal and external environment and other information, and make appropriate adjustments to the human resource management model, so that it can always meet the needs of enterprise human resource management, optimize enterprise human resources and promote the improvement of enterprise performance.

Four. conclusion

To sum up, human resource management is an important part of enterprise management and the key to the healthy and sustainable development of modern enterprises. In the choice of enterprise human resource management mode, due to the differences of enterprise's own situation, there are many factors affecting the choice, including internal strategy, culture, scale, ownership, life cycle, technical characteristics of external industries, talent market competition and so on. Therefore, a correct understanding of these factors and a good choice of human resource management mode are the contents that enterprises should attach importance to.

refer to

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[2] Chen. On human resource management mode and its selection constraints [J]. Human resource management, 2014,04: 62.

[3] Huang Zhu. On the human resource management mode and the factors that restrict the choice [J]. Modernization of shopping malls, 2015,07: 92.

[4] Shen Li. Choice of human resource management mode and its restrictive factors [J]. Enterprise Reform and Management, 20 15, 13: 69+6 1.

[5] Zhong Mingxue. Analysis of human resource management mode and its selection factors [J]. China High-tech Enterprises, 2015,22:176-177.

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