Reflected in the following points

1. Human resource planning has changed the problems that there is no planning, the planning is not systematic and comprehensive, and the planning and management are out of touch. In terms of time, human resource planning has a long-term strategic vision. From the content, human resource planning is a comprehensive design and adjustment of human resource management system, including recruitment, performance management, salary management, training and development, labor relations, corporate culture construction and so on. From a methodological point of view, human resource planning

2. The development of human resources training will have the following orientations: First, pay attention to all-staff training; Second, strengthen forward-looking training and keep up with the latest management concepts, systems, technologies and methods; The third is to combine career planning with employee training and development, so that students have a stronger independent spirit; Fourth, pay attention to the development of the reserve backbone team, and pay more attention to the reserve talents who can bring stamina and potential for the long-term development of enterprises; Fifth, the division and combination of training outsourcing and internal training system construction.

3. With the reform and innovation of performance management system, the changing trend is: performance appraisal turns to performance management, post personnel appraisal rises to enterprise strategic performance management, the characteristics of assessment methods change from subjective fuzzy qualitative to objective accurate quantitative, and the human resources department is more closely integrated with relevant major business departments and financial administrative departments. The performance management system based on the balanced scorecard model will gradually become popular and popular.

4. The reform and optimization of salary and welfare system, the changing trend is: from the traditional salary strategy to the new salary strategy, not only pay attention to the improvement of salary level, but also pay more attention to the adjustment and optimization of salary structure. The flexible design and management of salary methods, such as the application of broadband salary, can solve the problems of less vertical opportunities and slow salary growth, skill salary and performance salary orientation, encourage employees to improve their professional skills and performance, operator's annual salary system and employee stock ownership plan, management acquisition and

5. Corporate culture construction and learning organization construction, which try to change the practice of quick success, great success and pursuit of form and momentum, are gradually becoming pragmatic. Corporate culture construction is committed to the formation and transformation of employees' code of conduct and work values, while the construction of learning organization focuses on the combination of team building, ability development and career development, based on the long-term and down-to-earth, to build a high-quality workforce.

6. Labor relations management: On the basis of labor contracts, employers and employees build equal rights and obligations, and then reach a high degree of tacit understanding, forming a psychological contractual relationship, thus effectively solving the problems of low employee performance, declining loyalty, brain drain, and increased labor costs. At the same time, under the guidance of people-oriented management concept, enterprises fully guarantee employees' employment rights, salary and welfare levels and opportunities for learning, growth and development, so that labor relations can be transformed from a state of fierce conflict into a strategic partnership of understanding, integration and complementarity.

7. The application of informatization means of human resource management can greatly reduce the transactional workload of human resource management, improve the processing, processing, analysis and application ability of human resource information, realize the sharing, cooperation and coordination of human resource management resources by managers at all levels in enterprises, and further integrate with enterprise ERP system, so as to combine human resource management information system with other functional management information systems and give full play to the functional role of human resource management.