Paper Keywords: human resource management people-oriented development trend

In the wave of modern new economy driven by new knowledge, people, as the carrier of knowledge, are becoming the first resource of value creation. At present, people-oriented management concept has become the core concept of human resource management.

2 1 century is an era of talent strategy, full of opportunities and challenges. In this world of survival of the fittest and survival of the fittest, the competition among enterprises is becoming more and more fierce, followed by the competition of traditional resources such as capital and technology. The innovation ability based on human capital has become the first place in the competition of enterprise resources. How to standardize people-oriented human resource management from the perspective of the whole society needs to put forward reasonable countermeasures and suggestions strategically. Human resource management has become the key and source for enterprises to enhance their competitiveness.

First, some characteristics of modern human resource management

Modern human resource management is a process of using scientific methods to coordinate the relationship between people and things, deal with contradictions between people, give full play to people's potential, give full play to their talents, get the right people and have the right people to achieve organizational goals.

(1) What is modern human resource management? People? People-centered? Capital? To develop people as the first resource, we should not only attach importance to selecting people by events, but also attach importance to establishing people by events, so that employees can work actively and creatively. Service center? What is the starting point of management? Pay attention to people? Taking into account the differences of people's personality and needs, taking into account the influence of objective environment on people, we should work from the perspective of contingency, so as to achieve rational allocation of human resources, systematic optimization of people and things, and make enterprises achieve the best economic and social benefits.

(2) Modern human resource management belongs to dynamic management, which emphasizes a dynamic and psychological adjustment and development, regards human resources as workers' own wealth, attaches importance to development and use, and emphasizes the all-round development of personnel. According to the organizational goals and personal situation, we will make career planning, continuous training and continuous horizontal and vertical post adjustment for employees, so as to make the best use of people, make the best use of them, and make the best use of them.

(3) Modern human resource management adopts both rational management and emotional management. Pay more attention to people's feelings, self-esteem and values, people-oriented, encourage more, punish less, authorize more, command less, give full play to everyone's specialty and reflect everyone's value as much as possible.

Second, the people-oriented management concept in the application of human resource management

The embodiment and application of people-oriented management concept in human resource management are as follows:

1, people-oriented introduction mechanism

For a long time, the leaders of enterprises in China regard the indicators of enterprise sales, market share and profit as the basis of enterprise survival and development, while ignoring the introduction of talents. In the eyes of some business leaders, human resources work often lags behind factors such as market, sales and R&D. In fact, the key to the sustainable production and development of enterprises is not single, but the overall improvement of enterprise management level, that is, the people-oriented management concept is the premise, and only by thoroughly implementing this concept can enterprises be truly improved. People-oriented talent introduction law holds that knowledge is more important than diploma, skill is more important than knowledge, and quality is more important than skill? Therefore, enterprises should introduce talents through multiple channels, recruit talents for the society, attract talents in colleges and universities, train talents extensively internally, or look for talents in restructuring enterprises. Adhere to the selection policy of attaching importance to the ability, quality and potential of talents, and prepare the talent team for the development of enterprises.

2. People-oriented mobilization mechanism

In practical work, enterprises should mobilize the enthusiasm of employees, give full play to their potential, and adopt competition mechanisms at different levels and positions to achieve the best allocation of human resources. In the specific employment mechanism, enterprises adopt quantitative indicators to compete for posts and implement probation system for external employees. Let external employees have a period of adaptation to the enterprise first, and then see if they can play their potential. In terms of enterprise human resources, we should fully consider the feelings of employees and handle them as appropriate. At present, many large group companies in China have successfully adopted the people-oriented employment mechanism. For example, Haier Group Company implements the talent mechanism of excellent employees, qualified employees and probation employees, while Henan Xuji Group Company implements it? Last elimination system? 、? Rotation system? To some extent, it has stimulated the potential of employees, mobilized the enthusiasm of employees for production and operation, and promoted the innovation of enterprise management methods.

3. People-oriented incentive mechanism

Motivation is one of the most effective ways to mobilize employees' enthusiasm and stimulate their innovative consciousness. Enterprises can give full play to the greatest advantages of human resource management by establishing an effective incentive mechanism for employing people. According to Maslow's hierarchy of needs, people have physiological needs, security needs, social needs, respect needs and self-realization needs. Therefore, according to the needs of people at different levels, the incentive mechanism for people should also be diversified, including salary, bonus, allowance, job promotion, improvement of environment and freedom of work, so as to meet the different needs of people at different levels and fully implement the incentive mechanism of people-oriented management concept.

Third, the enterprise human resources under the background of economic globalization? People-oriented management? Strategic exploration

Guided by people-oriented management, establish new values of human resources. People are the source of enterprise vitality and the basis of competition, and enterprises should take employees as the starting point and destination of organizational decision-making. Facing the impact of economic globalization, China enterprises should change the traditional concept of personnel management and establish a new concept of talents in human resource management.

1, setting? Knowledge naturally flows to the most respected places? The idea of

Only by building a highland of talents and letting all employees display their ambitions and make great achievements can we attract urgently needed talents and retain outstanding talents. To achieve this, the most fundamental thing is to truly embody people-oriented, respect knowledge and cherish talents in ideas, mechanisms and actions.

2. establish? Competing for talent? The idea of

Under the trend of economic globalization, the competition for talents among industries, regions and countries is fierce. At the same time, organized and non-confrontational competition within enterprises has attracted more and more attention. Tradition Bole Xiangma? And then what? Recommend yourself? This way can no longer meet the requirements of modern enterprises, and enterprises should establish a fair stage and arena, like this? Maxima? And then what? Mao sui? Stand out from the competition. At the same time, proper healthy competition can stimulate vitality, increase pressure and strengthen motivation, so that everyone has a sense of crisis and enterprising spirit, thus cultivating all kinds of talents with competitive consciousness and innovative spirit.

3. establish? Talent is capital? The idea of

Talent is not only the first resource but also the most important capital. Since talent is capital, there is the problem of investment and return, and there is the problem of how to increase the value of capital. People's investment in education, health and vocational training. It is an investment behavior in itself, and finding a job, completing tasks and getting paid is to seek the return of human capital investment from the perspective of economics. For enterprises, it is necessary to increase investment in human capital and promote the appreciation of human capital by creating a good working environment, creating an advanced corporate culture and providing reasonable remuneration. At the same time, we should optimize the talent capital structure, fully mobilize the enthusiasm and creativity of all kinds of talents, and seek the maximum benefit of talent output with relatively little investment.

References:

[1] Hu Ridong. The crystallization of human resource management practice and research in China. Comment on Professor Liao Quanwen's Human Resource Management [J]. Human Resource Development, 2005, (08)

[2] Zheng Xiaoming. Introduction to Human Resource Management. Machinery Industry Press, 2005.

[3] Zhang Shiquan, et al. Human resource management in the era of knowledge economy [J]. System reform, 1998, (9).

[4] Gao Yan. Summary of Human Resource Management Theory [J]. Journal of Northwest University (Philosophy and Social Sciences Edition), 2005, (02)

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