The new century will be an era of global integration, high integration and high competition. Competition is mainly aimed at the competition of science and technology and talents. In the future, whoever can have all kinds of highly competitive talents will have the advantage and initiative in international competition! ?

First, the impact of human resources on enterprise prospects

The human resource strategy is formulated according to the long-term vision of the enterprise and is a part of the enterprise's business strategy, which mainly contributes to the business strategy by promoting the long-term sustainable development of the enterprise. The vision is to answer: what kind of enterprise will it be and what kind of enterprise do you want to be? Enterprise strategy is a strategy to realize the vision, and human resource strategy is an important part of it. What core values do enterprises need to advocate to realize their vision? What kind of thinking should be adopted to carry out human resources work? How to do human resource planning? ?

For example, the vision of a management consulting company is to become the best service organization to provide consulting solutions to enterprises in China. Because of the knowledge characteristics of long-term goals, its human resources planning can be to select professionals with rich experience and consulting quality at the initial stage. With the growth of the company and the improvement of professional technology, the company will train new college graduates to expand the team as soon as possible. Take "trust, teamwork, wisdom and innovation" as the core values to stimulate employees' sense of value identity. First-class enterprises can attract and condense excellent employees, and the sense of identity is one of the key factors. ?

Second, how to integrate the human resources system with other systems.

Organizational construction includes "hard" organizational structure planning and design and "soft" human resources team building. Business strategy and human resource strategy determine organizational construction and realize it through organization. Cultural construction first establishes core values, and then systematically permeates the organization and consciously integrates into management systems, systems and procedures. System construction not only needs a scientific and standardized operating system, but also emphasizes the matching and connection between systems, which is reflected in two aspects:?

1. Human resource operation system is the refinement of strategy from macro to micro operation level, during which it must go through a more basic and universal technical analysis process, which we call "human resource platform". The human resource platform is to sort out and clarify the relationship among work, people and positions through analysis and evaluation, and provide technical support for various operating systems. Recruitment, performance management, training development, salary and welfare, personnel management and other subsystems are all built on this platform. ?

2. The operating system is coherent. For example, talent retention is not only a matter of salary and development opportunities, but should be considered when recruiting employees. Interview evaluation criteria should pay attention to whether the values of the candidates conform to the core values of the company and whether the development expectations of the candidates can be provided by the company. If it doesn't match, even if it is recruited, it will be difficult to keep it for a long time. Only by comprehensively and systematically formulating each operation method can its effectiveness be guaranteed. ?

Third, we should use the concept of big human resources to guide the human resource management of enterprises?

According to the enterprise's vision and business strategy, comprehensively plan the enterprise's human resource management, including determining the core values that support the long-term development of the enterprise, analyzing the key success factors of the enterprise, and defining the core business processes. On this basis, design a personalized organizational structure suitable for the development of this enterprise, rather than imitating other enterprises. At the same time, further explaining the core values and clarifying the connotation and extension of organizational culture are the guiding concepts and principles of the overall human resource management of enterprises. ?

From strategy, organization, culture to specific human resource operation system, we must also go through a general technical analysis process, which we call "human resource management platform". Its main content is the analysis of the relationship among position, work and people, including the value of position to the company (the purpose of existence), how to measure it (the decomposition of key performance indicators) and the quality requirements for the incumbent. The platform materializes organizational structure and corporate culture, and is the basis for establishing human resources operation systems such as recruitment, training, assessment and salary. The platform is relatively stable, and each operating system can be adjusted in time according to organizational changes. ?

Specific operating system (policies, systems, procedures, methods, etc. ) such as recruitment, training and development, performance management, salary, etc. , is the concrete way and means to realize enterprise human resources strategy, including the functional operating system established to emphasize specialization and the cross-functional functional functional system established for enterprise leaders and managers. The human resources department makes the functional system as "technical resources" and provides all managers with "technical" application training and consulting help to promote the effective use of the functional system by managers, aiming at forming a dynamic and effective human resources mechanism throughout the company. Operating systems are built on the same platform, so they are not independent of each other, but closely related. The human resource operation system must fully reflect and integrate the requirements of strategy, organization and culture. Each company's strategy, organization and culture are unique, so the human resource operation system should also be personalized and practical.

More reference materials have been sent to your Baidu message.

I hope it helps you.