In 1980s, the theory of human resource management began to enter China. In these 20 years, China not only has a profound understanding of human resource management, but also the theory of human resource management has been greatly applied and brought into play.
Through the study and understanding of enterprise human resource management, we have a deeper understanding of its importance. This kind of management work around labor transaction, division of labor and cooperation and behavior incentive is directly related to the process of company value creation, evaluation and distribution.
First of all, human resource management should also attach importance to human factors:
The so-called management is the activity that managers control the system in order to achieve certain goals, that is, through a series of control activities such as planning, organizing, regulating and supervising, the expected goals of the enterprise are achieved. With the development of high technology and social progress, modern management emphasizes the softening of management and the art of management. The human resource management of the company not only needs "rationality", but also strengthens the execution with various systems; It also needs "irrational" and humanistic factors. Nowadays, the development of electromechanical petrochemical companies has entered the track of rapid development. All kinds of complicated market information and the innovation of employment mechanism make the management of the company complicated. According to the present situation of the company, the managers of the company must improve the management level and art and improve the effectiveness of management. If the company wants to be prosperous in the future, it must unify human resource management with the long-term and timeliness of enterprise strategy, match the scale of the enterprise with its own resources, unite the leading group and organize employees to actively participate in the company's construction, which is an important means for the company to carry out follow-up work and achieve good development.
Second, people are the soul of an enterprise;
The participation of talents and employees is an important weight for the success of enterprises. The development of an enterprise cannot be separated from people, so the management of a company should start with people first. In the construction and management of modern enterprises, talent management, recruitment, training, allocation, motivation and performance appraisal are always the key links that affect the development of the company.
Enterprise human resources are the sum of employees' labor ability, which is embodied in specific employees. Without the ability of employees, there is no enterprise human resources, but it is not the absolute ability of employees, but the same labor force produced by cooperation between different employees; Enterprise human resource is the sum of the employee's abilities that the enterprise can control, which is embodied in the fact that employees can complete the tasks delivered by the enterprise, and the labor ability that cannot be controlled by the enterprise cannot be called enterprise human resource; Enterprise human resources are the sum of employees' abilities that bring economic benefits to enterprises. Only the employee's ability that can be controlled can't be called enterprise human resources. Only when the output brought by the employee's ability is greater than the input of acquiring the employee's ability can the employee's ability produce enterprise benefits and become a real enterprise human resource.
Nowadays, the transformation of business model and the expansion of economic growth platform of electromechanical petrochemical companies have brought brand-new challenges to the company's human resource management. If a company wants to achieve its development goals under the correct concept, it must better grasp the characteristics of employees, give full play to the role of employees through planned division of labor, and put the right people in the right positions, so that the value brought by employees' ability is greater than the investment in acquiring employees' ability, thus forming a long-term output management mechanism of the company.
Third, the talent incentive moves towards the parallel road of salary and culture:
Motivation is to provide each employee with a means to pursue and achieve goals, which will meet the enterprise goals and his personal needs.
Motivation is based on people's needs, because different needs have different ways and means of motivation. With the improvement of living standards, the spiritual needs of employees in enterprises are gradually rising. In addition to meeting material needs, employees pursue a sense of belonging, identity, self-esteem and accomplishment in social groups, hoping to realize self-worth. The spiritual pursuit of employees has gradually become the dominant demand at present.
The electromechanical petrochemical company still lacks in this respect. However, with the company's leaders attaching importance to the company's corporate culture, the company will gradually strengthen the construction of corporate culture, which is bound to make the company give full play to the incentive role of corporate culture, improve the demand level of employees, change the situation of the company's single material reward lever, and embark on the road of parallel salary and cultural incentives to meet the high-level spiritual needs of employees such as socialization, self-esteem and self-realization, effectively motivate employees and improve their work enthusiasm and initiative.
Fourthly, personnel training has changed from focusing on management to development orientation.
With the ever-changing competitive environment of enterprises, the education level of employees has been continuously improved, and the use of numerous automation and information equipment has greatly changed the composition of employees. Therefore, the corresponding management thinking of personnel work should also undergo a revolution-employees are not only "costs", but also resources. Investing in human resources is more profitable and meaningful than investing in materials. People's potential is enormous, and talents are recruited, dug out and cultivated. The development of human resources depends on school education and the training of enterprises and units. Enterprises in the knowledge-based economy are more like a school, and its primary task is to cultivate talents. First-class enterprises have first-class "hematopoietic" function, which can train more tired employees into all kinds of talents. Traditional personnel management focuses on internal rather than development. In order to adapt to the fierce market competition brought by knowledge economy, modern human resource management should realize the development orientation of emphasizing management over development, no longer pay attention to the short-term benefits of enterprises, but focus more on long-term goals, and take human resources and giving full play to people's potential as the focus of human resource management now.
Electromechanical petrochemical companies have formed a relatively systematic management system in human resource management. The company has brand-new information management software, and personnel management is more intelligent and humanized. The training and education mechanism is also relatively perfect. The company can train relevant employees every year according to the company's development needs to consolidate the company's production base; At present, the company has just released the company's human resources plan for 3-5 years, which has strengthened the company's employment planning; In terms of employee motivation, in addition to material incentives, the company also actively builds corporate culture to meet the spiritual needs of employees at a higher level; In terms of recruitment, we have a wide range of channels and flexible methods, and can introduce the talents needed by the company from the actual employment needs of the company.
Human resource management is an important job. Only by consolidating the foundation of human resources can we ensure the normal development of the company's production work. Learning human resource management is very valuable, and learning to use it well will benefit a lot.