Model essay on human resource management in modern enterprises 1: human resource management in modern enterprises is the most critical capital of enterprises, and the management and development of human resources is the key to the success of enterprises. Enterprises are more and more deeply aware that cultivating core competitiveness is the magic weapon to win, and this competitiveness is undoubtedly closely related to the correct development and rational utilization of human resources. In order to strive for greater advantages and maximize the potential of enterprises, the development and management of human resources has become a necessary topic.
Modern management theory holds that the management of people is the core of modern enterprise management. In an enterprise, only by seeking useful talents, rationally using talents, scientifically managing talents and effectively developing talents can we promote the realization of enterprise goals and personal values, which is human resource management. Only by solving the problem of talent development can the development of enterprises develop rapidly and make new breakthroughs continuously; Only by realizing the innovation of strategic management of human resources, giving full play to the initiative of human resources and the role of human capital, can enterprises continue to develop in the increasingly fierce competition.
The concept of human resource management and development
Human resource management is the source of enterprise development power and the fundamental guarantee of enterprise sustainable development. Human resource management involves management, law, economics, psychology, sociology and other disciplines, which is a complex management work. What is the development and management of modern human resources? People-oriented? The embodiment of management thought not only covers the specific work content of traditional personnel management, but also makes these specific work content closely focus on enterprise strategy and production and operation objectives.
First, the meaning of human resource management. Human resource management is a series of management activities for members of a specific social organization, which can promote their sustainable development and achieve organizational goals. It refers to the management of people and things, dealing with the relationship between people and the cooperation between people, so as to give full play to people's potential, plan, organize, command and control people's activities, and achieve organizational goals.
Second, the basic tasks of human resource management. The task of human resource management is mainly to attract, motivate, retain and develop talents for enterprises. Specifically, it refers to attracting the human resources needed by the organization to the enterprise organization, staying in the enterprise organization, mobilizing their work enthusiasm and developing their potential, so as to obtain the efficient use of human resources.
Third, the characteristics of human resource management. Human resource management is the basic function of enterprise management and has its uniqueness. Mainly manifested in: people-centered management content; The management form is dynamic management, emphasizing overall development; The management mode adopts humanized management; Management strategy pays attention to the overall development, prediction and planning of human resources; The management system adopts active development mode; Management is at the decision-making level and directly participates in the planning and decision-making of enterprises.
Importance of strengthening human resource management in enterprises
The prominence of the importance of human resource management is the result of intensified market competition. With the rapid development of socialist market economy, human resource management plays an increasingly important role in enterprise management. Whether an enterprise can develop healthily depends largely on the quality of employees in enterprise management and the importance attached to human resource management.
First of all, human resource management can improve employees' job performance. According to enterprise goals and employees' personal situation, enterprises use human resources management to create an ideal organizational atmosphere, do a good job design for employees, adjust horizontal and vertical positions through continuous training, use only in quantity, give full play to their talents, show their personal values, encourage employees to take the success of enterprises as their obligations, encourage their creativity, create a harmonious and upward working atmosphere, cultivate employees' positive style and change their thinking. Improve the quality of the workforce, make employees change from passive to active, and consciously safeguard and improve the products and services of enterprises, thus improving the performance of employees and enterprises as a whole.
Second, human resource management is the need of enterprise development. People are the most fundamental factor for the survival and development of enterprises. This is because enterprise management objectives are formulated, implemented and controlled by enterprise managers, but in the process of work, managers achieve their work objectives through the efforts of employees, which requires employees to have good abilities and qualities, master the laws of market operation, and successfully implement managers' intentions. Only by selecting employees correctly can we successfully achieve the predetermined goals of the enterprise. Human resource management can create a flexible organizational system, provide necessary support for employees to give full play to their potential, and let employees do their best to serve the enterprise, thus ensuring the sensitivity and strong adaptability of the enterprise's response and assisting the enterprise to achieve specific goals in a competitive environment.
Three, human resource management is an important element of the core competitiveness of enterprises. Manpower is an important resource owned by enterprises, and it is also the core competitiveness of enterprises. With the development and utilization of human resources in enterprises, enterprise decision-making is increasingly restricted by human resource management. At present, the development of enterprise human resources has been incorporated into the strategic planning of enterprise development, which has become the core factor for enterprises to seek development and growth, and also the key factor for enterprises to be invincible in competitive development.
Countermeasures of human resources development and management
First, optimize the allocation of human resources in enterprises. Through the optimal allocation of human resources, enterprises can effectively tap the potential, let the right people work most effectively in the right positions, and improve the efficiency of human resources use. In order to get the best combination of people and things, staffing should follow the principles of different people, teaching students in accordance with their aptitude and dynamic balance, that is, on the one hand, according to the post requirements, people with corresponding knowledge and ability should be selected to the appropriate posts, so as to effectively complete the work. On the other hand, we should arrange work according to different characteristics of people and give full play to their potential. This requires analyzing employees' professional experience, personality characteristics, age structure, physical condition and educational level, making reasonable adjustments and combinations, and exerting synergy to achieve the best match.
Second, establish a strict performance evaluation system. Performance evaluation is an indispensable part of enterprise human resources and an important part of enterprise incentive mechanism. The principles of objectivity, fairness and openness should be followed. And according to the determination of the performance plan, formulate performance standards and conduct performance appraisal.
Setting up evaluators, training performance evaluators, implementing performance evaluation, performance improvement and other procedures, and carrying out scientific performance evaluation are conducive to the development of performance work and can ensure the efficiency of performance work.
Third, establish and improve the talent incentive mechanism. Enterprises should attach importance to the establishment of appropriate employee welfare treatment system. Successful salary system is the product of employees' full participation in management and design, which is conducive to attracting and retaining talents, enhancing employees' sense of organizational belonging, indirectly reducing employee turnover rate and saving human resource management costs. At the same time, enterprise managers should also be good at using the 80/20 principle and keep 20% of the technical and management backbone. Only by stabilizing them can we have stable development and sustained profit growth. In terms of personnel salary, it is necessary to formulate a market salary policy suitable for most enterprises, and the salary is determined by the value of talents and the relationship between market supply and demand; Diversified distribution methods combine distribution according to work and distribution according to production factors, and let their knowledge and technology participate in distribution, forming a new interest mechanism.
Fourth, pay attention to the training and development of employees. Staff training is an important part of human resources development in enterprises. Personally, training and development can help employees give full play to their resource potential, maximize their personal value, improve their job satisfaction, and increase their sense of responsibility and belonging to the enterprise. From the perspective of enterprises, the training and development of employees is the responsibility of enterprises. Training can improve the quality of employees, work efficiency and economic benefits, reduce accidents, reduce costs and enhance the market competitiveness of enterprises. People-oriented, measures to strengthen the strategic management of human resources in enterprises are reflected in the following aspects.
First, improve the management level of human resources in enterprises, and fully perform the important functions entrusted by enterprises to human resources management departments, such as strategy implementation, management experts, employee motivators and so on. In a sense, the essence of management is the management of human resources. Enterprises should strengthen the management responsibilities of human resources management departments, and take the situation of managers discovering and cultivating talents as one of the indicators of their annual assessment.
Second, formulate the responsibilities of employees in each position, refine the assessment objectives, and take quantifiable and clear work performance as the standard of whether the management position is competent, so as to reduce the arbitrariness of employing people. Mediocre, capable? Employment mechanism.
Third, introduce talents through multiple channels, and pay equal attention to external introduction and internal training; Establish an independent talent pool for enterprises. In today's market competition, whoever has talents will be in an invincible position. In addition to cultivating compound talents internally, it is also important to select talents suitable for enterprise development externally, and the allocation of human resources obtained from internal and external channels should be fully done. We should pay full attention to the relationship with local labor, personnel and other functional departments, introduce talents to the maximum extent, extensively open up various channels, and comprehensively use newspapers, television and other media to provide convenient and smooth channels for the introduction of talents.
Fourth, people-oriented, establish efficient and smooth communication channels; Opening enterprise BBS forum and establishing clear channels for employee complaints and information release can expose some problems in the bud, solve them in time and avoid irreparable consequences.
Five, comprehensive utilization of corporate culture, development opportunities, salary and benefits and other resources, fully mobilize the enthusiasm of employees, rational use of talents, so that people can give full play to their talents. Enterprises will form a set of relatively complete corporate culture in the process of development, which is the spiritual bond that unites all employees of enterprises. The interests of enterprises and employees are the same, and the goals are the same. It is unrealistic to emphasize the interests of enterprises and ignore the interests of employees.
Sixth, improve the effective incentive and restraint mechanism. Effective incentive mechanism and restraint mechanism should be managed by perfecting rules and regulations, not by people. The system governs people, there are rules to follow, everyone is equal, contradictions are alleviated, and operation is convenient. Managing people by people is arbitrary, and it often takes care of one thing and loses another, causing contradictions. In enterprise talent management, we should give priority to incentives, aiming at guiding talents to make progress and restraining irregular behaviors at the same time. At present, when many enterprises implement incentives, they often link honorary titles with bonuses, professional titles and promotions, so that spiritual incentives and material incentives are organically combined, which is an excellent and scalable way.
In a word, human resource development is a long-term and efficient management work. Schultz, an American economist, once estimated that the material input increased by 4.5 times and the profit increased by 3.5 times, while the human input increased by 3.5 times and the profit increased by 17.5 times. As long as enterprises make effective use of human resources, tap the potential that has not played its role so far, and achieve enterprise goals, it is not uncommon for employees' personal productivity to increase by 50%. Therefore, in order to reflect the value of excellent employees and have a broader space to display their talents, enterprises must establish and improve the human resource management system and standardize the procedures and rules for employees to compete for posts. At the same time, constantly tap the potential of employees, and constantly improve their value, so that the positive factors in employees' humanity can be brought into play, so that enterprises can truly become the home for employees to realize their life values and rely on their survival and development, thus enhancing the cohesion and development of enterprises and realizing the modernization, standardization, standardization and high efficiency of human resource management.
Modern enterprise human resource management mode 2: On the innovation of modern enterprise human resource management Abstract This paper discusses the importance of human resources and human resource management in enterprises, analyzes the present situation and existing problems of enterprise human resource management, and puts forward some suggestions for innovative management: formulating a scientific and competitive system, transforming from traditional management to modern human resource management; Improve the quality of human resource managers in an all-round way; Implement a realistic salary distribution and guarantee system; Establish and improve a scientific and effective performance appraisal and talent selection mechanism.
Modern enterprise; Human capital; Human resources; Management; reform
American economist and management scientist Peter? Drucker thought:? People are the biggest asset of an enterprise. ? He believes that to give full play to people's subjective initiative, the key factor is to arrange employees to work in places where they can give full play to their strength and vitality. With the continuous development and progress of economy and society, people pay more and more attention to the human science resources of modern enterprises. In order to achieve sustainable development, make it stand firm in the fierce market competition and seize the opportunity, enterprises must manage human resources scientifically and effectively, innovate ideas, improve systems, and create various conditions to provide a broad stage for all kinds of talents to display their talents.
First, the status of human capital in enterprise human resources
With the development of modern society, human resources have increasingly become the decisive factor that restricts and affects the further development of enterprises, and the competition among enterprises is increasingly manifested as the competition for talents. Whoever has more high-quality talents in the enterprise competition can take the lead in the fierce market competition. In the development of enterprises, human resource innovation always occupies a very important position. Without innovative enterprises, the capital of sustainable development will be lost, and effective innovation cannot be separated from the support of human capital.
Human capital investment is the formation process of human capital, and the essence of future talent competition is learning competition. At present, there are two main channels for enterprise human capital investment and development, one is external talents, and the other is internal training and selection. However, outsourcing reduces the promotion opportunities and development space of talents within the enterprise, which may affect the morale of talents within the enterprise and worsen the relationship between talents and enterprises. Internal training and selection is conducive to morale, improving the enthusiasm of existing talents in enterprises, and is conducive to the accuracy and reliability of selection.
Human capital is the core strength of an enterprise and the source of its life. Human capital management runs through the enterprise from beginning to end. In modern enterprises, when the contribution is great, front-line employees emphasize that products cannot be produced without their efforts; Sales staff stressed that without their orders, the products could not be sold; But all this, if there is no innovation of enterprise human capital, there will be no source of living water. To solve these problems, we need to expand the connotation and extension of human resources through human capital management, promote the appreciation of human capital while making enterprises develop better, and achieve the purpose of amplifying the income of human capital investors. The expansion of human capital is the external expression of the tension of human capital, and it is the ability of self-appreciation and self-expansion of capital. It embodies the energy that human capital stock can be transformed into human capital value, and reflects the essential attribute that capital needs to be continuously added. The expansion of human capital can revitalize the human capital stock of modern enterprises, increase the flow of human capital, and achieve the purpose of improving the added value of enterprise products, enhancing the market competitiveness of enterprises and winning competitive advantages. Therefore, human capital is the core and pillar of an enterprise. Practice has proved that only by scientifically and reasonably allocating human capital can people give full play to their talents.
Second, the problems in enterprise human resource management
In the new era, although all kinds of enterprises pay more and more attention to human resource management, in practice, some enterprises still have many problems in human resource management, mainly in the following aspects:
First, the concept of enterprise human resource management is relatively backward. Due to the influence and restriction of many factors, the management and development of human resources in some enterprises are often extensive and casual. Many enterprises lack a clear understanding of the capitalization of human resources and cannot stimulate the value potential of human resources in an effective way. In addition, in the concept of human resource management, we can not use scientific, reasonable and effective management concepts to guide the management and use of human resources in enterprises, but too much follow the traditional restrictive management concepts to guide, thus restricting the effectiveness of human resources.
Second, there is a lack of effective talent incentive mechanism. Different from other resources, human resources need reasonable and effective incentives to stimulate their efficiency, but many enterprises ignore this, which leads to brain drain. Others show that enterprises can't design a scientific and reasonable salary structure, which makes it out of touch or even deviate from the performance of employees. In the enterprise incentive mechanism, unknown rewards and punishments are the restrictive factors that seriously dampen employees' enthusiasm, initiative and creativity. Without detailed reward and punishment measures, the vitality and vitality of the enterprise will gradually lose, employees will lose confidence in the enterprise, and employees will jump ship or work passively.
Third, human resource management in enterprises lacks competition, assessment and supervision measures. Many enterprises can't create a benign competition mechanism and atmosphere for employees, which makes employees either slack off or cater to leaders with all kinds of unfair competition in order to get promoted. In addition, in the supervision of enterprise human resource management, it is generally manifested as the lack of scientific and effective supervision mechanism and system, which can not receive the due supervision effect. The existence of these conditions also restricts the smooth and effective management of human resources in enterprises.
Third, innovative ideas of enterprise human resource management
To implement Scientific Outlook on Development in modern human resource management, we must adhere to? People? People-oriented, attach importance to the cultivation and utilization of people, and regard people as a special tool for enterprises to survive and develop in fierce competition. Jack. Welch once said: the essence of employing people is to put the right people in the right position, so that their strengths can be brought into play and their weaknesses can be overcome. In this way, both individuals and companies can achieve sustainable development. ? With the progress and development of society, human resource management is becoming more and more rational, standardized and scientific. To realize the scientific and effective management of human resources in enterprises, we must innovate management methods.
1. Develop a scientific and competitive system and change from traditional management to modern human resource management.
It is necessary to rationally allocate and formulate predictable human resources planning, form a variety of talent evaluation systems with morality, knowledge and ability as the core, and form a scientific talent evaluation system. Take all kinds of measures combining material incentives and spiritual incentives to improve the quality of work and life of employees, improve their satisfaction, and creatively complete work tasks under the exertion of human wisdom.
2. Comprehensively improve the quality of human resource managers.
Improving the comprehensive quality of human resource managers is the main way of thinking and working method of innovative work. Personnel managers not only need to have the administrative business ability of former personnel managers, but also need to learn the basic disciplines of human resource management, establish an assessment and incentive training system, and make human resource managers become important employees of high-level enterprises through incentives and regular training.
3. Implement a realistic salary distribution and guarantee system.
The salary distribution of enterprises must first correctly analyze the factors such as the size of work responsibility, labor intensity and conditions, so that people can be satisfied with the salary. At the same time, it is necessary to establish a labor rights protection system for employees. In today's society, people are very clear about their rights and the relevant legal system is relatively perfect. Our human resource management should define the security system, so as to effectively control the labor cost and ensure that human resources will not be lost.
4. Establish and improve a scientific and effective performance appraisal and talent selection mechanism.
Performance appraisal is one of the core functions of human resource management, which provides objective basis for various personnel decisions. Therefore, in the process of enterprise management, it is necessary to establish and improve a set of scientific and effective performance appraisal mechanism, which can motivate employees to work hard and contribute their intelligence to the development and growth of enterprises. In the talent selection mechanism, we should strive to create conditions for truly talented people to stand out, and adopt various systems to ensure the normal and reasonable flow of all kinds of talents within the enterprise.
refer to
[1] Deng knows everything about human resources. Shenzhen Haitian Publishing House, 2003.
[2] Li Jian. Practical handbook of human resource management. China Yanshi Publishing House, 2003.
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