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On the significance of incentive theory in human resource management;

Incentive plays an important role in enterprise management. Incentive theory is that enterprise managers formulate incentive measures to guide and motivate employees' behavior, so as to achieve enterprise management goals. Therefore, this paper discusses the role of incentive theory in human resource management.

Key words:

Incentive theory enterprise management human resources

At present, enterprise competition is, in the final analysis, talent competition. As an enterprise, we should take the talent strategy as an important strategic resource, adopt reasonable incentives, constantly give full play to the enthusiasm and initiative of all employees, constantly give full play to the maximum potential of employees, and promote the sound and rapid development of enterprises. Therefore, this paper first analyzes the connotation of incentive theory, and then puts forward the role of incentive theory in human resources.

1, the connotation analysis of incentive theory

In the process of enterprise development, it is necessary to formulate reasonable incentive measures to improve the enthusiasm and initiative of employees. Incentive theory plays a very important role in the process of enterprise development and growth. Therefore, business operators and leaders should really understand the real connotation of incentive theory and get more enlightenment from it.

1. 1 In the process of formulating incentive measures, business leaders should meet the needs of employees to the maximum extent according to their actual needs and professional characteristics. In order to promote the long-term development of enterprises, enterprise leaders should formulate reasonable incentive measures, and various systems and regulations should meet the reasonable needs of employees.

1.2 enterprises should formulate flexible and diverse incentive measures according to different age groups of employees, and fully understand the needs of enterprises in different aspects and at different levels. Under the premise of ensuring enterprise performance objectives, enterprises should meet the individual needs of employees by adjusting corporate culture and development strategies, improve employee loyalty, adopt flexible and diverse incentive measures, enrich incentive content, and enhance the effectiveness and pertinence of incentives.

1.3 In order to promote the enthusiasm and initiative of employees, enterprises should reasonably guide employees' behaviors, formulate reasonable policies, create a good atmosphere, create good performance, ensure the continuity of employees' incentives, establish positive and negative incentives, and constantly improve corresponding incentive measures.

2. The reason why enterprises pay attention to the use of incentive theory.

As an important task of enterprise management, incentive measures require enterprises to objectively and reasonably evaluate employees' behaviors and treat employees' values fairly, so as to create good conditions for motivating employees and realize a virtuous circle of management. In practice, we should pay attention to the following reasons:

2. 1 Establish the people-oriented principle. With the development of knowledge economy, enterprises should respect talents, establish a people-oriented development concept and constantly change the way of human resource management. Enterprises should pay attention to the thoughts and life reasons of employees, meet the needs of employees, and maximize the enthusiasm and initiative of employees. At the same time, we should attach importance to the communication and exchange between leaders and employees, treat the needs of employees objectively and fairly, and establish a correct starting point for employee motivation. At the same time, business leaders should earnestly understand and attach importance to the difficulties faced by employees, listen carefully to their reasons and attach importance to their ideas.

2.2 Constantly establish an effective corporate culture. In the theory of motivation, motivation can be divided into self-motivation and others' motivation, and employees of enterprises should identify with corporate cultural values and strengthen internal motivation measures. First of all, enterprises should set long-term development goals and form a strong and beautiful vision with their employees. This will effectively stimulate the enthusiasm of employees, give full play to their greatest potential, better serve the enterprise and form a common goal. With the rapid development of market economy, enterprises should let every employee fully understand the challenges, opportunities, reasons and advantages faced by enterprise development, so as to contribute to the development of enterprises. At the same time, enterprises should formulate excellent characteristic corporate culture according to their own characteristics and employees' ability, ensure incentives, adopt scientific and reasonable human resources policies, guide enterprises reasonably, and form a good competition zone by transforming the internal management environment.

2.3 Establish an incentive mechanism with interests as the core. In practice, human resource management affects the behavior of employees to a great extent. However, some enterprises do not have a reasonable and effective human resource management mechanism and lack the necessary policy guidance. Therefore, enterprises should constantly establish and improve the incentive mechanism, do a good job in internal salary distribution, rationally use human resources, strengthen employee performance appraisal, and ensure the institutionalization of the incentive mechanism. In order to ensure the implementation of human resources incentive measures, reasonable material incentive measures should be formulated to improve the effectiveness of incentives, realize the self-satisfaction of employees' own abilities and status, and give full play to the maximum role of incentives. At the same time, we should constantly reform the existing system and form a good competition mechanism. Establish a fair and reasonable selection system, improve the ability of employees, create good performance and create room for promotion.

At the same time, enterprises should establish the principle of distribution according to work, realize the coordinated development between enterprises and individuals, establish a good performance management system and feedback system, formulate a reasonable salary, promotion and training mechanism in the actual process, and give full play to the role of performance appraisal value. At the same time, enterprises should formulate a reasonable value orientation, reasonably standardize the behavior of employees, and ensure that the cultural values of employees are consistent with those of enterprises; In addition, enterprises should constantly improve the performance mechanism, so that employees can fully realize their own shortcomings, thus enhancing their own strength and competitiveness. Enterprises should do a good job in employee training and improve the comprehensive quality and skill level of employees.

2.4 Improve the management function of enterprise human resources. Enterprises should formulate a reasonable incentive mechanism, improve the function of human resources, give full play to the subjective initiative of human resources departments, formulate a reasonable human resources management mechanism, solve the practical difficulties of employees, ensure the vanguard nature of human resources management, enhance the incentive function and improve the enterprise incentive mechanism, so as to provide great organizational guarantee for giving full play to the enthusiasm and initiative of enterprises. At the same time, it is necessary to strengthen the selection of managers, so that every manager realizes that he is both an motivator and an motivator. Therefore, enterprises should improve the quality of front-line managers, strengthen the training of their own skills, motivate subordinates in flexible and diverse ways, and continuously improve the performance and job satisfaction of employees on the basis of clarifying the responsibilities of managers.

3. Concluding remarks

To sum up, in the process of enterprise human resource management, managers should formulate perfect incentive measures according to the enterprise's own characteristics and the reasonable needs of employees, do a good job in the equal return of employees, give full play to the enthusiasm and initiative of employees, minimize the turnover rate of employees, enhance the cohesion and centripetal force of employees, better serve the development of enterprises and achieve sound and rapid development of enterprises.

References:

[1] Song. The role of incentive theory in human resource management [J]. Chinese and foreign entrepreneurs, 2013,05:159.

[2] Zhang Lingling, Zhao Xiang and Shi Jingjing. On the role of incentive theory in human resource management [J]. Modern commercial trade industry, 20 13, 14: 94-96.

[3] Wang Zhichao. The role of incentive theory in human resource management [J]. Chinese and foreign entrepreneurs, 20 13, 1 1: 137.

On the significance of incentive theory in human resource management;

With the development of various new technologies, informatization has become an important part of human resource management. This paper expounds the necessity, existing problems and measures to be taken in the informatization of human resource management.

Key words:

Human resource management; Informatization; Necessity

With the advent of economic globalization and information age, the traditional personnel management has obviously been unable to adapt to the rapid development of market economy. It is imperative to strengthen the informatization construction of human resource management and improve the level of human resource management.

First, the application of human resource management information

Informatization of human resource management is a management method based on the combination of information technology and advanced human resource management ideas, and relies on information technology to optimize the allocation of human resources. As a management tool, information technology is applied to the formulation of management system, business process design, employee communication, human resource report analysis and so on. And handle objective affairs according to the established system and process, which greatly improves the work efficiency of the human resource management department. Mainly in the following three aspects.

First, the application of office automation is the basic task of human resource management informatization. The contradiction between manual office mode and increasing office business volume is increasingly acute, and the contradiction between the rapid expansion of human resources information and the rapid growth of social demand for information is more prominent. Relying on manual management and using manual means to collect, process, analyze and make scientific decisions on huge human resources information can no longer meet the requirements of the times. Therefore, it is a necessary condition for the modernization of human resource management to change the office mode and make the processing, circulation and management process of office business electronic and informative.

The second is the basic application of software and hardware. The construction of software and hardware infrastructure is the premise of strengthening the modernization of human resource management and the necessary means of human resource information transmission, exchange and sharing. Software equipment mainly involves text, data, sound and image processing systems, as well as various databases, management information systems and decision support systems, so as to develop, build, improve, popularize or upgrade the system. Software investment will be the focus of informatization. Hardware equipment mainly includes computer equipment, communication equipment and information storage equipment. To realize informatization, purchasing necessary hardware equipment is the most basic link.

The third is the application of network facilities. The core of human resource management informatization is network construction. Modern information technology should be used to improve the management mode, build a resource sharing platform, improve the application of computer and network technology in human resource management, and gradually improve the informatization level of human resource management. Informatization is to establish a human resources website or homepage on the basis of vigorously promoting the construction of internal local area network of human resources departments at all levels and the construction of external network connecting all units, and to open up new channels for human resources work disclosure and better service of human resources information. The construction of human resource information network can better improve the transparency of work, reduce office expenses, improve office efficiency and greatly improve the informatization level of human resource managers.

Second, the necessity of human resource management information construction

(A) Informatization has promoted the reform of human resource management.

Informatization human resource management realizes open management, outsourcing some functions and establishing virtual organizations. The ultimate goal is to innovate the management concept of enterprises and optimize the management of human resources. When human resource management develops from a single, top-down management to an interactive, multi-directional, comprehensive and professional direction, the management concept of human resources is gradually improved, and the human resource department has gradually become the core department of the organization. The implementation of information-based human resource management not only makes it possible for human resources to be transformed into human capital, but also recognizes the price created by the human resource department, promotes all employees to participate in management, and makes every employee participate in the work of the human resource department, which changes the traditional passive position of employees in the management process and forms a new situation in interaction management.

Informatization human resource management makes the human resource management department change from providing simple human resource information to providing human resource management knowledge and solutions, providing decision support for management at any time and place, providing analysis tools and suggestions for human resource management experts, and establishing a system to support human resource management departments to accumulate knowledge and management experience. The implementation of information-based human resource management has changed the impression that the traditional human resource department is the cost department. Through cost analysis, the value created by human resources department can be expressed in quantitative form. By authorizing employees to do self-service, outsourcing and service enjoyment, human resources departments are increasingly freed from trivial administrative affairs and play the role of strategic partners of the organization.

(2) Informatization helps to integrate management resources, improve management efficiency and reduce management costs.

As an all-staff information system based on network structure, information-based human resource management has one major functional advantage: it shortens the feedback time of employees at all levels and opens up more abundant communication channels. Employees can express and transmit various ideas across departments and levels, without sticking to the traditional hierarchical control of the company. This technical feature finally changed the management mode and organizational structure of the organization, promoted the flattening of the organization and made the organization's response more sensitive.

The application of network technology can also provide various forms of services for other managers and employees outside the human resources management department. For example, the top management of an organization can check the allocation of human resources, the status of important employees, the analysis of human resource costs, employee performance and so on online. For department managers, they can manage employees online, for example, they can modify employees' attendance records, approve leave applications, and conduct performance management. Within the scope of authorization; For ordinary employees, you can look at this month's salary details, accumulated benefits, internal stock value, internal recruitment information, various personnel policies, personal attendance leave, internal training course registration and so on. The provision of this service makes human resource management move from relatively closed to open, and backward management becomes advanced management. These benefits can undoubtedly improve the service quality of the human resources management department to the top decision-makers and all the staff, so that all the staff can participate in human resources management activities, thus optimizing the management structure, integrating management resources and unblocking information communication channels.

The input of information system reduces the heavy calculation work in query and statistics brought by manual operation and shortens the working time of various functions, especially the database of information system makes it easy to save data. With the appearance of the Internet, large relational database, video system, e-mail, office automation system and other software and hardware equipment and related infrastructure, the information-based human resource management system has been really put into practice. It overcomes the limitations of human beings, makes full use of the characteristics of information technology such as rapidity, accuracy, interaction and mass storage, and plays a key role in promoting the application of human resource management theory in enterprise management practice.

In the traditional manual management period, the human resources department must rely on manual operation, whether it is design work, organization training, recruitment, salary distribution, file management and other trivial specific work, which is inefficient and easy to make mistakes. Informatization can reduce the operating cost of human resource management, reduce the staff turnover rate and reduce the communication cost. , thus reducing the management cost of the organization.

Third, the lack of human resource management information

Compared with developed countries, China's information-based human resource management started late and there are many problems.

First, at present, human resource management software is mostly in the transactional management stage, which focuses on universality and cannot completely cover the unique management activities of enterprises, and its application scope is limited. At the same time, some additional functions in the software are not needed by the organization, which increases the burden on the organization and causes waste.

Second, the original function of dynamic data is to provide real-time information for management decision-making, which requires dynamic data to enter the database at any time. However, the dynamic data of some organizations are not updated at any time, and the dynamic data are not entered into the database in time, so the whole human resource management system can not provide support for management decisions.

Thirdly, from the perspective of database structure, the design of database must meet specific requirements according to the specific situation of the organization. For example, there is a sub-module in the database of an enterprise, which records the flow of personnel, but this module only records the employees entering the enterprise and their retirement or death, ignoring the flow of employees among various departments within the enterprise, and the calculation of this flow rate is very important for human resource planning. Obviously, when designing the database, the software personnel did not take this factor into account. The main reason is that computer software personnel are unfamiliar with the field of human resource management, and enterprise human resource managers lack theoretical support.

Fourthly, the current human resource management system is often manifested as the recorder of wages, and its due role is far from being brought into play. As a management tool, human resource management system should not only be able to record the data that happened, but more importantly, it should be able to sort out and analyze these data and make valuable reports. For example, through the analysis of employee appraisal data, the organization can understand the current overall performance; Through the analysis of wage structure, some suggestions on cost control can be put forward.

Four. Measures to Promote Informatization of Human Resource Management

(A) optimize the allocation of human resources

Through the rational allocation of human resources, we can realize the new situation of human resources management that the organization has called for for many years, that is, "those who can go up, those who are mediocre go down, and those who are flat let go"; Haier's "horse racing competition mechanism" can be used for reference, establishing an elastic competition mechanism in which cadres can go up and down and employees can get in and out, implementing open, fair and just employment autonomy, competing for posts and selecting the best ones; Establish and improve a reasonable employee access, use and exit mechanism, implement the process of employee professionalization, design different employment expectations and treatments according to different positions and levels, form a normal flow mechanism, effectively promote the talent market, and attract high-quality and highly educated talents; The old employees of the organization should be properly placed, give full play to their advantages of experience and wisdom, and give them the position of consultant or inspector.

(2) Choose applicable software to strengthen people-oriented.

Organizations need to choose suitable human resource management software according to their own characteristics, while avoiding dependence on management software. The "people-oriented" management idea is not only required by traditional management, but also should be paid attention to even if the organization implements human resource management informationization. Management software is "first" and human nature management is also "first". Grasp both hands, and both hands should be hard. Only in this way can enterprises adapt to informatization better and faster and improve the efficiency of human resource management.

(c) Training to form a system

First of all, we should increase capital investment and improve the training system. If an organization wants to win in a market economy that encourages competition, it must have high-quality talents, and the training of employees is an essential key link to improve the quality of employees. The heavy investment in human resources training can not only meet the needs of employees' personal development, but also meet the needs of organizational knowledge accumulation and innovation, bringing long-term development and great efficiency potential to the organization. Therefore, organizations must do everything possible to raise funds, increase investment and improve the training system.

Secondly, we should develop employees' skills and improve their comprehensive ability. According to the actual situation and needs of the organization, we should effectively strengthen the skills development of employees, and through the establishment of relevant systems and institutions, form a good atmosphere in which everyone studies technology hard and strives to be a technical expert. Skills development can mainly take the following forms: pre-job training, on-the-job training, job transfer training and manager training.

Third, develop the intelligence of employees and fully tap their potential. Institutions can take the form of jointly running classes with relevant universities to move classes to enterprises. At the same time, employees are encouraged to pursue self-study and form a good atmosphere of advocating learning. The development of creativity is a high-level requirement for the intellectual development of human resources. Through creative development, we can explore everyone's creative potential and constantly improve the organization's pioneering and innovative ability.

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