In the 1990s, with the increasingly fierce competition in the external environment of enterprises, the modern human resource management has undergone profound changes.

This profound change is mainly manifested in the fact that the human resource management of enterprises is gradually changing from the traditional emphasis on professional functions to strategic human resource management, and from administrative power to service support. The power of human resources functional departments is weakened, the responsibility of human resources management of line managers is increased, and the responsibility of self-management of employees is increased.

Human resource management is not only the responsibility of human resource functional departments, but also the responsibility of all employees and managers. In the past, this was the responsibility of the personnel department. Now, the top managers of enterprises must bear the responsibility of human resources management and pay attention to the policies of human resources.

The current human resource management can be divided into the following parts to some extent:

First, the human resource management of professional functional departments; Second, how the grass-roots leaders in senior high schools undertake the responsibility of fulfilling human resource management;

Third, how do employees realize self-development and self-development?

A fundamental task of enterprise human resource management is how to promote and help managers at all levels and all employees to take on the responsibility of human resource development and management.

However, to realize this change, we should not only solve the problem of how human resource management supports enterprise strategy in theory, technology and methods, but also reposition the role of human resource management in enterprises, strengthen the strategic role of human resource management in daily operation of enterprises, and enhance the position of human resource management in the whole business system of enterprises.

In recent years, the practice of enterprise human resources management in developed countries shows that the proportion of time spent by enterprise human resources departments on administrative functions such as maintaining personnel records, auditing and controlling, and providing services is getting smaller and smaller, while the functions of human resources product development and strategic business partners are increasing.

The role of human resource management is not only manifested in the management and control of people, but more importantly, how to find the best combination of people and things. Therefore, the human resource management of enterprises is not only a professional activity of personnel management, but more importantly, it must be linked with operation, which is a professional management activity under the guidance of strategy.

In the practice of enterprise management, the top managers of enterprises have higher and higher expectations for the human resource management department. The main reason why the human resources department of many enterprises has not been paid attention to is that the human resources department of enterprises has not played its due role and lacks active cooperation with the requirements of enterprise development strategy.

The role of human resource management

In order to improve the strategic position of enterprise human resource management and realize the comprehensive connection between human resource management and enterprise management system, human resource management must play four roles in the enterprise: strategic partner, expert consultant, employee server and change promoter.

Strategic partners:

Is an active participant in enterprise strategic decision-making, can actively provide human resources planning and system solutions based on enterprise strategic development, realize the integration of human resources into enterprise strategy and management activities, and combine human resources with enterprise strategy.

Expert consultant:

Can use professional knowledge and skills to research and develop enterprise human resources products and services, and provide suggestions for solving enterprise human resources problems, so as to improve the effectiveness of enterprise human resources development and management.

Employee server:

Can communicate well with employees, establish smooth communication channels, understand employees' needs in time, provide timely support for employees, improve employees' satisfaction and enhance employees' loyalty.

Agents of change:

Actively participate in change and innovation, and actively organize human resource management practice activities (mergers and acquisitions, layoffs, business process reengineering, etc.) during the change process. ), and put forward various specific activity plans for human resource management to adapt to organizational change, so as to improve employees' adaptability to organizational change, properly handle various human resource problems in the process of organizational change, promote the process of organizational change, realize the "soft landing" of enterprise organizational change, and try to avoid major impacts and injuries to enterprises.

In contemporary times, only by realizing such positioning and completing such positioning and role transformation as soon as possible can we effectively support the competitive advantage of enterprises, become a veritable human resources department of enterprises and realize its strategic management functions.