1, strategic link: enterprise strategic direction, operation strategy, operation mode selection, the first thing that senior leaders of enterprises should consider is to ensure that the enterprise has done the right thing and the execution is satisfactory, otherwise the execution will be better, and the author will elaborate on it in detail.
2. Organizational links: the functions and responsibilities of departments and posts must be clear, and departments should reasonably meet the needs of enterprise business process operation, so that employees can implement the objectives: what should be done, what should be done, to what extent, and so on. As for the suitable organization link form for employees, organizations, departments, job responsibilities, job descriptions, business flow charts and other enterprises have all defined their own positions and independent responsibilities, but what they see is that the job settings are reasonable, the functions are vacant and overlapping phenomena abound.
Resource system of premise power of target management
The design of human resource system should pay attention to the integration of enterprise strategy, enterprise culture and human resource management.
Enterprise transformation power resource system, target management foundation, key performance indicators (KPI), core content, standardized, market-oriented and systematic strategic power resource system. Comprehensive analysis of Jiahe Zhibo management consulting power resource management system, the basic resource system of target management mainly includes:
The first section of strategy is closely related to the strategic planning objectives of enterprises, the requirements of corporate culture, the planning and management of power resources system, the core content of enterprise development strategy, and the important support and guarantee for the realization of strategic objectives.
The second section, performance management, establishes the basis of job analysis, key performance indicators (KPI), the main contents of performance management and salary management, performance management system, performance management means, assessment and improvement of incentive objectives.
Section 3 Employee Development Section 3 The common development of enterprises and employees is an important content of corporate culture. Employees develop nuclear content. The ability of employees is developed and cultivated. Only introduction, training and professional management are used to improve the overall quality of the workforce.
Three. The design steps of the basic power resource system of target management are as follows: the strategic planning of the second power resource.
Analysis of the Works of the Second Exhibition
1, the current process analysis framework of process reengineering enterprises is more suitable for the actual process of enterprise business management.
2, organizational reengineering, establish a new organizational post system, improve the "job description", consolidate the foundation of resource management, and build a system of key performance indicators (KPI).
First, determine the key performance indicators (KPI) at the company level;
Determine department-level key performance indicators (KPI);
Finalize the key performance indicators (KPI) of each position.
Fourth, build a reasonable department performance management system.
Science refers to the basic principles of capability resource management, and reasonably refers to performance management that conforms to the actual business and management of enterprises and has strong operability and practicability. Pay attention to both work completion and completion, combine the assessment of work completion with performance evaluation, and build a performance management system that conforms to the characteristics of enterprise operation.
Fifthly, the salary reform should establish an effective performance-oriented incentive mechanism.
The direct application of performance cash incentive in assessment results mainly includes:
1, salary incentive: performance appraisal results are linked to performance salary and bonus, and performance determines salary level;
2. Promotion incentives: the promotion of positions is based on performance appraisal and management;
3. Develop machine incentives: cash assessment is closely combined with employee training, expanding the spatial form of performance incentives and enriching the incentive content.
Sixth, establish and improve the recruitment and selection system.
Seventh, establish and improve the staff training and distribution system.
Eighth, improve the human resource management system.
Soft and hard recruitment system, strengthen the recruitment of resource departments and business departments, and cooperate closely.
The human resources department can tell the business department to establish a standard, which can help the business department to improve the recruitment motivation system.
First of all, the recruitment position of HR department must be accurate. Qualification planning includes knowledge, experience and basic information. There are three requirements: calendar requirements and industry experience requirements. Some project companies say that it is obvious whether the candidates of the same project are experienced and do little qualification planning. The HR department should pass the background check, or look at the resume and ask questions in the first interview. The human resources department should ask the business department to provide a draft opinion on the competency requirements to avoid recruitment and job matching. The outline of structured interview process should keep smooth communication with business departments.
The basic work progress resources department should build a competency model to examine the candidates' competency: some questions about the candidates' physical endurance potential are hard to see, even the initial impression after two interviews is hard to avoid subjective judgment with errors, and some tests are needed to reach an objective conclusion. According to the recruitment requirements of the company, we need to choose some suitable testing tools to cooperate with the company's human resources department and use a software system to replace subjective factors.
Eight modules of power supply system
Human resource planning, employee recruitment and distribution, training development and implementation, performance evaluation and implementation, salary and welfare, employee relationship management and career management.
Specific and detailed
Power resource planning:
1, organization setting
2, enterprise organization adjustment and analysis
3. Supply and demand analysis of enterprise employees
4. Establishment of enterprise power resource system
5. Preparation and implementation of human resource management expense budget; (International Resource Management 1, Career Development Theory)
2, internal evaluation of the organization 3, organizational development and change; 4. Plan and organize career development; 5. Overview of comparative international resource management. Strategic plan for developing international resources. Work performance. Employee authorization and supervision)
Second, recruitment and allocation of human resources:
1, recruitment demand analysis
2, job analysis competency analysis
3. Recruitment strategy,
4. Analysis and selection of recruitment channels
5. Recruitment implementation
6. Special policies and contingency plans
7. Exit talk
8. Measures to reduce employee turnover rate
Third, the training of human resources:
1, theoretical learning 2, project evaluation 3, investigation and evaluation 4, training and development 5, demand evaluation and training 6, training suggestion structure 7, training, development and employee education 8, training design, system 9, development management and enterprise leadership; From 10, Project Management: Project Development and Management Practice
Iv. Human resource performance management: 1, performance management preparation stage 2, implementation stage 3, evaluation stage 4, summary stage 5, application development stage 6, performance management interview 7, performance improvement 8, line-oriented evaluation 9, result-oriented evaluation
Verb (abbreviation of verb) salary and welfare management of human resources: (salary, incentive income) 1, salary 2. Build a comprehensive salary system (job evaluation and salary grade, salary survey, salary plan, salary structure, salary system formulation, salary system adjustment, work cost accounting) 3. Welfare, its salary problems (welfare insurance management, enterprise welfare project design, etc.
6. Labor relations of human resources employees: 1, industry 2, labor relations agency 3, industry relations agency 4, labor-capital negotiation 5, industrialized labor-capital negotiation (safety, security and health, safe and healthy working environment promotes workplace safety and health management, occupational health and safety), human resources management and competition 1, human resources management and competitive advantage 2, human resources management order and environment 3.
7. Event management includes important group resources such as employee entry procedures, employee information files, event files and employee reward and punishment system.
Eight. Career management Career management enterprises plan employees' careers, give full play to their own advantages, achieve good development, and guide employees to achieve their own development goals and enterprise development goals. Resource management measures
A good career management system gives full play to the potential of employees, gives outstanding employees a clear guiding force for specific career development, and realizes enterprise value from the perspective of capital appreciation. With the help of the classic educational measurement theory, the current theories of intermediary, organization, management, career planning and career development, combined with the characteristics of enterprise management practice, the career planning system is more familiar and perfect.
Effective construction of modern enterprise power resource management system
The development of the concept of human resource management basically began in the early 1990s, when the influx of foreign-funded enterprises was the main driving force. In just over ten years, the overall concept and management level of human resource management have been significantly improved. Due to the balanced social and economic development, there are differences in the management concepts of enterprises of the same nature: a few excellent enterprises have established a power resource development and operation management system, while the vast majority of enterprises are in the transition stage from event management to power resource management. These enterprises have not yet broken away from the traditional event management concept, helping enterprises to establish a four-tier construction of power resource management system, power resource strategy, management system and power resource technology, and achieve leap-forward improvement. The challenges faced by power resource service (consulting) institutions and the previous machine analysis are not important for modern enterprises, especially in today's rapid development.
First, senior leaders of enterprises should strengthen the concept of human resources management, establish a reliable concept of human resources and human resources management, and enterprises should strengthen employee training and strengthen their awareness of human resources management;
Second, in the knowledge-based economy, talents are replaced by monarchs, and all winners win: the so-called talents are to meet the requirements of enterprises or posts, and have the right to choose their own jobs and decide their own jobs. Before providing power, resources, products and services, enterprises should respect their right to choose their jobs, win satisfaction and loyalty from the perspective of the internal needs of talents, earn wage income simply through hard work, and share value creation with those with capital.
The so-called winner-take-all has two meanings:
The higher the quality, the scarcer the talents, the more popular they are, and the more choice machines, the higher the reward.
Second, enterprises with unique talent and resource advantages are more competitive in the market, and it is easier to attract and retain talented employees and professional entrepreneurs. The dominant factor of enterprise value creation is the right to claim surplus value, and then the sovereignty base is scarce. The high report of capital investment makes capital chase before choosing capital knowledge to hire capital (the symbol that Bill Gaixian intellectual capital beats monetary capital). Intelligence is used to establish the advantages of intellectual capital and maintain the uniqueness of this advantage.
How to improve the performance management system of implementing resources
Enterprise resource management such as finance, quality and production management must be structured to ensure its full play and effectiveness. It is necessary to establish a resource management system within the framework of resource management system and demonstrate the premise of resource management.
Link 1: Improve the organizational structure and establish a restriction mechanism.
It is necessary to fully understand the short-term planning of the enterprise for three to five years, the special development goals of the enterprise and the strategic means to achieve these goals. Only when the enterprise's goals and strategies are clear, can we design and realize the enterprise's goals and establish the enterprise's organizational structure and support the organizational structure to show the fundamental foundation of resource management.
It is necessary to improve the special resource institutions, otherwise, there will be no exhibition of enterprise overall resource evaluation.
The establishment of salary system is the same as the establishment of new recruits and promotion assessment mechanism in the trial transfer management office; Formulate the scope of different management offices, including demotion, lateral transfer, promotion and salary adjustment, and smooth internal talent flow channels; Formulate salary systems such as resignation management office and contract management office. Establish some mechanisms to restrict performance. Link 2: Define the post level and prepare the job description.
The establishment of organizational structure and the determination of enterprise management mode, including post setting, department planning, work interface, management route, organizational level and hierarchical relationship, etc. There are clear regulations to ensure that the tasks of each post set by the organizational structure can make the necessary progress. Clearly define the post level, responsibilities and rights of the management organization. Established the foundation of enterprise organizational structure. Establish a hierarchy table. Establishment of salary system. What is the focus of post grade analysis?
1. General data analysis of work names: standardization of work names; Determine the job name according to relevant job categories, naming regulations or common naming habits; Job coding: All jobs are coded according to a unified coding system.
2. Job specification analysis: Main purpose: to fully understand the whole job.
(1) Task analysis: define and standardize tasks, work contents, degree of work independence, completion of work steps, use of equipment and materials, etc.
(2) Job responsibility analysis: according to the importance of the work, give the corresponding authority to ensure the responsibility power, and determine the responsibility power as quantitatively as possible.
(3) Analysis of the relationship between supervision and organization: Understand the subordinate relationship of work collaboration, including: direct subordinate level, direct subordinates, some work restricted by this work, collaboration promotion or communication within certain work scope, etc.
(4) Workload analysis: The purpose is to determine the standard workload, work quota, workload benchmark, work cycle, etc. 3. Analysis of working environment.
(1) Working physical environment: humidity, temperature, light, noise, vibration, peculiar smell, dust, space, oil pollution, etc. And the staff in the liaison room.
(2) Work safety environment: work hazards, occupational safety and health conditions, occupational disease susceptibility, prevalence rate and degree of hazards (3) Social environment: including the number of working groups, the number of cross-institutional effects after completing work requirements, the relationship between departments, cultural facilities inside and outside the workplace, social customs and habits, etc.
(4) Employment conditions: including the number of posts, salary structure, wages paid, welfare benefits, organizational position of work, promotion opportunities, seasonality of work, learning opportunities, etc.
4. Analysis of post conditions
(1) education and training education, training level, training experience, calendar and qualifications
(2) the use of mechanical equipment professional skills, material properties, technological processes, operating procedures and operations, tool selection and use, safety technology and enterprise management knowledge.
(3) The practical experience of the operation ability necessary for the industry to complete the task includes: similar work performance; The decision-making, creativity, organization, adaptability, attention, judgment, intelligence and operational proficiency required for this job.
(4) Professional requirements for physical fitness include: physical fitness, that is, walking, running, climbing, jumping, standing, rotating, balancing, pulling, pushing, eyesight, listening and so on. ; Temperament orientation, that is, the post should effectively and comprehensively appeal to and expound the posts of patience, carefulness, calmness, diligence, honesty, subjectivity, responsibility, dominance and emotional stability.
According to the organization chart and grade table, determine the position of each post management organization, the tasks entrusted to it, the functions that must be realized, the responsibilities that should be undertaken, and the necessary qualifications. , used to locate and write job descriptions.
First of all, evaluate whether the omission is complete, whether the vertical and horizontal connection is good, and whether the responsibility given corresponds to the position. , and determine whether it is necessary to adjust the content of the job description; Then analyze and evaluate the work, determine the number of posts needed, and analyze the number of posts needed for the management organization structure.
Only when the rank and position are clear can the ladder evaluation work exhibition be carried out.
Link 3: Establish the authority plan and improve the assessment system.
According to the job description of each post, it is clear that the successful completion of each work must stipulate the handling, review, approval and so on of various affairs. All transactions need to be completed in four links, and three or two links are needed, namely, the right to draw a table, the right to draw a table, and the workflow of various transactions is established. The working interfaces between posts are clear, and all posts are working according to the rules of drawing a table.
According to the job description and authority table, the responsibilities, responsibilities and rights of each position, combined with the objectives of each stage of the enterprise, the tasks of each position can be solved and the weight of the position owner and each position can be considered, so that the assessment management office of each position can be formulated and implemented, and the employees' work performance is poor. Establish enterprise incentive system according to the assessment results.
Only by clarifying the authority can we clarify the responsibilities and obligations, improve the relevant inspection standards of the human resources evaluation system and promote the evaluation work.
Link 4: Formulate salary system and establish guarantee mechanism.
Understand the basic salary level of the same industry in this region, understand the profitability of enterprises, and evaluate the profit growth rate of enterprises. According to the requirements of labor and enterprise staffing, the budget and increase of total wages are compiled, and then the salary level and increase ratio of each post are defined with reference to the level, responsibility, nature, intensity, difficulty, environment and importance of each post, and then the total wages of each post, such as basic salary, allowance and performance award, are determined to ensure fairness and reasonableness. The establishment of enterprise salary system is based on the purpose of enterprise use, extending enterprise policies such as employee employment, health, fees and housing, clearly formulating welfare management to attract employees and let employees live and work in peace and contentment.
Only by perfecting the salary system and safeguarding employees' rights and interests can we retain employees and motivate them to serve the enterprise.
Link 5: Prepare power planning to ensure talent reserve.
According to the job description and qualification requirements, the company requires the current employees of the company to sit on the set job number. It is easy to find out which positions are redundant, which positions need to be adjusted, which positions need to be eliminated, which positions need to be supplemented, and which positions do not need to be retained, adjusted and eliminated. This is clearly defined by the human resources planning of the enterprise.
To ensure that employees can develop synchronously with the enterprise and adapt to the higher post requirements of the enterprise, we must improve their own level and make a good budget for employees' education investment. Then, according to the budgeted employee demand, according to the same level, the same department and the same department, the training plan is formulated to educate employees with higher post knowledge and skills and implement training. Only when employees' training results are linked to salary and promotion can they cultivate reserves.