Managers of private enterprises in China use the reward system to encourage employees to work hard, which is a human resource management method for enterprising and motivated employees.

Abstract: Private enterprises are an important part of enterprises in China. It can be said that a large part of enterprises in China belong to the category of private enterprises. Private enterprise is a new type of enterprise, full of vigor and vitality, and has a bright future. But there are also various shortcomings, and the road to development is full of twists and turns. Because it is a new thing, many places are underdeveloped and not as stable as the old things. After a long period of exploration and practice, the old things have become very mature, so it is very necessary for us to actively find the problems existing in private enterprises and study the corresponding strategies. In this paper, the author discusses this problem in detail.

Keywords: human resource management of private enterprises

Private enterprises are a very important part of enterprises in China, which have created huge profits for the economic development of China. At the same time, it is very necessary to attach importance to the study of private enterprises. Our country has the strategy of rejuvenating the country and strengthening the country with talents, and the importance of talents can be seen. Throughout the ages, not only emperors, but also enterprises have attached great importance to talents in various fields. Then for an enterprise, talent is also essential, and talent management and human resource management are particularly important.

First, an overview of the basic theory of private enterprises

Private enterprises are different from state-owned enterprises, which are both different and related. Because of the state's investment and support, state-owned enterprises have a good working environment, employees can get generous salaries, and there are more perfect welfare systems such as five insurances and one gold. Employees in state-owned enterprises are not as nervous as employees in private enterprises. Private enterprises are established by the people's own money. Business owners have strong profitability and pay more attention to the work efficiency of employees. Therefore, the pace of work within the enterprise will be faster and more tense. Private enterprises and state-owned enterprises jointly create GDP, showing the trend of letting a hundred flowers blossom, improving the level of economic development in China and making the economy prosperous.

Second, the basic analysis of human resource management theory

All enterprise managers hope that their enterprises will flourish under their own management and their profitability will be among the best. There is an old saying: "It is easy to defend a country, but it is difficult to defend a country." The author believes that talents are the most indispensable factor for enterprise managers, whether they are fighting for a company or managing a company. On the one hand, selecting talents is like injecting fresh blood into the company. When the company enters a low equilibrium state, the intervention of talents can break this low-level equilibrium, make the enterprise break through, move towards a high level, and make the company more dynamic; On the other hand, it is necessary to carry out reasonable human resources management for the existing internal staff of the company, so that everyone can work in an orderly manner, and all affairs can be handled very maturely while maintaining the existing level within the company, ensuring the stable operation of private enterprises without accidents. Human resource management plays an important role in the development of private enterprises and cannot be shaken.

Three. Problems existing in human resource management of private enterprises

1, employees in private enterprises are not motivated. The low enthusiasm of employees can be said to be a common problem of private enterprises. The word "muddling along" has a long history, meaning that employees don't work hard there, but kill time. By the time we get off work, today's task will be completed.

2. The phenomenon that employees in private enterprises arrive late and leave early occurs from time to time in private enterprises. It can be said that this kind of behavior is a kind of absenteeism, and the phenomenon of being late and leaving early is a contempt or even indifference to the internal rules of enterprises. For this kind of behavior, our private enterprise managers must take corresponding measures to deal with it. Otherwise, the phenomenon of being late and leaving early is prevalent, and the future of private enterprises is in crisis, and the consequences are unimaginable. If employees are not enthusiastic about their work, they will slack off their work tasks and think that they can delay for a while, which greatly reduces their work efficiency, which is very unfavorable to the development of enterprises.

3, the phenomenon of brain drain in private enterprises is more common in private enterprises, we can often find another phenomenon, that is, job-hopping, that is, the loss of company personnel or even the loss of talent, why enterprises can not retain talent, the following author will focus on analyzing the phenomenon of brain drain and the corresponding strategies.

4. The concept of talent selection of private enterprises Traditionally, many private enterprises only submitted resumes through websites, rather than actively. There is also a problem of academic discrimination. College students can't be treated equally, and education is more valued than personal ability. This is the loss of private enterprises, and it will definitely lose some talents.

Fourth, the corresponding countermeasures of human resource management in private enterprises

We have found some shortcomings in human resource management of private enterprises, and we must find corresponding countermeasures to improve them and form a benign development cycle. This is the correct way of human resource management.

1. Establish and improve the reward and punishment system for employees in private enterprises.

First of all, we can analyze it like this. Employees are ordinary people. Working in an enterprise is not only to realize self-worth and social value, but also to contribute to the company and society. But the most basic purpose, which is also the most practical, is to get a salary, support the family and ensure the life of yourself and your family. Therefore, managers of private enterprises can take salary and welfare as a breakthrough to improve employees' salary and welfare, so as to stimulate employees to work hard and get higher salary to improve their lives and those of their families.

Managers of enterprises can link employees' personal performance with wages. The more employees pay for the company, the more they get paid. In order to get more wages, employees will pay attention to their own work tasks and strive to complete them, thus improving work efficiency, which is very beneficial to the benign development of private enterprises. So is the establishment of welfare system. Managers of private enterprises can reward employees with outstanding work ability with annual leave. If the work task is completed well, you can get a period of vacation, which will be reimbursed by the private enterprise. When employees come back from vacation, they will devote themselves to their work in a better state.

Secondly, our private enterprise managers use the reward system to motivate employees to work hard, which is a human resource management method for motivated and enterprising employees; For another group of employees, that is, those who just want to muddle along in the enterprise and don't work hard, we should adopt another system, that is, the disciplinary system, so that they can change this situation. Informed criticism's punishment is a disciplinary system. This system will not let the managers of private enterprises criticize and educate the notified employees in front of them, so they choose to take the notification method to protect the self-esteem of the notified employees. Not only let everyone see the company's determination to rectify the slack problem in the workplace, but also set an example for others. After all, there are many employees in private enterprises, and it is not a glorious thing to be punished by informed criticism. In order to prevent this from happening again, employees will take their work seriously and improve their work efficiency.

2, private enterprise management to strengthen attendance management.

First of all, the sign-in and sign-out system can be adopted, that is, employees should sign-in and sign-out at four time points: going to work in the morning, leaving work at noon, going to work in the afternoon and leaving work at night. Whether employees leave the company or enter the company from the outside, there will be corresponding records. However, our check-in is different from the previous check-in and check-out, but by brushing faces, that is, employees stand in front of the check-in machine, and the machine will check-in and check-out by recognizing faces, which can also avoid employees helping each other to sign-in and check-out, thus improving the operational efficiency of private enterprises. Although the machine sign in and sign out is accurate, it also has problems and is not perfect. Then at this time, we need our private enterprise managers to supervise, and managers can investigate the attendance of personnel irregularly. For example, managers can come ten minutes earlier than ordinary employees in the morning, and then attend attendance at the sign-in desk. Irregular spot checks are more aggressive, so you can know the attendance of employees, and record the inspection results in employees' performance, which is directly linked to the wages that employees can get, which will make employees face up to the problem of being late and leaving early.

3. Strive to build "humanized" private enterprises.

Private companies are not unreasonable, and all kinds of accidents in life can really catch people off guard. For example, driving to work, the car broke down halfway, which is helpless. When this problem arises, being late for work will become an unexpected thing. In order to understand similar situations, the company can formulate a strategy to let employees have such situations once a month and explain the reasons. There is no phenomenon of being late and leaving early, which is included in the performance and will be punished more than once. It is ok to be late and leave early once, but if it is many times, it will not be tolerated. As a new thing, the development of private enterprises should not be rushed. Some managers of private enterprises believe that the economic development situation is grim, and private enterprises must constantly improve themselves in order to occupy a place in the fierce competition of private enterprises. This is indeed the current situation and trend of China's economic development. Under the pressure of survival, private enterprises have to adjust the company's progress very quickly, making employees miserable.

For example, PricewaterhouseCoopers, one of the four major accounting firms, is well known as a very good accounting firm with high salary, good welfare and good working environment. However, there are still many certified public accountants who choose to quit their jobs and become chief financial officers or other positions in other companies. So why can't such a good company keep talents? Because the company's work intensity is too high, many employees say it is unbearable. In the long run, people will feel oppressed physically and mentally, and some employees who think they can't go on like this will choose to leave here. The brain drain of PricewaterhouseCoopers is the most intuitive example. Therefore, in the process of upward development, our private enterprises should not over-squeeze employees' energy, and appropriately slow down the pace of development, so that everyone can be efficient and healthy.

4. Establish a good internal working environment for private enterprises.

There are also some employees who can accept the intensity of work tasks assigned by the company. These employees have relatively strong working ability, so they don't pay attention to the intensity of work, because they can finish their tasks well anyway. Such employees pay more attention to whether the environment is harmonious and whether they feel happy at work. If you can make yourself happy, working in this happy mood will be a very enjoyable thing; If you let yourself feel irritable and anxious, it will distract employees' attention and reduce work efficiency. When the contradiction between employees reaches irreconcilable level, employees will leave the company and brain drain will occur. The author thinks that some activities, such as meetings and competitions, should be held regularly in private enterprises, so that employees can exchange and learn from each other, and the relationship between employees will be more harmonious in this interactive process.

At the same time, the managers of private enterprises should pay attention to their own ways of speaking, doing things and management, and be approachable. Too tough management methods will cause resentment among employees. The sun and the cold wind want to get clothes for people to wear, so the cold wind blows hard on people, and people will only wrap their clothes more and more tightly to keep out the cold, while the sun shines gently on people. When people feel hot, they take off their clothes, and the sun gets that dress. The same is true of human resource management in private enterprises. Managers should correctly handle the relationship with subordinates and form a harmonious atmosphere. Employees are willing to stay in such companies, avoiding the loss of personnel and even talents. A clean and quiet working environment is also a necessary condition to improve employees' work efficiency. Employees in private enterprises are responsible for different positions and face different working environments.

A good working environment will make employees feel happy. A happy job is different from a heavy job. Happy mood, higher work efficiency. Then the managers of our private enterprises should pay attention to the improvement of the working environment. Some employees work in the workshop, which is the first production line, and there may be noise. We must first keep the workshop clean and tidy, not necessarily elegant, but must be clean and tidy; Secondly, muffling earmuffs should be prepared to protect the ears and hearing of employees struggling in the front line from damage. They have made huge profits for our company, and we have the responsibility and obligation to protect their physical and mental health. Other employees work in offices, and most of them are engaged in mental work. For these employees, measures should be taken to help them relax their brains.

For example, designing some green plants in the office can give people hope, let employees relax after intense work, let employees personalize their office areas, and let employees put family photos on their desks, which can also improve their work enthusiasm. In the course of work, some tasks are difficult to complete. At this time, the psychological pressure of employees is too great to be released, which is a very unfavorable negative impact on employees. Private enterprises can set up a vent room where employees can freely vent their inner emotions. You can yell, you can hit sandbags, and you can vent whatever you want. Just as you walk out of this room, you should adjust your state and throw yourself into the intense work with a new look. Superior working environment does not mean a clean and comfortable working environment in a narrow sense, but emphasizes the psychological counseling function for people. Working in such an environment will greatly reduce the turnover rate of personnel.

5. Private enterprises should pay attention to campus recruitment.

College students on campus are simple, simple and rich in cultural knowledge, which is very conducive to the rapid development of enterprises. We should pay attention to the road of campus recruitment and hold job fairs in schools regularly every year to attract students who are capable and interested to join private enterprises; You can also enter the relevant section of the school website, and interested students can communicate with corporate recruiters. Because college students are committed to learning knowledge for a long time, they will be more likely to devote themselves to one thing than ordinary people, that is, concentration. This concentration is very beneficial to the development of private enterprises, so our private enterprise managers should pay attention to campus recruitment when recruiting, which is an important source of talent selection. It is necessary to innovate the concept of talent selection and select talents who are more conducive to the development and progress of private enterprises. Campus discrimination, that is, employers attach too much importance to students' academic qualifications, praise students in 985, 2 1 1 universities, and discriminate against students in ordinary universities.

Recruiting units think that some students with low comprehensive quality can't get into a good university. In fact, students' personal qualities are related to their academic performance, but they cannot be denied collectively because of their academic qualifications. Therefore, the author thinks that HR can give some questions in recruitment, including oral answers and written answers, to observe the personal ability of college students, that is, oral English, professional knowledge level, thinking logic and improvisation ability for comprehensive evaluation. Private enterprises should not use backward and narrow vision when recruiting talents, but should pay more attention to exploring the work potential of college students. This is an innovation in the concept of talent selection, which can promote the talent selection of private enterprises, select the right people and create huge economic profits for our private enterprises.

6. Private enterprise recruitment pays attention to the personal ability of candidates.

In the process of selecting employees, the first thing to consider is whether employees are diligent. There is a difference between private enterprises and state-owned enterprises. State-owned enterprises are funded by the state, and employees who enter the enterprise can complete their tasks step by step without much pressure. Private enterprises are funded by the owners themselves, or raised by several people. Every capital investment is hard to come by, so the owners and managers of enterprises will be very strict with their employees, so that they can give full play to their strengths and create economic benefits. Diligence is an essential quality, but an enterprise also needs innovative and personalized people to make suggestions for the enterprise. Managers of private enterprises should keep their eyes open when selecting talents, and pay attention to discovering the bright spots of candidates, especially their personalized ability.

The development of private enterprises is not as perfect as that of state-owned enterprises, and everything is developing. So in the process of enterprise operation, there are some rigid places, which are not only rigid, but also inefficient, which is not conducive to the progress of private enterprises. There are many places that need innovation. We need such talents to advise the company on innovation. Innovative talents can adapt to the present situation of private enterprises, so we choose candidates with personalized ability. This is also to help improve the company's work efficiency. Innovating the concept of talent selection can optimize the human resource management structure of private enterprises and better promote the rapid development of private enterprises.

Verb (abbreviation of verb) conclusion

Private enterprises are an important part of China's economy. It can be said that many Fortune 500 enterprises are private enterprises. In the process of development, private enterprises have made efforts at every step, and the economic profits they have gained are hard-won. They have made great contributions to the economic development of China. We should support the development of private enterprises, and human resource management is a very important part of it. Perfecting human resource management, finding human resource problems in private enterprises and studying corresponding human resource countermeasures are respect for talents and responsibility for private enterprises themselves. Promoting the growth of private enterprises, improving the vitality of private enterprises and improving the human resource management of private enterprises are the most important.

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