This is a case study on the importance of human resource management in China.
The management and development of human resources are the problems faced by current enterprises. The quality of our human resources and the status of this big country in our country is still very inconsistent. We should understand that the victory of international competition is actually the victory of human resource development and management. A country's economic development, and human resources development and management of the success have great relationship, and the pursuit of development, now has to attach importance to human resource management, in the era of knowledge economy, people is to create knowledge, to spread knowledge, application knowledge of the subject, he is the key factor in all key elements of productive force, therefore, efficient human resources management has become the main development of knowledge economy.
4. Under the current situation, the level of human resource management in state-owned enterprises should be improved. We should establish the scientific management concept of "people-oriented" and realize the optimal allocation of human resources. "People-oriented" management thought is simply people-oriented management; We should pay attention to the development of human resources investment and human capital investment. The development, development and improvement of talents in state-owned enterprises are based on enterprise education and training, and flexible competition mechanism should be established so as to create more profits for enterprises. The top managers are the general and soul of an enterprise and the key to its success or failure. Their development management should be more urgent and important to me than that of the general staff. Out of the misunderstanding, we must deeply understand the importance of human resources development management; Must, firmly establish "people-oriented" management thinking, fully understand the position and role of the human resources in production, fully understand the status of human resources development and management in enterprise management and the function, must increase the intensity of enterprise reform and system innovation, to speed up cultivating a high-quality "compound" management personnel and staff: Accelerate the training of a high-quality human resources development and management team. Out of the misunderstanding, can make human resources development and management really become the top priority of enterprise management, promote our enterprise management level to a new level. Possible approaches to strengthening human resources management:
1. Develop human resource plans. According to the organization's development strategy and business plan, assess the organization's human resources situation and development trend, the collection and analysis of supply and demand of human resources, information and data to predict the trend of the development of the human resource supply and demand, develop human resources recruitment, deployment, training, development and development plans and other policies and measures.
2. Design career development prospects for employees. Human resource management departments and managers are responsible for encouraging and caring for employees' personal development, helping them to formulate personal development plans, and conducting timely supervision and inspection. This is conducive to promoting the development of the organization, making employees have a sense of belonging, thus stimulating their work enthusiasm and creativity, and improving organizational efficiency.
3. Design of employee salary and welfare security. Reasonable and scientific salary and welfare system is related to the stability of the staff in the organization. Human resource management departments should formulate appropriate and attractive salary and welfare standards and systems for employees from the aspects of their seniority, rank, position, actual performance and work performance.
4. Strengthen employee file management. The human resource management department is responsible for keeping the resume of the employee when he/she was employed and the written records of the employee's work initiative, work performance, work performance, salary and remuneration, job promotion, reward and punishment, training and education, etc., which are the performance records of the employee and should be designated for management.
5. Use employee incentive methods. This method is particularly important: it can tap the internal potential of employees. Motivation is the process of creating conditions to meet the needs of employees, stimulating the motivation of employees and making them produce specific behaviors to achieve organizational goals. To motivate subordinates is to satisfy their needs and desires to some extent and guide them to act in the way the organization needs.
6. William James, a professor of Harvard University in the United States, found through his research on employee incentives that employees who are paid by piecework can only play 20 ~ 30% of their abilities, just to keep their jobs. When fully motivated, they can perform up to 80 to 90 percent of their abilities. About 50 to 60 percent of the difference is due to incentives. 2) It can attract talents needed by the organization and maintain the stability of the organization's personnel. With the development of society, the role of intellectual labor is increasingly significant, the organization has a variety of specialized talents.