A brief discussion on human resources related paper examples?

The most fundamental purpose of modern human resource management is to attract, motivate and retain talents. Below are human resources related papers that I have compiled for your reference. Human resources related paper sample 1: Analysis of human resource management model selection for small and medium-sized enterprises

Abstract: With the rapid development of society and economy in our country, the number of small and medium-sized enterprises in our country is increasing day by day, which has caused various enterprises to The competition among enterprises is getting stronger and stronger, and human resource management plays a fundamental role in the development and progress of enterprises. This article analyzes and studies the problems that arise in the human resources management process, and puts forward corresponding countermeasures for the reference of various enterprises.

Keywords: small and medium-sized enterprises; human resources management; model selection; countermeasures

1. Problems in the human resources management model of small and medium-sized enterprises

1. Backward management concepts.

At present, traditional "personnel management" still exists in the management of some small and medium-sized enterprises in our country. This shallow management concept only treats corporate employees as static and cannot be used to a large extent. Develop employees' enthusiasm and creativity. In addition, under this old-fashioned management model, the company's view on talents is relatively one-sided. The company only focuses on introducing technical talents and ignores the importance of comprehensive talents. This management model will only make corporate managers see the current situation. Temporary benefits are not suitable for the long-term development of the enterprise. In short, backward management concepts cannot promote the development and progress of an enterprise. It will only make the development of an enterprise lag behind or even stagnate.

2. Imperfect management system.

Although the number of enterprises in our country is gradually increasing and the scale of enterprises is gradually expanding, the construction of human resources management system is not enough, which further leads to the fact that enterprises often encounter problems when managing. Insufficient power. Although some companies have made many attempts, they have achieved little success. Ultimately, it is because of problems in the company's human resources management system. As a result, this kind of management can only restrict the behavior of employees and the company, but cannot solve the fundamental problems. problems and cannot promote the sustainable development of enterprises.

3. Management and strategic planning do not match.

For small and medium-sized enterprises, the enterprise's human resource management is related to its strategic planning. However, many companies are not fully aware of the importance of this issue. Some companies still insist on independent corporate strategies and place human resource strategies in a supporting position.

4. Insufficient talent training.

Since many companies have not fully established the correct concept of human resources management, this lack of attention is mainly reflected in the scarcity of human resources talents in the company. Many companies will think that the training of talents in this area is not only It costs money and time, and it cannot create economic benefits for the enterprise as quickly as possible, so this item is completely abandoned. This concept has caused a great hindrance to the development process of the enterprise.

2. Selection of human resources management models for small and medium-sized enterprises

1. Choose based on the current situation of human resources management.

One of the ways for small and medium-sized enterprises to evaluate their human resource activities is to analyze their human resource management. There are many aspects of its analysis, such as analyzing and researching its effects, and then summarizing its impact on business management. In addition, before choosing a management model, you must first analyze the current management status of the enterprise, and then find out the problems exposed by the enterprise in management, so that it can become the basis for the enterprise to make a choice.

2. Choose from the human resources management model.

When making a choice, an enterprise must first have an in-depth understanding of the enterprise's current human resources management status, analyze its impact and then analyze the reasons, and finally compare the relationship between the comprehensive influencing factors and the human resources management model to select a suitable one for the enterprise. Development of human resource management model.

3. Choose based on the implementation effect of the human resources management model.

The human resources management model can only play its role through practice. After selecting the human resources management model, relevant departments and units should be established, and then relevant rules and regulations should be formulated to strengthen the effective management of the enterprise. Every successful and excellent human resources management model is established on the basis of effective practice.

3. Innovative decision-making of enterprise human resources management model

1. Clear ideological concepts.

Correctly establish the ideological and strategic concept of "people-oriented", because the competition of enterprises in today's society is actually the competition of corporate human resources management, and by extension, the competition of talents. As the main body of the enterprise, employees are an important part of the enterprise's production and operation. If we want to achieve sustainable development of the enterprise, we must first fully realize the importance of talents to the enterprise, and develop comprehensive and comprehensive talents to promote Enterprise development and progress.

2. Improve and improve the management system.

The management system is a norm and standard for the words and deeds of the enterprise and its employees. Its main purpose is to control the enterprise and its employees. Of course, the management system of the enterprise must also be changed accordingly in different management periods. In other words, a scientific, reasonable and effective system must be designed in terms of talent selection and talent encouragement for the enterprise, and it must be implemented in every aspect. An employee can help a company go further and further on the road to sustainable development.

3. Establish matching management and strategic planning.

First of all, corporate managers must fully realize the importance of consistency between strategic planning and management, and achieve the complementary and balanced development of corporate human resource management and strategic planning.

4. Strengthen the education and training of talents.

The development of human resources affects the development of enterprises, and talents are an important part of human resources management and an important factor in promoting enterprise development. Enterprise managers must first pay attention to the cultivation of talents and strengthen the management of talents. Comprehensive training in professional knowledge, skills and quality achieves the all-round development of talents and provides valuable talents for the further development of the enterprise. In short, whether the sustainable development of an enterprise can be achieved depends on whether the enterprise managers realize the importance of human resource management to the development of the enterprise, and whether they clearly understand the scientific development concept of "people-oriented". Enterprises need to start from their own situation and establish A management model suitable for enterprise development, establishing a good corporate image, and promoting the sustainable development process of the enterprise.

References

[1] Liu Yu. Some thoughts on human resource management in state-owned small and medium-sized enterprises [J]. Enterprise Reform and Management, 20158: 63

[2] Liu Li. Research on enterprise human resources innovation in the context of the new economic era [J]. Brand Second Half, 20157: 283-284

[3] Lu Huilan. Information on enterprise human resources management Research on cultural construction [J]. Chinese Business Theory, 201515: 65-66 Human resources related paper sample two: Thoughts on ideological and political work in human resources management

Abstract: Enterprise human resources management is the purpose of enterprises to achieve Strategic goals, the management behavior of enterprise personnel using scientific and effective methods. The regulation and management of the thoughts, psychology and behaviors of individuals and groups, and giving full play to people's subjective initiative, are an important part of human resources management. The purpose of ideological and political work is to improve people's ideological consciousness and enhance the enthusiasm and enthusiasm of individuals or groups to contribute to society. It can be seen that the two have the same characteristics and goals. Therefore, enterprises should regard ideological and political work as an important part of enterprise human resources management, so that the two can integrate and complement each other, thereby promoting the construction and development of enterprises.

Keywords: Ideological and political work; human resources management

Human resources are an important condition for supporting the development of an enterprise. They determine the economic benefits of the enterprise. The key to an enterprise having high-quality talents is To be competitive in the same industry, building a high-quality human resources team is the key.

In human resources management, ideological and political work is essential. Ideological and political education can effectively regulate employees' behaviors and thoughts, establish a more harmonious corporate cultural atmosphere, and have a positive impact on the healthy development of enterprises. First, the role of ideological and political work in corporate human resources management should be analyzed.

1. Analysis of the role of ideological and political work in corporate human resources management

Ideological and political work is an important part of human resources management, which is related to the level of personnel management and the operating environment of the enterprise. This will in turn affect the production and operation of enterprises, and the role of ideological and political education cannot be underestimated. First, the development of ideological and political work can effectively enhance the professional ethics of employees. Through reasonable ideological and political education, employees can enhance their ideological cognition and moral quality, better regulate their own behavior, and provide professional and technical support for the development of enterprises. Ideological and political education can strengthen students' moral spirit, cultivate their high sense of responsibility and professionalism, enable employees to have a high sense of belonging, link the honor and disgrace of the company with their own interests, and serve the company more loyally. Second, the development of ideological and political work can ensure harmonious relationships among employees. Under normal conditions, the management of employee relations within an enterprise has always been a thorny issue, which is related to the quality and effectiveness of ideological and political work. Employees have grudges with each other, are dissatisfied with the government, frame each other, and are jealous. The phenomenon is very serious and seriously pollutes the environment. In the operating environment of enterprises, internal unity is suppressed, and enterprise development is in a relatively undisciplined state, which will restrict the healthy development of the enterprise economy. In response to this problem, strengthening ideological and political education has become the key. Through reasonable ideological and political education, employees can standardize their psychology and attitudes, and be able to devote themselves to their jobs in a positive state, enhance the cohesion and competition and cooperation awareness of the team, and transfer ideas Different penetrations of political education will inject vitality into the development of enterprises and improve their development level in the same industry. Third, the development of ideological and political work can improve the overall management level of the enterprise. Human resource management is an important foundation for enterprise development. There are still many imperfections in management. The application of ideological and political education has become an important part of management. It can break through the shortcomings in human resources management and improve human resources. Problems such as not caring about employees, not caring about employees, and not guiding employees in resource management have the effect of assisting and mitigating. Ideological and political education can use a relatively flexible way to deal with human resources management issues, and can go deep into the hearts of employees, solve many ideological and psychological problems of employees, and then improve the level of human resources management.

2. Measures to carry out ideological and political work in enterprise human resources management

1. Ensure the integration of ideological and political work and human resources.

In order to ensure the standardized development of enterprises and establish a high-quality human resources team, ideological and political education and human resources should be integrated with each other, and human resources should be used as an important carrier for ideological and political work. The two should cooperate with each other and Integration will definitely achieve the desired results, which is not only conducive to human resource management, but also standardizes employees' behavior and thoughts, cultivates their correct thinking and correct attitude, and provides important talent resources for the development of the enterprise.

2. Ensure that ideological and political education is people-oriented.

The ideological and political work objects in human resources management are employees, and their main service objects are enterprises. For the healthy development of enterprises, employees should be regulated first, their sense of belonging should be enhanced, and employees can feel that they are themselves importance to the business and realize the importance that the business places on itself. We should promote people-oriented and fully consider the basic living conditions and conditions of employees in order to gain employee loyalty and retain talents. For example, if they apply for corresponding allowances for poor employees in a timely manner, if they find that employees are not motivated to work, perform poorly, or are in a daze, company leaders should promptly care and greet them, and try to help employees resolve various problems in life or work, which will improve their performance. Employee satisfaction and happiness index.

3. Innovate the development model of ideological and political education.

At this stage, in order to vigorously carry out ideological and political education and achieve ideal educational results, we should fully adapt to the development trends of modern society and use modern information technology to enrich ideological and political teaching.

Enterprises can establish electronic psychological counseling centers to carry out ideological and political education through WeChat, Weibo, forums or QQ, which is more convenient and private. In addition, employees can also anonymously raise questions on the corporate website, and put forward relevant opinions on the corporate execution mechanism anonymously through the Internet, which is conducive to the effective rectification of the company. In summary, ideological and political work is of great significance to corporate human resources management. It can standardize employees' behavior, thoughts and consciousness, correct employees' work attitudes, help employees resolve many difficulties, and thereby enhance employee loyalty. It is also conducive to the development of human resources management. The role of ideological and political education cannot be ignored. The concept of humanization should be promoted and ideological and political education should be included in human resources to promote the development of enterprises.

References

[1] Gao Yizheng. A brief analysis of the role of ideological and political work in modern enterprise human resources management [J]. Qunwen Tiandi, 20127: 261, 263

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[2] Wang Jia. A brief discussion on the role of ideological and political work in corporate human resources management [J]. Inner Mongolia Science and Technology and Economy, 20136: 11-12