Principles of modern human resource management

In order to effectively manage the human resources of enterprises, we should master the following basic principles:

1. Isomorphism principle: the regulation mechanism of the whole organizational system

The principle of isomorphism generally means that the composition of things will produce different results and cause different changes because of the different spatial combination relations and ways, that is, the different structural forms and arrangement orders. For example, in the combination of group members, a group of people with the same quantity and quality have different effects because of different arrangements and combinations; In the production process, the same quantity and quality of labor force, due to different combinations, labor efficiency is also different.

Isomorphism is an important principle in chemistry. The most typical examples are diamond and graphite, which are composed of the same number of carbon atoms. However, due to the different spatial arrangement and combination relationship between carbon atoms, there are extremely obvious differences in physical properties between two substances: diamond is extremely hard, while graphite is very soft, and they are also very different in color and conductivity.

By observing the structure diagram of diamond and graphite, it is proved that the principle of "isomorphism and heterogeneity" in enterprise human resource management is scientific and practical. The same group of people in an organization will have different results because of the different arrangements between the leader and the led. In practical activities, a large number of such cases can be cited. This can explain the significance of constructing and perfecting the dynamic adjustment mechanism of organizational system.

According to this principle, enterprises must establish an effective organization and personnel control mechanism, pay attention to the transmission and feedback of various information within the organization according to the needs of enterprise production and operation, and constantly adjust the organization and personnel structure to ensure the normal operation of the system.

2. Competency matching principle: personnel recruitment, selection and appointment mechanism.

The principle of competency matching refers to arranging employees to corresponding jobs according to job requirements and employees' abilities, so as to ensure that job requirements are consistent and corresponding to employees' actual abilities. "Ability" refers to human ability, "position" refers to work and position, and "match" refers to consistency and symmetry. How well an employee's intelligence is played, and how well an employee's work efficiency and achievements are all related to the appropriateness of people's use. The fit of energy level is the degree of configuration between human's "energy" and "position". The higher the energy level fit, the more reasonable and appropriate the energy level matching is, that is, the right person, the right person and the right person in the right position will not only bring high efficiency, but also promote the promotion and development of employees' ability, and vice versa.

According to this principle, enterprises must establish a recruitment, selection and appointment mechanism based on job analysis and evaluation system, and use scientific methods such as personnel quality evaluation technology to select talents, so as to fundamentally improve the fit of competence and make the human resources of enterprises fully developed and utilized.

3. The principle of complementary value-added and collaborative optimization: the operation and adjustment mechanism of staffing.

The principle of complementary value-added collaborative optimization is to give full play to each employee's specialty, adopt collaborative optimization method, foster strengths and avoid weaknesses, gather group advantages, and realize rational allocation of manpower, material resources and financial resources. As individuals, people cannot be perfect. As a group, we can combine with each other, learn from each other, form the best structure, give full play to the collective strength, and achieve goals that individuals cannot achieve. When implementing the principle of complementarity, we should also pay special attention to the coordination and optimization between subjective and objective factors. The so-called coordination is to ensure that the group structure is coordinated with the work objectives, with the overall task of the enterprise, with the production technology and equipment, working conditions and internal and external production environment; The so-called optimization is to choose the best combination scheme through comparative analysis.

The complementary forms are multi-level and diversified, such as personality, physical strength, age, knowledge, skills, organizational ability, subjective and objective environment and conditions.

4. The principle of giving priority to efficiency and strengthening incentives: employee compensation and incentive mechanism.

The principle of giving priority to efficiency and strengthening incentives means giving priority to improving efficiency. Through effective incentives, employees can clearly distinguish right from wrong, recognize the goals and directions of their work, and maintain an inexhaustible internal motivation. In an enterprise, all work should focus on improving efficiency and always put it in the first place. Supervisors at all levels should fully and effectively use various incentives to effectively motivate employees' labor behavior. For example, employees should be given clear rewards and punishments to ensure the implementation of various systems, so that each employee can consciously abide by labor discipline, strictly observe his post, perform his duties and do his best. If we do the same as not doing it, doing it well and doing it badly will not be conducive to encouraging the advanced, urging the backward, driving the middle and doing a good job in all aspects of the enterprise.

In addition, through the shaping of corporate culture, especially the cultivation of entrepreneurship, educate and influence employees, improve the cohesion of the organization and the centripetal force of employees; Through timely information communication and transmission, as well as systematic training, employees can master more abundant information and skills, and promote the transformation and updating of employees' concepts and knowledge.

5. The principle of fair competition and mutual promotion: employee competition and restraint mechanism.

The principle of fair competition and mutual promotion is to adhere to the principle of "three publics" in enterprise personnel activities, that is, to treat others and do things, and all personnel management activities must adhere to the principle of "justice, fairness and openness", advocate the same starting point, the same rules and standards, fair evaluation, fair rewards and punishments, and openness in government affairs, and actively carry out "competition, learning, rushing, helping and surpassing" activities by means of competition. In enterprises, employees should be encouraged to compete with each other in order to promote the completion of production tasks. Under the condition of socialist market economy, enterprises should build a big stage for all employees to embody the principle of "three publics" and attract the vast majority of employees to this stage of "efficiency first and equal competition" so that they can give full play to their talents. In enterprises, all conditions should be created to encourage employees to compete with each other in production, quality and technical operation, so that employees can be fully developed and utilized in the competition.

6. Dynamic advantage principle: employee training and development, performance evaluation and personnel adjustment mechanism.

The principle of dynamic advantage refers to the use and management of good people in dynamics, and the full use and development of employees' potential and intelligence.

In work activities, the suitability of employees and positions is relative, and the unsuitability and mismatch are absolute. Therefore, we should attach importance to the performance evaluation of employees and the development of their potential and talents, and always maintain the advantage of talent competition. Everything and phenomena in society are changing, so are employees in enterprises. "Running water does not rot, and the family is not behind." From the point of view of optimizing the organization, employees in an enterprise should have ups and downs, ups and downs, advances and exits, constant adjustment and reasonable flow, and give full play to the potential, advantages and strengths of each employee, so that both enterprises and employees can benefit.