How to establish a complete human resource management system and how to better understand the hearts of migrant workers?

There are routines to establish a human resource management system.

There are routines to establish a human resource management system. Human resource management in enterprises, like financial management, quality management and production management, must form a system to ensure that its functions can be effectively and completely played. Therefore, correct human resource management must be managed in blocks within the framework of human resource management system, and the establishment of human resource management system is the premise of effective human resource management.

To establish a human resource management system, we must abide by the situational principle, which can be roughly divided into the following twelve steps.

1. To establish the company's organizational structure, we should fully understand the company's short-term and three-to five-year medium-term planning, especially the company's development goals and strategic means to achieve this goal. Only when the company's goals and strategies are clear, can we design an organizational structure that is sufficient to achieve the company's goals and match them. Establishing the company's organizational structure is the basis of human resource management.

Second, after the establishment of the hierarchical organizational structure, determine the management mode of the company, including post setting, department division, work interface, management route, organizational level and superior-subordinate relationship. In order to ensure that the tasks set in the organizational structure can be realized, it is necessary to further clarify the levels, responsibilities and rights of all positions in the management organization. Therefore, based on the company's organizational structure, a hierarchy can be established, and with the hierarchy, the basis for formulating the salary system is established.

Three. According to the organization chart and grade table, according to the position of each post in the management organization, the tasks undertaken, the functions that must be realized, the responsibilities that should be undertaken, the necessary qualifications, etc., the job description is compiled to complete the post allocation. , you can locate the work of each post and write it into the job description.

Then, for the contents described in the job description, firstly, evaluate whether there are any omissions, whether there is a good connection between vertical and horizontal, and whether the assigned responsibilities correspond to the post, so as to determine whether it is necessary to make appropriate adjustments to the contents of the job description; Then analyze the position, evaluate its workload, determine the number of people needed for the position, and analyze the number of people needed for the entire management organization structure to complete the quota.

Four. The establishment of the authority division table (workflow) According to the job description, you can understand the work affairs of each position. In order to successfully complete all transactions, we must designate the manager, auditor, auditor and approver of all transactions. Of course, not all transactions need to be completed through four links, and some only need three or two links, thus forming a permission division table. With the authority division table, the workflow of completing various affairs is established, and the work interface between posts is also clear. Each post does its own work according to the provisions of the authority division table, and the company's process standardization is realized.

Verb (verb's abbreviation) Formulation of assessment management measures According to the provisions of the Job Description and Authority Table on the responsibilities and authority of each post, combined with reference to the objectives of each stage of the company and the tasks decomposed into each post, and considering the weight division of primary and secondary work of each post, the assessment management measures for each post can be formulated. With the assessment management method and its implementation, the quality of employees' work performance will be clear at a glance. The company rewards the superior and punishes the inferior according to the assessment results, and establishes the company incentive system.

According to the requirements of job qualifications in the job description and the staffing requirements of the company, 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, which new positions are available, when to set them up, and who needs to be retained, adjusted and eliminated in the future. This shows that the company's human resources planning is clear.

Seven. The salary system can be established by understanding the basic salary level of the same industry in the region, the company's profitability and distribution principles, and evaluating the company's profit growth rate. According to the requirements of the labor law and the company's staffing requirements, the company's total salary budget and annual growth plan can be worked out, and then the salary level and growth ratio of each position can be defined with reference to the level, responsibility, nature, intensity, difficulty, environment and importance of each position. Then the total salary of each position is decomposed into basic salary, allowance and performance reward to ensure that the salary is fair, reasonable, flexible and has room for growth, and to establish the company's salary system.

Eight, establish a binding mechanism. At the same time of establishing the salary system, formulate the management measures for probation and regularization, and form the assessment mechanism for new recruits and promotion personnel; Formulate management measures for changes, including demotion, lateral transfer, promotion, salary adjustment, etc., so as to make internal talent flow channels smooth; Formulate resignation management methods and contract management methods, establish the implementation reliability of the salary system, and form a restraint mechanism for talents.

Nine. Establish security mechanism According to the company's employment purpose, as an extension of the salary system, clearly define the company's policies on employees' employment, health, fees, housing, children's schooling, etc., and formulate welfare management measures to attract and retain talents emotionally, so that employees can live and work in peace and contentment, and form a security mechanism for employees.

Ten, do a good job in training and talent reserve In order to ensure that employees can develop synchronously with the enterprise, at the same time, employees' own level must also be continuously improved. Therefore, it is necessary to make an annual budget for employees' education investment, and then make a training plan according to the budget and the growth needs of employees, according to different grades, different departments, different time and other factors. Targeted knowledge and skills education for employees in current and higher positions, and linking employees' training results with opportunities such as salary and promotion after training, can achieve the purpose of talent training.

Eleven, the implementation of the cadre rotation system is based on targeted training. Only with stable employees' long-term contact with related jobs can we better implement the change management method. One of the important contents is the implementation of the cadre rotation system, which has the advantages of activating the management system, introducing competition mechanism, preventing the solidification of management thinking, preventing the formation of management circles, and cultivating comprehensive talents. And will not be passive when the company expands or is eager to recruit people.

Twelve, sign labor contracts with all employees, enterprises and employees have a guarantee, thus building a restraint system and credit system, which not only ensures that enterprises can predict and prepare in advance in each period, but also allows employees to plan their careers step by step, in order to achieve a win-win result for enterprises and employees.

The above twelve steps are also twelve important work contents of human resource management. They are interlocking, mutually supportive and complementary. We must fully understand and master this correlation. Only by observing the rules of the system can the system play its role.