How to formulate the development strategy of enterprise human resources

An enterprise with excellent management talents, excellent technical talents and high-quality grass-roots employees is almost invincible. In fact, successful politicians, strategists and entrepreneurs at home and abroad have a high understanding of the concept of recruiting talents and making good use of them. Some of them have left eternal stories, such as the well-known story of Liu Huangshu's "three visits to the cottage" in China; For example, the story of Ping Yuanjun recruiting "three thousand diners"; For example, the story of Xiao He chasing Han Xin under the moon. The negative example is that those who are not good at recruiting and using talents, or even jealous of talents, may fail in their careers because they cannot get the help of talented people. For example, Xiang Yu, the overlord of Chu who "has no face to see his elders in Jiangdong", and Cao Mengde, a generation of adulterers who "would rather let the world lose me than me". Modern politicians and entrepreneurs still face the problem of how to recruit and use talents. For an enterprise, it is very important to formulate a scientific, modern and forward-looking human resource development strategy in addition to drawing lessons from the success or failure of employing people at home and abroad. Because different historical times, different countries and nations have different humanistic, political, material and ideological environments. Moreover, the farther away from the present era, the more personalized and random the concept, mechanism and strategy of employing people are. The so-called "one person decides the world, and one plan decides success or failure". Modern society is a highly scientific, informational and democratic legal society. Therefore, the employment mechanism, concept and strategy should be legalized, standardized and scientific. Otherwise, a little success will not last long, let alone a wider and higher level of success, because someone is a little complacent. As an enterprise, making a good human resource development strategy is the first step and the key step for the success of the enterprise. Below, the author will talk about some views that may not be mature. First of all, establish a modern view of human resources. The concept of human resources in history has generally gone through two stages of development. The first is how to find and recruit talents. Finding talents includes identifying talents. Identifying talents has always been an important topic and a difficult problem. When people talk about it, don't they often sigh that "there are always swift horses, but Bole is not always there"? Later, people began to pay attention to the excavation and training of talents within the group. The purpose is to cultivate talents suitable for the functional characteristics and work nature of the department, so as to improve the overall quality of the members of the department and the unit. In the concept of employing people, it has always been centered on "giving full play to talents", denying "cronyism" and affirming "meritocracy". These are both ancient topics and unavoidable problems in modern times. However, modern human resources development strategies must not be entangled in these superficial and outdated contents, but should explore new fields and establish new ideas. These new ideas gave birth to modern scientific and advanced human resources development strategies. Second, establish a new concept of human resources reserve. The old idea that large groups pursue "big and complete" and small departments pursue "small and complete" human resources reserve is completely an inversion of the concepts of agricultural production and small industrial management in feudal society, and it is also the inevitable product of the "dictatorship" management model and fragmented system of state-owned enterprises since the founding of the People's Republic of China. With the deepening of reform and opening up, China has joined the WTO, and all walks of life are gradually in line with international standards. The concept of human resource reserve in state-owned enterprises and institutions has also broken the rigid management model and gradually changed into "changing small enterprise reserves into large social reserves". Change "small reserves of enterprises and industries into large reserves across industries and systems"; Change "regional small reserves into national or even international large reserves". Personnel management has changed from fixed management to a management mode combining dynamic management with relative stability, and personnel recruitment has been combined with open recruitment and policy allocation, and a two-way selection and merit-based employment mechanism has been implemented. Third, forecast the market demand and reserve talents in advance. The production, operation and management modes of modern enterprises are constantly updated, and the cycle of change is constantly shortened. If enterprises want to be invincible in the fierce competition and seek sustainable development and growth, they must make more accurate forecasts of market demand and trends. Then, according to the forecast results, do a good job in the talent reserve needed for future production, operation and management in case of emergency, so as to achieve "no one has me." The economic boom of the United States after World War II is related to the wisdom of the American government's talent reserve strategy. In the late World War II, European countries were defeated by the German-Italian Coalition forces, plundered spoils, and transported all kinds of materials home by train, plane, car, carriage and even people. Americans were robbing talents. In fact, as early as the beginning of World War II, when some talents fled around because of Germany's aggression against neighboring countries, most of these "great escape" teams finally settled in the United States of America. The wealth created by these talents must be many times more than that looted by all other countries. Some people say that the American approach is very clever. Fourth, change the talent monopoly reserve into the export of foreign talents. Often the most easily overlooked, or reluctant, is to take the initiative to use your department as someone else's talent pool and export talents to the outside world. Exporting talents to the outside world can improve the productivity of the whole society and the production capacity of our own enterprises in society, thus improving the level of social consumption and the horizontal deployment and demand of means of production, which is beneficial to the whole society and all mankind, so it is also a wise move of our enterprises. Imagine putting an advanced industry in a primitive society with backward knowledge and low overall productivity. Although your enterprise is absolutely "exclusive", how can it develop? Fortunately, after all, more and more people have realized this; With the overall improvement of social knowledge level and technical level, enterprises can rise. Of course, there is a process, perhaps a long process. Didn't a woman table tennis player named He Zhili go to Japan more than ten years ago to compete for the women's table tennis singles championship with us on behalf of the Japanese team? At that time, the whole country was in an uproar, calling it a "traitor" and a "traitor". However, in recent years, there have been several foreign coaches in our football field, and many foreign AIDS with black skin and white skin are running on the court. We are used to it. For those China athletes who have also gone abroad and worked hard for foreign teams and clubs, they no longer call them "traitors", but are proud of them and regard them as heroes. It's time to abandon the petty attitude of treating talents as your own. Of course, the development strategy of human resources is not limited to this, and other contents are well known and expressed in the same way. What we put forward are all unfamiliar and fresh contents. Strategic planning and planning are general guidelines and macro-constructive ideas. In the specific implementation and operation, there are many general schemes and practices, and only one point is discussed here. Pay attention to using thyme horses. We often compare outstanding special talents to "a swift horse", which is known from the story of Bole Xiangma. Warring States policy. Yan Yi: "I heard that ancient monarchs asked for a swift horse for 1000 yuan, but they couldn't get it for three years." Since Maxima is a top talent, she is definitely a minority in the crowd. Therefore, such talents are rare. Then, we might as well settle for the second best, and pay attention to discovering and using "Hundred-mile Horse" and "Ten-mile Horse". If an enterprise wants to gain a firm foothold in the economic tide and develop itself in the competition, it must first do a good job in this big article. Everything is human, and the industry is created by people; People are the foundation of success and people are the foundation of development. Therefore, western developed countries regard talent development and improving the quality of employees as the lifeblood of enterprise survival and development. Japan Toyo Company put forward: "The quality of talents is the decisive factor of the fate of enterprises." Matsushita, Japan, has a slogan: "Cultivate talents before manufacturing products." If the combination of modernization, scientific research and advanced enterprise management are the two wheels of Japan's economic take-off, then talent is the axle. In other words, in enterprise management strategy, talent management strategy is very important. So, how can we find talents, make good use of talents and make greater contributions to the enterprise? Finding talents is a skill that an enterprise leader should possess. "There are always swift horses, but Bole is not often", which shows that few people can master this skill skillfully. A good enterprise and its leaders must have the skill of Bole. They all have the vision of knowing talents, the courage of using talents, the scale of tolerance, the feelings of loving talents and the methods of gathering talents. It is very important to formulate a strategy, and implementation is even more important. The leaders of every enterprise should constantly sum up new experiences, create new rules and regulations, and actively explore effective ways to do a good job in talent work under the new situation.