Who has a survey report on "human resource management and development" for reference?

In August, 2003, the Enterprise Research Institute of the State Council Development Research Center and China Human Resources Development Network (www.ChinaHRD.net) jointly held the "Investigation on the Current Situation of Enterprise Human Resources Management in China in 2003", and conducted a large-scale investigation on the enterprise human resources management in China by means of questionnaires and interviews.

From August 2003 to the end of 10, nearly15,000 enterprises participated in the "Investigation on the Present Situation of Enterprise Human Resources Management in China". Due to the strict requirements of statistics on data, we finally used 1883 valid questionnaires for analysis. From the geographical distribution of valid samples, it basically covered all provinces and cities in China.

The Enterprise Research Institute of the State Council Development Research Center organized many human resource management experts to conduct data statistics and systematic analysis on the effective samples of enterprises participating in the survey, and then completed the Survey Report on Human Resource Management of Enterprises in China. According to the functional modules of human resource management in modern enterprises, the investigation report is divided into eight parts: system construction, post management, personnel recruitment, performance management, staff training, salary and welfare, social security and senior management. The contents of each part of the Investigation Report on the Present Situation of Enterprise Human Resource Management in China are summarized as follows:

Current situation of system construction

By analyzing the overall situation of human resource management system construction in domestic enterprises, the situation and construction methods of human resource management system in enterprises with different backgrounds, and comparing the differences of human resource management system construction in enterprises with different backgrounds, it is considered that Chinese enterprises are still in the transition period from traditional personnel management to modern human resource management, and it is imperative to strengthen the construction of modern human resource management system, especially the strategic human resource management of "caring for employees' career development". Enterprises with different backgrounds have obvious differences in the construction and implementation of human resource management system.

Enterprise human resources situation

Abstract: There are obvious differences in age structure, education level and human resource management personnel allocation among enterprises with different backgrounds in China. Domestic enterprises basically allocate 100 human resource managers for every 1 00 employees; The smaller the scale of enterprise personnel, the more human resource management personnel are allocated.

Status quo of post management

Abstract: Chinese enterprises have basically the same attitude towards strengthening post management standardization through post analysis, but the level of management standardization needs to be further improved. The vast majority of enterprises have carried out organizational structure adjustment and personnel adjustment, and mainly concentrated on small-scale local adjustment. The results of enterprise post analysis are mainly used in assessment, recruitment, salary design, personnel post adjustment and other fields. Enterprises have a high degree of recognition of the role of post analysis in human resource management. There are some differences in post management among enterprises with different backgrounds.

Current situation of labor recruitment

Abstract: On the whole, the employment of enterprises in China has been preliminarily standardized and gradually marketized. Enterprises release employment information mainly by job fairs, supplemented by media advertisements and talent exchange centers. Social recruitment has become the main source of new employees in China enterprises. Interview is an indispensable part of enterprise recruiters. Most enterprises have a mechanism that can enter and exit. Further analysis shows that small and medium-sized enterprises, construction enterprises, wholesale and retail catering enterprises have a high degree of marketization of employment, but it is urgent to strengthen the construction of labor employment system and conscientiously implement labor laws and regulations; Western enterprises are weaker than system construction, and central enterprises are weaker than system implementation. The listing of enterprises has promoted the standardization and marketization of enterprise labor and employment.

Present situation of personnel performance appraisal

Absrtact: Personnel performance appraisal has not generally become a necessary human resource management work for enterprises in China. Personnel performance appraisal results are mainly used for "bonus distribution" and "salary adjustment". It is necessary for most enterprises to establish a set of employee performance evaluation index system. State-owned enterprises, especially those in finance, water, electricity, gas, transportation, warehousing, postal services and other industries, have widely established and implemented the assessment system, but the implementation is weak and the assessment implementation effect is average. The larger the enterprise scale, the better the rules and regulations of personnel performance appraisal and the implementation management. The performance appraisal effect of personnel in small and medium-sized enterprises is worse than that in small and large enterprises. Listing has promoted enterprises to improve the level of personnel performance management.

Current situation of employee training in enterprises

Through the questionnaire survey and effective data analysis of employee training in enterprises with different backgrounds in China, it is found that employee training in enterprises is still in an unstable and low-level state, and the benefits of training work are difficult to reflect. The training is low in institutionalization and standardization, and the existing training is divorced from reality, so it is necessary to reflect on the purpose, task, content and method of enterprise training.

Current situation of salary management

Abstract: Most employees in China are satisfied with the salary; Most enterprises implement classified management in salary management, and the salary structure of technical and sales personnel is different; The main form of long-term incentive is virtual stock; The average monthly income of most enterprises is between 800-2500 yuan, and the labor cost of most enterprises accounts for less than 30%. Enterprises generally refer to the experience data of similar enterprises and the historical level of their own enterprises to determine the wage standard.

Current situation of relevant social security

Social security system is an important policy environment for enterprise human resource management. The survey found that there is still a big gap between the participation rate of various social insurance enterprises and the socialization rate of retired workers' management and the goal of wide coverage, and there is a big difference between different types of enterprises. It is necessary to deepen reform, strengthen law enforcement and supervision, and create a fairer market competition environment for enterprises; Enterprises should also raise awareness, implement various social security systems, consider human capital investment from a long-term perspective, and establish a human resource management system that conforms to the laws of market economy and the requirements of modern enterprise systems.

Present situation of enterprise top management

Abstract: the decision-making role of the board of directors of Chinese enterprises has been obviously enhanced, but the main way to produce senior managers of state-owned enterprises is to be appointed by superiors or industry organizations; The salary income of enterprise executives is diversified, and about one-third of enterprises have established long-term incentive plans, and the income level has been greatly improved; The establishment of the qualification system for senior managers in enterprises is still in its infancy; It is still necessary to establish and improve the corporate governance structure and actively promote the innovation of reward incentive mechanism based on operating performance.

The Investigation Report on the Present Situation of Enterprise Human Resource Management in China is the largest and most authoritative investigation result in the field of human resource management in China at present, which truly reflects the present situation of enterprise human resource management in China, and further provides a powerful reference for the future development of enterprise human resource management in China and the formulation of personnel policies and guidelines of relevant departments of the state government.

This achievement is the first time in China, and the results of the investigation report have attracted great attention from relevant departments and enterprises. In view of the central government's great attention to the national talent strategy and related system construction and policy issues, in order to improve the enterprise human resource management system and improve the level of human resource management, the "China Enterprise Human Resource Management Development Forum and Survey Results Release Conference" hosted by the State Council Development Research Center, undertaken by Enterprise Research Institute of the State Council Development Research Center and co-organized by China Human Resource Development Network (www.chinaHRD.net) is scheduled to be held in Beijing Jingxi Hotel on April 24, 2004. The meeting will invite leaders and experts from the State Council Development Research Center, Central Organization Department, Ministry of Personnel, Ministry of Labor and Social Security and other well-known large-scale enterprise groups at home and abroad to hold special discussions on major policies, personnel system reform and policy trends, labor security and employment policy trends, current talent work status and policy orientation, enterprise human resource management system reform and construction, and release the results of the investigation on the current situation of human resource management in China enterprises.