How to recruit new employees and employee management in e-commerce

1. Optimize the staffing of human resources department. In order to effectively carry out human resources management in e-commerce enterprises, it is necessary to reasonably equip human resources professionals. The human resources department should first improve the internal division of labor and try its best to improve the allocation of HR when the budget allows; If the problem cannot be improved due to limited resources, we should distinguish the priorities of various human resources work, first build the core module of human resources, and then gradually develop and improve the remaining modules on this basis, so as not to give consideration to both sides under the condition of insufficient staffing. 2. Reasonably plan human resources in combination with the business strategy of the enterprise. The HR department should plan human resources from a strategic perspective, regard it as an important part of the company's business strategy, and adjust it according to market changes and business strategy to ensure the dynamic and timeliness of human resources planning. At the same time, the manpower demand analysis should be carried out reasonably. When the department submits the employment demand, it should first analyze the manpower saturation of the department, provide professional advice for the department leaders, and ensure the necessity of this manpower demand. 3. Do a good job analysis and position design. HR should do a good job analysis and position design, reasonably set up positions and make a standardized analysis and description to determine the job responsibilities of each position. In daily practice, in many enterprises, the position setting and job description are carried out by the employing department, and then they are handed over to the human resources department for adjustment after being decided by the leadership. This practice limits the authority of HR personnel, resulting in irregular setting of many positions and unclear description of responsibilities. Therefore, the human resources department should do a good job in communication and coordination with the leadership and the employing department, and organize and guide the work analysis. At the same time, a performance management system is established on the basis of job analysis, and the performance appraisal results and the job descriptions of each post are used as an effective basis for employee management, labor contract management, job change, promotion, salary distribution, training, career planning, rewards and punishments during the probation period. 4. Improve the training mechanism to meet the training needs of employees at all levels. Employees in e-commerce enterprises generally pay attention to training opportunities and personal development space. Although the workload of employees is very heavy, there is no personal training demand in the short term, but enterprises should consider from the perspective of long-term planning, conduct regular internal training demand surveys and formulate a reasonable multi-level training system. On this basis, various types of training can be organized by departments, stages and intersections to avoid the situation that a single type of training cycle is long or employees with different training needs have a long waiting cycle. 5. Enterprises should avoid random, short-term incentives, combine short-term incentives with long-term incentives, tangible incentives with intangible incentives, build a reasonable incentive mechanism, analyze the demand levels of different employees, and carry out targeted incentives to achieve twice the result with half the effort. In addition, enterprises should coordinate the proportion of guaranteed salary and incentive salary when formulating the salary and welfare system, which should stimulate employees' potential and arouse their enthusiasm while ensuring their basic living needs. At the same time, when taking the results of performance appraisal as the basis of rewards and punishments, we should adjust the reference standards to avoid the situation of rewarding more than punishing less, rewarding only without punishing or the opposite, and keep equal emphasis on rewards and punishments to truly realize the role of incentives. 6. Standardize labor contracts and various rules and regulations of enterprises to avoid employment risks. In order to avoid various employment risks, HR should sort out labor contracts and personnel-related systems. On the one hand, analyze the current version of the labor contract, and communicate with the company's legal adviser if there are any inconsistencies with the labor contract law and other legal provisions, revise the necessary parts, and re-sign and supplement the contract in combination with the actual situation of the enterprise; On the other hand, it is necessary to check whether the democratic procedures are standardized, the formula procedures are legal, whether there are contradictions among the provisions of various systems, whether the contents are ambiguous, whether the specific behavior descriptions are quantified and refined, etc., and delete, modify and supplement unreasonable systems in order to provide a strong basis for human resource management decisions. 7. Strengthening the construction of corporate culture The cultural construction of e-commerce enterprises has its own uniqueness. Because employees of such enterprises generally have strong autonomy and pay attention to personal growth and satisfaction of work achievement, they should create a flexible, open and tolerant cultural atmosphere, encourage technological innovation, give employees autonomy, and let them work and complete tasks in the way they think is effective, so that they can get satisfaction from their work achievements. At the same time, the management of technical employees should be flexible, and some restrictions should be appropriately relaxed on the premise of completing the work objectives. For employees who concentrate on their work for a long time, they can arrange physical examination, organize outdoor holidays and recreational activities, pay attention to and care for their family life, and let employees feel the warmth of the corporate family.