Kneel for a 3000-4000-word human resource management paper.

With the gradual establishment and improvement of the socialist market economic system, many enterprises in China are increasingly aware of the fierce market competition and the sense of urgency to enhance their competitiveness. The key to enterprise competition is talent competition, and whether talents can be managed and used well is an important factor for the success or failure of an enterprise. Therefore, human resource management has become a very important part of modern enterprise management in China.

The survival and development of modern enterprises are influenced and restricted by many factors. Among them, the most important and fundamental factor is human resources, which is the most precious of all resources in an enterprise, so it must be managed effectively. However, in practice, many enterprises may be more concerned about their capital and market problems, while human resource management is often ignored by them. But what may hinder the further development of enterprises is the bottleneck of human resources.

However, in traditional personnel management, we take things as the center, require people to adapt to things, always emphasize that individuals obey the needs of the organization and the needs of the cause, and rarely consider personal expertise, interests and needs. People-oriented means taking people as the most dynamic, active and creative element in an organization.

In addition, people are the first and decisive resources for the survival and development of organizations. Our current human resource management is to create various conditions for them to fully display their talents, provide them with various opportunities, and let everyone do their best in a harmonious environment. People-oriented management means respecting and caring for people; People-oriented management is to establish the concept of serving the people. When employees in an organization are respected, they can realize that they are the owners of the organization. Whether or not people have motivation in the process of work, or how much motivation, is very important for the process of exerting their abilities. We know that people's abilities can only be brought into play at work.

Therefore, in terms of employing people: first, the differences in the nature and characteristics of abilities. The second is the difference in ability level. We should "make use of people's strengths and avoid people's weaknesses", which is a basic principle that we should understand when studying human resource management. We should acknowledge the differences in ability levels between people, so as to make us understand that the utilization of human resources follows the principle of energy level hierarchy. Great talents are of great use, small talents are of little use, and people do their best. In human resource management, the principle of difference refers to putting people with ability level in positions that need corresponding ability level, and giving positions due rights and responsibilities, so that our personal ability level can adapt to the post requirements.

Human resources problems often involve three levels: culture, system and people.

The view of human resources emphasizes that professional managers should become experts in human resources management. Because human resource management is a global job, its responsibilities, such as recruitment, performance management, employee retention, training planning and so on. , all need the executive and direct participation of the supervisor. At the same time, managers at all levels are directly responsible for the training of subordinates and the construction of corporate culture. Employees are also increasingly assuming the responsibility of self-management.

In the traditional personnel management, it focuses on routine work such as employee attendance, archives and contract management, and is positioned as a logistics service department. In the 1990s, with the profound changes in the basic management mode of enterprises, people, as a resource and an important strategic resource, are increasingly recognized. Under the guidance of this management idea, a human resource management model with talent evaluation, performance appraisal and salary incentive system as the core is established.

Therefore, in order to give full play to the role of human resources, we must do the following:

1. Make the human resource strategy consistent with the enterprise competition strategy;

When determining the development strategy of human resources, enterprises should first understand the long-term planning and strategic objectives of enterprises, and then determine the development strategy of human resources. As an important part of the overall strategy of enterprise development, human resource strategy plays a great role in promoting the overall strategy of enterprise development.

2. Staff training is a way to solve the shortage of talents.

Due to the lack of popularity and attractiveness, almost all small and medium-sized enterprises are facing a serious shortage of talents. A good training mechanism is inseparable from scientific training planning and reasonable control system. In other words, staff training must be regular and institutionalized. Enterprises can make full use of national compulsory education, vocational education, higher education and various forms of social aid education to carry out staff training, paying attention to both training content and training level. At the same time, enterprises should also formulate multi-channel and multi-form industry training according to their actual needs to improve employees' business skills and professionalism.

3. Create a new human resource management model:

The new human resource management model reduces the operating cost of enterprises to a certain extent, thus increasing the income of enterprises; Second, the management department can gradually evolve into a profit center by providing paid services inside and outside the enterprise.

4. Give employees welfare treatment, provide employees with excellent working environment, and provide employees with sufficient development space and performance opportunities.

In the process of management, welfare is always the most important retention mechanism at this stage. At the same time, employees' satisfaction with psychotherapy can be improved by improving staff management. A suitable, safe, harmonious and pleasant working environment is everyone's dream, and it is also one of the conditions to motivate employees to work actively. No matter the salary or the position is capped, if a general manager does a good job and the enterprise does not have a suitable higher position to promote him, the enterprise should provide him with space for development and opportunities to display his talents, such as encouraging him to go to sea, providing him with financial and technical support, or implementing a joint-stock system to attract and retain employees with the temptation of shares.

5. Establish a truly effective incentive mechanism

Incentive mechanism is an important part of human resource development and management in enterprises. Without the establishment of the framework of human resource management system and the perfection of the mechanism, the incentive mechanism cannot be carried out smoothly. The company must construct the overall framework of human resource management from the perspective of overall strategy, and formulate the incentive mechanism and other links of human resource management (such as training and development, management communication, post rotation, assessment, etc.). ) contact each other and promote each other. Of course, the most important part of the incentive mechanism is reflected in the reward and punishment system for employees.

At the same time, human resource is the strategic resource of modern enterprises, and it is also the most critical factor for the development of enterprises, and motivation is an important content of human resource, a term of psychology, which refers to the psychological process of stimulating people's behavior. The most fundamental purpose of implementing incentive mechanism in enterprises is to correctly induce employees' work motivation, so that they can realize their own needs while achieving organizational goals, increase their satisfaction, and continue to maintain and carry forward their enthusiasm and creativity. It can also be said that the use of incentive mechanism is an important factor to determine the rise and fall of enterprises to a certain extent. How to make good use of the incentive mechanism has become a very important issue for all enterprises. Encourage employees' enthusiasm, initiative, creativity and challenge, satisfy their sense of accomplishment, and create the same corporate values, business philosophy and corporate culture as employees and enterprises. It aims to make employees work more effectively and help enterprises achieve strategic goals successfully.

6. Love, understand and care about employees.

Loving one's employees is the foundation of an operator. An excellent entrepreneur, only after making employees realize the value of their existence and have enough self-confidence, can have a sound heart with employees and develop their own career. Understanding is an innate desire of human beings. Once people are understood, they will feel great comfort and pay various costs. People's greatest wish is to get sincere care and attention. If entrepreneurs can sincerely care about employees, they can achieve the effect of making employees willing to go through fire and water for themselves. Caring for employees should start from two aspects, one is caring for employees' families, and the other is caring for employees themselves.

We should remember that respecting and appreciating your employees can start with the simplest method. Don't be stingy with your language. If you sincerely praise the first employee, then people will be enough to make employees more friendly and hard-working.

China is rich in human resources, which is a valuable asset for building a socialist modernization power, but there is still a big gap between China's human resources management, especially enterprise human resources management, and western developed countries. How to improve the management of human resources, give full play to the efficiency of the use of human resources, so as to achieve the sustainable development of human resources, has become an important issue facing every enterprise.

The following are my suggestions on human resource management:

1. First of all, our enterprise should establish the concept of human resource management and incorporate it into its development strategy.

2. In the fierce competition of modern enterprises, enterprises without innovation are difficult to develop, even if they survive, they will face crisis. The same is true in management. Through constant self-denial, self-transcendence, and constant sublation, enterprises improve their management level and improve the utilization efficiency of human resources.

3. Human resource management should be linked with the economic benefits of enterprises, establish various forms of systematic incentive mechanisms, and attach importance to spiritual incentives.

1) goal setting should not only reflect the requirements of enterprise goals, but also meet the personal development needs of employees.

2) Material encouragement is the foundation, but not everything. Spiritual encouragement is the foundation. The perfect combination of the two can make enterprises really retain talents.

4. We should make full use of external resources to serve the development of human resources in enterprises.

Under the background of China enterprises' full participation in economic globalization and integration into the international economic system, combined with the opportunities and challenges faced by China enterprises' human resources management after China's entry into WTO, China multinational enterprises should make early preparations, update their human resources management concepts, improve their management level and take active actions to reduce the loss of brain drain.

Establish the concept of human resource management based on the development of human resources in enterprises, establish an internal environment suitable for the development of employees, and finally enhance the core competence of enterprises and promote the development of enterprises by improving the overall competence of human resources. At present, the world economy is in the trend of globalization, more and more global enterprises appear in our field of vision, and the competition among enterprises in the international scope is becoming increasingly fierce. But in the end, it must be the competition of human resources ability, the competition of talent quantity and quality, the competition of human resources development level and talent selection mechanism. Moreover, at present, "three points depend on technology and seven points on management". Facing the fierce competition environment in 2 1 century, Chinese enterprises should attach importance to the management ability of human resources. Because the advantages of human resources development and management will directly affect the success or failure of enterprises.

Foreword:

Unconsciously, I have been in class with my teacher for some time. During this time, I am really happy to have a good teacher, a good friend from a friend's point of view. I learned a lot of human resources and extracurricular knowledge from you. It was you who brought me into contact with the contents of human resource management and the knowledge of enterprise human resource management, such as the case of Midea air conditioner. Let me get in touch with the situation of continuing to study in colleges and universities today. This process is worth remembering.

What I learned the most is that when I analyzed the case of Midea Air Conditioning, as the leader of our group, I was responsible for this case. I try to get everyone involved, not to deal with it. I don't like this either. The way I take is to let each team member have a look at the case of Midea Air Conditioning, and then tell me their ideas, and then I will take away their ideas well, so it is not good to discuss them together. I still remember the relevant members of our class, who were still discussing after class. I was really touched in the process and felt that everyone really participated. I still deeply remember sitting next to the computer and doing powerpoint all afternoon, just to do this case analysis well.

Next, I will speak on behalf of our group, although I have hosted, given public speeches and participated in speech contests. But this time it feels completely different from the previous one. Although we have done such a case study in the public elective class before, and also went out on behalf of the team members, this time I know how to think about the team members, because we not only have members of our class, but also members of other departments. I now represent the members of our whole group and their thoughts. And although I may not be the best team in this case study, I think this is the most important thing, because it is not their trust and support, nor will they send me up, nor will they affirm me in the future. I think this is a spirit of teamwork, because sometimes one person's strength is limited when doing one thing, and everyone's efforts together are far better. This is the most precious thing I have done well in this case analysis.

Moreover, in the days to come, I won't stop learning related contents just because the elective course of human resource management is over. I will continue to learn relevant knowledge and continue to analyze human resources related cases. Here, I also hope that there will be problems related to human resources in the future. Please help me a lot, and I will continue to discuss with our group to see what their views are.

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Because if I have the opportunity in the future, I want to continue my further study. Human resources is one of my choices, so I will continue to study hard and study hard in the future. I also hope the teacher can give me some valuable suggestions.

Finally, thank you very much for everything the teacher has given us these days.