What is the specific process of enterprise human resource management practice?

Six modules:

1. Human resource planning;

2. Recruitment and configuration;

3. Training and development;

4. assessment and evaluation;

5. Salary and welfare management;

6. labor relations.

Look for it yourself according to these six items, and you can find it casually on the Internet.

Give you something humanized.

1. Human resource planning;

When it comes to human resource planning, many human resource managers in China can be said to have mixed feelings, and some are at a loss. It is not that these human resource managers are inexperienced, but the actual situation of enterprises in China restricts and restricts the development of human resource planning to some extent. In recent years, we have seen that China enterprises have gradually strengthened their emphasis on human resources, but we still have a long way to go to rise to the perspective of human resource strategic planning. Many enterprises are still in the stage of personnel management. Just as I once went to a company that interviewed the director of human resources, I asked the general manager, "What is your company's five-year development plan and human resources goals?" The general manager told me that the company's development plan basically has nothing to do with human resources. You just need to do your recruitment and basic management well. This sentence may reflect the blank understanding of human resources by many enterprise decision makers. Perhaps the reason for this phenomenon is that the values and ethics of decision-makers in enterprises play a key role in the planning and construction of human resources in enterprises. Looking through history, we find that the life cycle of enterprises with profit as the center, rather than culture and people as the core, will not be too long.

how to consider the overall planning of human resources from a strategic perspective is a problem that every HR staff and enterprise decision-makers should carefully consider!

2. Recruitment and configuration;

If an enterprise wants to develop, it must recruit more excellent talents to join it, so that the whole human resource process presents a virtuous cycle of development. However, in China, especially in the north, the recruitment and manpower allocation are obviously not so reasonable. When we are ready for the recruitment of relevant positions, many of our HRMs have forgotten the most important question, which is what kind of outlook on life, values and world outlook should the people we recruit have? Because the time and speed of their integration with corporate culture is an important basis for testing the recruitment effect. Many of our HRMs forget this.

I have been instructed by the leader to participate in many human resources recruitment jobs. It is very interesting that when our employees resigned, the boss asked me to recruit, and what was missing was patchy. I have suggested that the boss's repeated recruitment is of great interest to the enterprise and the rational allocation of human resources, but every time he tells me: "What are you afraid of? If people leave, they will recruit again. China lacks everything, but there is no shortage of people." I think this is also the idea of many of our current bosses.

Another interesting phenomenon is that experience is more important than ability. Now is the era of open economy and high-speed information flow. We don't know how much contribution our work experience 3 years ago can make to the development of enterprises. Many foreign companies recruit in China, and what can you do if you join the company? What kind of development do you want? The vast majority of questions asked by enterprises in China are what achievements they have made before and what achievements they have made. China now has a 32-year-old CEO of a listed group and a 19-year-old general manager, and has seven years to make a company that makes the world look down upon it? There may be too many such examples, and how to balance practical ability and experience is a problem that both human resources and bosses should think about.

what do we recruiters look at? Personally, I think experience is on the one hand, and it is more important to look at the matching degree and ideology with the enterprise. In some positions, we only need soldiers, so we should not recruit people with general dreams and ambitions, and the positions vary from person to person.

China is a relational society, so there are many factors that restrict the progress of enterprises in recruitment, such as human feelings and relationships. What about configuration?

3. Training and development;

Training, as a way of welfare and talent training, has attracted much attention in many enterprises. I have been a trainer for three years, and I have been to many enterprises to give lectures, met many trainers and met many friends in the consulting industry. However, both external training and internal training have their relative shortcomings in our practical application process.

foreign training: the enterprise has spent a lot of money to invite experts and scholars from consulting companies to tailor a whole set of programs for the enterprise itself. It may be possible to maintain the enthusiasm for a few days during and after the training. After a few days, the problem remains the same, as if nothing has changed. Why? Many of our bosses don't know what kind of courses and training can be entrusted to the outside. What kind of training must be completed within the enterprise? What should be the follow-up work of the enterprise itself after the foreign training? In addition, many foreign training institutions are simply irresponsible. A famous expert once told me personally: "I just make money by my mouth, and the life and death of the enterprise has nothing to do with me."

internal training: internal training of companies. Because the business of each company is very different, the ways and methods of internal training are also very different. The most difficult thing to do internal training is that there is no planning. Many enterprises don't know what purpose should be achieved for trainers at all levels, how to evaluate the training effect, and what is the relationship between courses? This has directly led to a lot of useless work in our internal training.

4. Performance management;

This is the module that bosses like most and employees hate most. It involves the gain and loss of interests, which is an irreconcilable contradiction. Since it is impossible to reconcile, as HR, our work seems to show the achievements that the boss generally agrees with at this time. Pathetic!

a good performance management system can greatly help the internal management of enterprises to develop healthily, that is, at this key point, the inferiority of our enterprise management and people's inferiority is more obvious. We are learning and applying many advanced management methods abroad. Why is the effect not so obvious? For example, the once very popular 5S, 6Sigma, 36-degree evaluation, Haier's daily affairs, Nissin, and so on. The reason is very simple. We didn't grasp the specific index and weighing ratio of KPI of each position. Busy for a long time, only to find that it was a waste when I summed it up carefully.

5. Salary and welfare management;

Money is not everything, but you can't do anything without it. Speaking of this, it seems to push the boss and HR to the forefront. I don't want to say much here, but I just want to tell the company's decision makers that the most common reason for talent job-hopping in China over the years is dissatisfaction with salary and benefits. We all carefully analyze the reasons. If you can't enjoy the profits, I believe you won't enjoy the wisdom and creativity of employees.

6. labor relations management (employee relations management).

the most difficult piece to deal with, if it's light, it's peaceful, but if it's heavy, it's in court. If it's good, everything will flourish, but if it's bad, the larger foe will be broken. I just want to say, act according to the law and let everyone be grateful?