How to quickly establish a reasonable human resource management system

The human resources development and management system consists of human resources strategic planning system, recruitment system, performance appraisal system, salary and welfare system, deployment and resettlement system and training and development system.

First, establish a human resources strategic planning system. Human resource planning is the analysis, prediction and evaluation of the company's human demand and supply, and it is an important part of the company's development strategic planning system. It focuses on preparing the talents needed to achieve the company's business strategic objectives in advance and providing powerful talents as a guarantee, providing guiding suggestions for the company's human resource management activities. It includes: ① The key to inventory the existing human resources is to find out the quantity, quality, structure and distribution of the existing human resources; (2) Analyze the development and use of existing talents and existing problems; (3) Forecast the future human resource demand and determine the personnel demand; (4) formulate supporting policies to ensure the consistency between demand and supply; ⑤ Determine specific action plans or countermeasures; ⑥ Make feedback adjustment.

Second, establish a talent recruitment system. Personnel recruitment is to determine the number, category, working conditions, qualifications, job descriptions, work specifications and employment procedures of the company through job analysis (job content, responsibilities, experience, education level and skills, etc.) according to the needs of the company's development. ), under the guidance of human resources planning, recruit excellent and suitable talents and put the right people in the right positions. It is a basic strategy that people make the best use of their talents. It is not easy to do a good job in personnel recruitment, which involves the system of enterprise recruitment policies, the selection of recruitment channels, the design of job application forms and the standardization of recruitment procedures. The recruitment system includes: ① the technical design of talent selection (scenario simulation, psychological character, labor skills, adaptability, comprehensive quality and development potential test); (2) job analysis, job design and job description; (3) recruitment procedures; ④ Talent evaluation procedure.

Third, establish an open performance appraisal system. The determination of employees' salary, promotion and demotion, rewards and punishments, qualification identification and ability confirmation all require an objective, fair, scientific and reasonable assessment and evaluation of employees. Performance appraisal is a difficult and key point in the development and management of human resources. We must take it seriously, attach great importance to it, formulate a set of performance appraisal implementation plan that conforms to Matsumoto's reality and has strong operability, and vigorously promote its implementation within the company. Performance evaluation is a comprehensive and objective investigation and evaluation of its performance, morality, talent, quality, potential, strengths, weaknesses, personality, ambition and other aspects, so as to draw the conclusion that the assessed is competent for a specific post and whether training is needed. Performance evaluation is divided into evaluation standards and evaluation procedures for management cadres, engineering and technical personnel, marketing personnel, production management personnel and operators. The purpose of performance appraisal is: first, to help employees understand their potential ability and give full play to this ability in practical work, so as to improve their work and promote their training and development; Second, it can be used as an important basis for salary, bonus, job promotion, transfer and dismissal; Third, it is beneficial to improve the human resource management of Matsumoto Electric. Find out the existing problems from the regular performance appraisal and learn lessons in time for future improvement.

Four, the establishment of a full staff training and development system. Practice has proved that all-staff education and training, as the main means of human resources development, is a powerful guarantee for developing human potential and improving people's comprehensive ability and quality. The whole employee education and training system should consider the following aspects: ① lifelong education system, creating a learning organization; (2) From simple technical training to an overall education and training system with knowledge training, skills training and attitude training as the core; (3) Establish a training team that combines external training teachers, internal professional training institutions and on-the-job training; ④ To form a multi-level, multi-channel and multi-form training network with on-the-job training and part-time training as the mainstay. Among them, case analysis, simulation training, seminars and other situational training methods have been widely used in recent years and are worth learning. The direction of enterprise education and training is diversified, generally divided into decision-making layer, management layer, professional layer and operation layer, forming an all-round and three-dimensional training network system with Matsumoto characteristics to meet the needs of market competition. All-staff education and training system should include training effect evaluation, tracking feedback and correction and improvement.

Five, the establishment of deployment and resettlement management system. Allocation and resettlement management refers to the assignment of positions necessary for enterprise activities to employees who should hold the positions. How to configure it reasonably, scientifically and effectively is a major problem faced by Matsumoto Electric in the future development, which cannot be taken lightly. Through the job analysis required by configuration management and the evaluation of psychological quality, professional knowledge and comprehensive ability, we can accurately grasp the ability, personality and specialty of employees, facilitate the use of talents and reduce the waste of talents, that is, achieve the goal of the right person in the right position. This includes: rotation system for professionals, implementation measures for rotation of middle-level cadres, regulations for promotion of cadres, functional qualification system, special post system, interim management measures for internal talent market, employee career system and exit interview system.

6. Establish a competitive and attractive salary and welfare system. Establishing and perfecting a set of salary, reward system and welfare security system is a basic and urgent task of human resource management in modern enterprises. Because a fair, reasonable and standardized incentive mechanism is the power source to attract and retain talents, give full play to the initiative, enthusiasm and creativity of employees, and make suggestions or contribute talents for Matsumoto Electric to create greater glories. Including: salary management system (consisting of salary amount management, salary form management and salary system management); Medical insurance system; Social pension retirement system; And other welfare security systems such as housing, children's education, annual leave, overseas travel, employee stock ownership, and year-end dividends, and truly establish a brand-new mechanism of "retaining people with business, retaining people with affection, and benefiting people".