What is the general position and what one does in a company when majoring in human resources management?

Modern enterprise human resources management is centered on enterprise human resources and studies how to realize the reasonable allocation of enterprise resources. It breaks through the constraints of traditional labor and personnel management. It no longer regards people as a technical element, but as a factor with inherent constructive potential, as a factor that determines the survival and development of the enterprise and is always full of vitality. Special resources with vitality. It no longer places people under strict supervision and control, but provides them with various conditions to fully develop their subjective initiative and their own labor potential. The waste of talent and the devastation of morale caused by the abuse of power should no longer be tolerated, but human resources should be cherished and cared for as much as natural resources for the benefit of future generations. It is necessary to shift from object-centered management to people-centered management, pay more attention to the development of human resources, and pay more attention to the investment of human resources to improve the utilization of human resources and achieve the long-term goal of corporate core competitiveness and sustainable development.

Talents are the carriers of science and technology, the inventors and creators of science and technology, and the users and disseminators of advanced science and technology. If technology is the primary productive force, then talent is a special factor among the factors of productivity. Talent is not only a renewable and sustainable resource, but also a capital resource. In modern enterprises and economic development, talent is an immeasurable capital, a capital that can bring huge benefits to enterprises. The development of talents as resources is inevitable for economic development. Only by relying on the innovation and transformation of human intelligence factors, relying on scientific and technological progress, conducting planned human resource development, and tapping and utilizing human intelligence as a huge resource can enterprises achieve scientific and technological progress and economic development. Enterprises must create a good environment suitable for attracting and cultivating talents, and establish a talent resource development mechanism that recruits people based on their integrity, gets paid based on performance, and trains them as needed, so as to attract and retain talents and meet the needs of economic development and competition for talents. needs to achieve rapid economic development of enterprises.

The goal of corporate human resources is to attract, train, and make good use of people, tap potential, and stimulate vitality. Enterprises should closely focus on economic development goals, take the development of human resources as their fundamental task, and fundamentally solve the development and utilization of talents.

1. Accelerate the establishment of a management system that adapts to the growth of all types of talents. In accordance with the requirements of the market economic system, we must deepen the reform of enterprise personnel systems and accelerate the establishment of a new talent management system that adapts to the growth characteristics of all types of talents. It is necessary to establish a classified management system with distinctive characteristics around the construction of four teams of high-quality leadership talents, business management talents, professional and technical talents and technical workers, pay attention to the cultivation, selection and use of innovative talents and compound talents, and establish a system that emphasizes ability , emphasizing performance and contribution, encouraging entrepreneurship, innovation and competition.

2. Increase investment in talent education and training. Enterprises should use training and education functions to make the enterprise a "learning organization" and strive to improve the innovative and creative abilities of all types of talents. High-tech and high-investment measures should be adopted in corporate training to continuously increase the value of corporate human capital. Increasing investment in talent training and education can not only meet the needs of corporate economic development, but also satisfy the talent's desire for career development and personal ability improvement. This investment will obtain a higher return than material, and this return has a long-term impact. effectiveness and cost-effectiveness.

3. Improve incentives for talents. Incentives are the core of human resource development in modern enterprises. Whether and to what extent the potential of human resources can be unleashed depends to a certain extent on the intensity of incentives for talents. In the introduction and use of talents, enterprises should actively study the impact of individual needs and systems on the satisfaction of individual needs and the mechanisms that can produce various incentive effects, formulate the principle of linking the income and benefits of the talent team and their job responsibilities with performance and contribution, and implement The distribution system of payment based on position, task and performance encourages production factors such as technology and management to participate in income distribution, maximizes the enthusiasm of talents, and ultimately achieves a double harvest of corporate economic development and human resource development.

A brief discussion of the role of human resource management in enterprises

The management philosophy formed by the enterprise’s management content, management form, management system, etc. and the specific people, things, and things being managed , organization, etc. constitute corporate culture and form an entrepreneurial spirit, which is the characteristic that distinguishes other companies, and all of this is organized and implemented by people, so human resource management plays a decisive role in corporate management activities.

With the development of modern personnel theory and the formation of modern management concept systems, people, as the first factor of productivity, rank first among all major resources, because people have subjective initiative and the ability to utilize other resources. Ability is a resource that can create wealth, and the so-called management is the art of accomplishing things according to human will. It can be said that the management of human resources in modern management concepts is the core of corporate culture.

I believe that human resources management has three major contents: recruitment, employee training, and performance appraisal. All other tasks serve these three major contents. Human resource management is an art but also a science.

Recruitment

The start-up of an enterprise first starts with the start-up of human resources. In order to ensure production activities, when the internal human resources of the enterprise are lacking, It is necessary to recruit talents from outside, promptly supplement qualified human resources for the development of the enterprise, and achieve a reasonable and effective allocation of internal human resources within the enterprise.

From another perspective, it is to ensure the personal quality and group quality of personnel. As we all know, the current enterprise competition is not the low-level competition in the past where low-price sales were the main means and high discount rates were attached. Instead, under the guidance of modern management concepts, the competition among enterprises is all-round and mainly highlights the In the competition of talents, the competition of personnel quality.

Because advanced competition methods such as marketing planning, management methods, and market awareness of modern enterprises rely on high-quality talents. For example, the internationally renowned enterprise "General Motors" in Shanghai receives graduates from prestigious universities every year. Select outstanding university graduates and continuously recruit them into enterprises, and continuously train their work ability and business knowledge so that the overall quality of the enterprise will not suffer from gaps in competitiveness. Recruitment is the outpost of competition among enterprises.

Employee training

Training activities are an important part of corporate activities, mainly including corporate culture training, corporate policy training, behavioral norms training, professional skills training, and work training. Responsibility training. The purpose of training is to enable the enterprise to maintain a strong development momentum and provide qualified human resources for the development of the enterprise. Now the training work has become a system, strengthening the goal and institutional nature.

Under the market-oriented production method, enterprises must conform to the trajectory of market development in order to survive and develop. This is a law and is not based on human will. In the ever-changing market situation , the development and operation of enterprises are also facing new opportunities and new challenges. What capital can enterprises use to meet new opportunities and new challenges? It seems that we still cannot do without people, the most basic, greatest and most dynamic capital. The method of Shanghai Qiaojiazha Co., Ltd., a subsidiary of Shanghai Yuyuan Group, is to predict market changes, formulate training plans in a timely manner, and ensure that advance training is in place so that it can adapt to market changes in a timely manner. The market economy waits for no one; those who do not compete or grab are mediocre. The company's training is market-oriented and focuses on improving personnel quality, rather than wasting time on correcting employees' deviations, because as quality improves, deviations will naturally decrease. Training is the basis for enterprise development.

Performance Appraisal

Performance appraisal is the need of the incentive mechanism and the core of human resources. Assessments with targets such as quantity and efficiency are used to scientifically evaluate each employee's competency for the position. Assessments are the basis for employees' praise, punishment, training, transfers, promotions, salaries, benefits, etc. Through assessments, we can discover Internal talents within the enterprise can eliminate unqualified employees. Assessment is the introduction of competition and incentive mechanisms into the enterprise. It can be said that if an enterprise lacks an assessment system or the assessment system is outdated, it will definitely become a stagnant pool and cannot make beautiful ripples at all. , and it cannot be said to be the sun that will hold up the company tomorrow. What we are waiting for is probably rain.

Praise in the assessment system is to guide people to move forward, while punishment is to encourage people to move forward. Both praise and punishment are incentives and a way to improve.

The three major contents mentioned above are an organic whole that complement each other and are indispensable.

It is the art of completing one's own tasks through others. In modern management, computer technology has been widely used in human resources. A large number of data can be processed by computers, such as labor productivity statistics, labor cost accounting, social insurance remittances, human resources early warning systems, total salary control, and assessment data. Evaluation, etc. can be completed by calculations with high accuracy. It is characterized by fast speed and high efficiency, and comprehensive data can be provided to the decision-making level in a timely manner. In short, the use of computers is a good helper for the three major aspects of human resource management.

Human resource management is the best combination of people and things. It is the driving force for developing people's potential and creating wealth.