Who knows the position and function of human resource management in enterprise management?

Who knows the position and function of human resource management in enterprise management? The position of human resource management in enterprise management

The practice of enterprise management proves that human resource management should be the core of enterprise management.

L, effective managers always regard people as the main body and motivation of management. Follette, a management scientist, believes that management is a technology to do all kinds of work well through people. The essence of people-oriented management is not to "manage people", but to get people and seek the best cooperation between people and things.

2, the management of people is the core of enterprise management. Modern management theory holds that one of the basic purposes of management is to give full play to people's enthusiasm, initiative and creativity by using specific methods. Enterprise human resources management focuses on enterprise human resources and studies how to realize the rational allocation of enterprise resources. It breaks through the shackles of traditional labor and personnel management, and no longer regards people as a technical factor, but as a factor with internal constructive potential, which is a special resource full of vitality and vitality for the survival and development of enterprises. People are no longer subject to strict supervision and control, but are provided with various conditions to give full play to their subjective initiative and their own labor potential. We should no longer tolerate the waste of talents and the destruction of morale caused by abuse of power, but should cherish and cherish the development of human resources like natural resources.

3. Resource-based talents is the necessity of economic development. Talent is a special factor in productive forces. It is not only a renewable and sustainable resource, but also a capital resource. In modern enterprises and economic development, talents are inestimable capital, which can bring great benefits to enterprises. Developing human resources is the necessity of economic development. Only by relying on scientific and technological progress, developing human resources in a planned way and taking human intelligence as a huge resource can enterprises realize scientific and technological progress and economic take-off. The center of enterprise human resource management is to mobilize people's enthusiasm, and the goal is to attract people, cultivate people, use good people, tap potential and stimulate vitality. Modern enterprise management must closely focus on enterprise development goals, take human resources development as the fundamental task, fundamentally solve the development and utilization of human resources, and thus comprehensively improve the overall development level of enterprises.

The role of human resource management in enterprise management

Now, the role of human resource management has been promoted to the "height" of enterprise strategy by the business community, and the human resource management department has gradually changed from the original non-mainstream functional department to the strategic partner of enterprise business department. Practice has proved that attaching importance to and strengthening enterprise human resource management plays an important role in promoting the development of enterprise production and operation, improving enterprise labor productivity, ensuring enterprises to obtain maximum economic benefits and preserving enterprise assets, which is embodied in the following aspects:

1, which is beneficial for enterprises to promote the smooth progress of production and operation. Labor force is an important part of enterprise productivity. Only by reasonably organizing the labor force and constantly coordinating the relationship between labor force, labor force, labor materials and labor objects can we make full use of the existing production materials and labor resources, make them play their roles to the maximum in the process of production and operation, and make the labor force, labor materials and labor objects form the optimal allocation in space and time, thus ensuring the orderly production and operation activities.

2, is conducive to mobilize the enthusiasm of employees, improve labor productivity. People in enterprise management are thoughtful, emotional and dignified, which determines that enterprise human resources management must strive to create a working environment suitable for employees, so that employees can love their jobs, be content with their work, be willing to work and be loyal to their work. And can actively play the individual labor potential and all wisdom, and create more effective production and operation results for enterprises.

3. It is conducive to reducing labor consumption, improving economic benefits, and maintaining and increasing the value of enterprise assets. Economic benefit is the comparison between what is consumed and what is gained in economic activities. The process of reducing labor consumption is the process of improving economic benefits. Therefore, strengthening human resource management in an all-round way, rationally organizing labor force and scientifically allocating human resources can promote enterprises to achieve maximum economic benefits with minimum labor consumption.

4. It is beneficial to control the cost of human resources and improve the competitiveness and sustainable development ability of enterprises. Human resources play a decisive role in controlling the cost of human resources in enterprises. At present, enterprise competition is essentially human competition. The strength of competitiveness reflects the cost of human resources, and human resource management is responsible for the expenditure of human resources and the long-term planning of enterprise talents, which plays a bad role in performance evaluation and enterprise management. Human resource management plays a decisive role in the sustainable development strategy of enterprises.

I can send you an academic paper on the position and role of human resource management in enterprise management.

Argument test sites of the thesis: 1. Distinguish between the issues discussed and the author's views on this issue (that is, distinguish between topics and arguments). Second, pay attention to the position of the argument in the text:

(1) At the beginning of the article, this is the so-called writing.

(2) At the end of the article, it is the so-called induction of the full text, pointing out the topic at the end of the article and revealing the writing method of the center. This kind of writing is often used to express the argument clearly. So, in short, therefore, in short, in the final analysis, and so on.

Third, distinguish between the central argument and the sub-argument: the sub-argument is generally located at the beginning of the paragraph or has iconic words: first, second, third, etc.

Fourth, we should pay attention to the expression form of the argument: sometimes the topic is the central argument. A paper has only one central argument.

Fifth, refute the inference point through arguments: arguments serve to prove arguments, and analyzing arguments can show what it proves, affirms and supports. This is an argument.

The position of performance management in human resource management! The boss is personnel management, the second is salary management, the third is performance management and the fourth is training management.

What is the position and function of performance evaluation in human resource management? Performance evaluation, also known as performance appraisal or performance evaluation, is a link connecting all the work of human resource management practice, and occupies a core position in human resource management practice: recruitment and distribution, training and development, salary and welfare, career development, cadre selection and so on. These are inseparable from performance appraisal. Therefore, a successful performance appraisal system is an indispensable part of modern human resource management.

To give full play to the core role of performance evaluation, a scientific evaluation system must be established.

What is the position of HR in human resource management? Service, coordination, supervision and communication departments.

What is the position and function of training and development in human resource management? 1. is the primary link of enterprise human resource management system;

2. It is an important part of talent reserve in enterprise human resource management;

3. It is a key link in enterprise human resource management, which is often ignored.

Training and development system is a subsystem of enterprise human resource management system. As an important part of the system, it is closely related to other human resource management modules. If the human resources development and management system is compared to a car, the qualification system is the frame and the human resources strategy and planning is the steering wheel. The performance management system is the engine and the salary management system is the fuel and lubricant, so the training development system is the accelerator.

In order to ensure and accelerate the formation of employees' core expertise and skills, enterprises must establish an effective training and development system, and make it well connected with other human resources subsystems to form an effective cooperation mechanism. Only in this way can the training and development system play the role of an accelerator, and the training and development system can achieve its due important position in the human resources development and management system.

Only by making full and effective use of its valuable human resources can enterprises make training not only help to improve their strategic capabilities, but also really help solve their practical problems and make significant contributions to the achievements of free operation.

How to understand the position of salary management in human resource management? Job evaluation shows the recognized salary elements of organizational strategic value, which enables employees to participate in the process of human resource management and improve their core competitiveness in the organization. Make the company's salary system more reasonable. The value orientation of post analysis is the premise of salary management.

How to understand the role and position of human resource management in enterprises? Modern enterprise human resources management focuses on enterprise human resources and studies how to realize the rational allocation of enterprise resources. It breaks through the shackles of traditional labor and personnel management, and no longer regards people as a technical factor, but as a factor with internal constructive potential, which is a special resource that determines the survival and development of enterprises and is always full of vitality. People are no longer subject to strict supervision and control, but are provided with various conditions to give full play to their subjective initiative and their own labor potential. We should no longer tolerate the waste of talents and low morale caused by abuse of power, but should care for human resources as well as natural resources for the benefit of future generations. We should change from material-oriented management to people-oriented management, pay more attention to the development and investment of human resources, improve the utilization rate of human resources, and realize the long-term goal of core competitiveness and sustainable development of enterprises.

Talent is the carrier of science and technology, the inventor of science and technology, and the user and disseminator of advanced science and technology. If science and technology are the primary productive forces, then talents are the special elements in the productive forces. Talents are not only renewable resources, sustainable resources, but also capital resources. In modern enterprises and economic development, talents are inestimable capital, which can bring great benefits to enterprises. Resource-based talents is the necessity of economic development. Only by relying on the innovation and change of talent intelligence factors and scientific and technological progress can enterprises develop talent resources in a planned way, tap and utilize human intelligence, thus realizing scientific and technological progress and economic take-off. Enterprises must create a good environment suitable for attracting and cultivating talents, establish a talent resource development mechanism based on ability and integrity, pay for performance and train on demand, attract and retain talents, meet the needs of enterprise economic development and talent competition, and realize the rapid development of enterprise economy.

The goal of enterprise human resources is to attract people, cultivate people, use good people, tap potential and stimulate vitality. Enterprises should closely focus on economic development goals, take the development of human resources as the 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 kinds of talents. In accordance with the requirements of the market economy system, we should deepen the reform of enterprise personnel system and accelerate the establishment of a new talent management system that adapts to the growth characteristics of all kinds of talents. Efforts should be made to build four teams of high-quality talents, management talents, professional and technical talents and skilled workers, establish a unique classified management system, attach importance to the training and selection of innovative talents and compound talents, and establish a new concept of employing people that emphasizes ability, performance and contribution, and encourages entrepreneurship, innovation and competition.

2. Increase investment in talent education and training. Enterprises should make use of the function of training and education to make them a "learning organization" and strive to improve the innovation and creativity of all kinds of talents. Enterprise training should adopt high-tech and high-input measures to increase the value of enterprise talent capital. Increasing investment in talent training and education can not only meet the needs of enterprise economic development, but also meet the desire of talents for career development and personal ability improvement. This kind of investment will get a higher return than material, and this kind of return is long-term and beyond the cost.

3. Improve the talent incentive mechanism. Motivation is the core of human resources development in modern enterprises. Whether and to what extent the potential of human resources can be brought into play depends on the motivation of talents to a certain extent. When introducing and using talents, enterprises should actively study the influence of personal needs and systems on the satisfaction of personal needs and the mechanisms that can generate various incentives, formulate the principle of linking the income and treatment of talent teams with their post responsibilities, performance and contribution, implement the distribution system of paying according to posts, tasks and performance, encourage production factors such as technology and management to participate in income distribution, give full play to the enthusiasm of talents, and finally realize the double harvest of enterprise economic development and talent resource development.

On the Role of Human Resource Management in Enterprises

An enterprise's management content, management form, management system and the management concept formed by the specific people, things, things and organizations it manages constitute the enterprise culture and form the enterprise spirit, which is different from other enterprises. These are organized and implemented by people, so human resource management plays an important role in enterprise management activities.

With the development of modern personnel theory and the formation of modern management concept system, people, as the first factor of productivity, are listed as the first among the main resources, because people have subjective initiative and the ability to use other resources, which can create wealth. The so-called management is the art of doing things according to people's will. It can be said that human resource management in modern management concept is the core of corporate culture.

I think the management of human resources has three major contents, namely, recruitment, staff training and performance appraisal, and other work serves these three major contents. Human resource management is both a science and an art.

recruit

The start-up of enterprises is the start-up of human resources first. In order to ensure the production activities, when there is a shortage of human resources within the enterprise, it is necessary to recruit talents from outside, replenish qualified human resources for the development of the enterprise in time, and realize the reasonable and effective allocation of human resources within the enterprise. From another point of view, it is the guarantee to ensure the personal quality and group quality of personnel. As we all know, the current enterprise competition is not the low-level competition with high discount rate as the main means in the past. At present, under the guidance of modern management concepts, the competition among enterprises is all-round, mainly in the competition of talents and personnel quality.

Because the advanced competition modes of modern enterprises, such as marketing planning, management methods and market awareness, are all completed by high-quality talents. For example, the internationally renowned company "General Motors" selects outstanding university graduates from famous universities in Shanghai every year and continuously enriches them into enterprises to continuously cultivate their working ability and business knowledge, so that the overall quality of enterprises will not be broken, and recruitment is the outpost of competition among enterprises.

employee training

Training activities are an important part of enterprise activities, mainly including the training of enterprise culture, enterprise policy, code of conduct, professional skills and sense of responsibility. The purpose of training is to maintain the vigorous development momentum of enterprises and deliver qualified human resources for the development of enterprises. Now the training work has become a system, which strengthens the objectives and system.

Under the market-oriented mode of production, in order to survive and develop, enterprises must follow the track of market development, which is a law and is independent of human will. Under the ever-changing market situation, the development and operation of enterprises are also facing new opportunities and challenges. How do enterprises use capital to meet new opportunities and challenges? It seems that people are still inseparable from this most basic; Greatest; The most dynamic capital. The method of Shanghai Qiaojiazha Co., Ltd., a subsidiary of Shanghai Yuyuan Group, is to predict market changes, make training plans in time, make pre-training in place, adapt to market changes in time, and the market economy waits for no man; Don't argue, don't rob is a mediocrity. The company's training is market-oriented, focusing on improving the quality of personnel, rather than wasting time to correct the deviation of employees, because the deviation will naturally be less when the quality is improved. Training is the foundation of enterprise development.

performance evaluation

Performance appraisal is the need of incentive mechanism and the core of human resources. It is to scientifically evaluate each employee's competence for the post by assessing their working ability, adaptability, sense of responsibility, quality and quantity of work completed and efficiency. Assessment is the basis for the implementation of praise, punishment, training, post adjustment, promotion, salary and benefits for employees. Through the examination, we can find talents within the enterprise and eliminate unqualified employees. Assessment is to introduce competition and incentive mechanism into enterprises. It can be said that if an enterprise lacks an assessment system or the assessment system is outdated, it will be a pool of stagnant water, which can't afford beautiful ripples at all and can't hold up the sun of the enterprise tomorrow. I'm afraid it will rain continuously.

In the assessment system, praise drives forward and punishment drives forward. Praise and punishment are both incentives and a way to improve.

The three contents mentioned above are an organic whole, which 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 computer, such as labor productivity statistics, labor cost accounting, social insurance remittance, human resources early warning system, total wage control, assessment data evaluation and so on. And the accuracy is high. Its characteristics are high speed and efficiency, and it can provide comprehensive data to decision makers in time. In short, the use of computers is a good helper for the three major contents of human resource management.

Human resource management is the best combination of people and things, and it is the driving force to develop people's potential and create wealth.

What steps should human resource management take to manage enterprises? Human resource management is related to the stable development of enterprises. In the environment of talent competition in the enterprise market, the brain drain is serious, and the unreasonable allocation of human resources leads to great waste of human resources. Based on the analysis and research of enterprise management process, this paper analyzes the problems existing in human resource management, and then discusses the specific countermeasures of human resource management.

What is the role of corporate culture in human resource management? 1. Use team culture to unite talents. Corporate culture can unite the members of all aspects and levels around the enterprise, produce cohesion and form a strong team culture. Excellent enterprises advocate team culture and team spirit. Team culture forms a cultural atmosphere of friendly cooperation and mutual help within the enterprise, and on this basis, it establishes its interpersonal relationship of interdependence and mutual trust. Through the construction of enterprise team culture, we can straighten out and standardize the production relations and personnel relations within enterprises.

2. Sublimate talents with spiritual culture. Enterprise spiritual culture is the soul of an enterprise and the collection of enterprise values, business philosophy and spiritual outlook. Developing the human resources of enterprises through spiritual culture requires that the spiritual culture established by enterprises should reflect the actual situation of enterprises, reflect and show employees' awareness of production, competition and morality, and embody the business philosophy and management principles of enterprises, so as to stimulate employees' enthusiasm and creativity and create a good corporate atmosphere. Establishing a unique spiritual culture can cultivate employees' awareness of diligence and frustration. Let employees go forward bravely in the face of difficulties and setbacks, be more tenacious, become better talents in labor, and then create brilliant achievements.

3. Restrain talents with institutional culture. Enterprise institutional culture is an important part of enterprise culture and the fundamental guarantee for shaping enterprise spiritual culture. A series of codes of conduct advocated by enterprise spirit must be guaranteed by system. Only by regulating the behavior of enterprise members through system can enterprise spirit be transformed into conscious actions of enterprise members.

4. Cultivate talents with innovative culture. In today's increasingly fierce competition, the innovative culture of enterprises, like the brand of enterprises, is a symbol of enterprise development. The ability of enterprise to innovate culture determines the life and death of enterprise. Innovative talents have become the most important strategic resources of enterprises, and it is increasingly important to establish an innovative cultural atmosphere to encourage innovative talents.