Human Resource Management: Implementing Three Guarantees to Promote Enterprise Development

Enterprises must rely on talents, systems and culture to achieve their established development strategies and goals. Because talent is the foundation of enterprise development, system is the driving force of enterprise development, and culture is the environment of enterprise development. Only under the encouragement and restraint of the system and in a relaxed and favorable cultural environment can talents play their role to the maximum and promote the harmonious, rapid and sustainable development of enterprises.

The first is talent protection.

The bottleneck of enterprise development is not financial difficulties, rising prices of raw materials, or weak sales, but a shortage of talents. What kind of talents, what kind of team, what kind of career. Therefore, it is a long-term strategic decision for enterprise development to do a good job in team building and implement talent guarantee. While adhering to the talent concept of "having both ability and political integrity", we will constantly improve the new concept and mechanism of selecting and employing people. Enterprises should change from traditional horse racing to horse racing, from traditional organizational distribution to market competition, from traditional minority decision to democratic appraisal, from one-time distribution to year-end elimination. It is necessary to open the door of talents in enterprises, remove all obstacles that hinder the growth of talents, build a broad platform for the growth of talents, let those talents who have real talents and meet the needs come to enterprises, let those talents who have the spirit of hard work and dare to innovate stand out, and let those talents with morality, talent, achievements and prestige take leadership positions! We should select comrades who have practical experience, good conduct and are good at fighting tough battles and enrich them to the front line of production and operation. For those employees who muddle along, do nothing, are not motivated and have no sense of responsibility, we should make democratic comments and adjustments. The top leaders of large enterprises should learn financial management and marketing management. It is necessary to guide production and business activities from the perspective of finance and market. The quality of the "top leader" in a department of an enterprise lies not only in its own performance, but more importantly, whether he has brought out a high-quality leadership and management team. Do a good job in team building, where are the talents? Right in the labor market. We should have an eye for people, tolerance, teaching methods and employing people, and build a broad platform and smooth channels for the growth of employees. While doing a good job in selecting internal talents, human resources departments should also provide talent protection for the international development of enterprises according to the requirements of recruiting and equipping international talent teams. Whether internal selection or external recruitment, we should adhere to the principle of "morality first, talent first", and take responsibility, challenge, learning ability and hard-working spirit, especially hard-working spirit, as important basis and conditions.

The second is the mechanism guarantee.

Flexible mechanism is the successful experience and development foundation of successful enterprises, and it is also the advantage of successful enterprises. Enterprises need to constantly improve and perfect the employment mechanism, incentive mechanism and restraint mechanism. It is necessary to accelerate the pace of encouraging core talents and promoting medium and long-term salary policies. The human resource management department of an enterprise shall formulate the design scheme of salary incentive and stock option, and submit it to the board of directors for deliberation. First of all, we should gradually establish a modern enterprise salary system that is compatible with the market economy, establish an effective incentive and restraint mechanism, stabilize the monthly salary of managers, flexibly use the incentive function of year-end awards, so that managers can get remuneration commensurate with their contributions and responsibilities, and gradually realize the marketization of managers' income. Secondly, we should continue to improve the salary assessment methods for middle-level cadres, stabilize the basic salary and post salary, widen the income gap of middle-level cadres' performance pay, and make the performance pay assessment more incentive. Third, we should pay attention to the equity incentive policy. Increase the distribution of the incremental income of the existing team, formulate a reasonable and scientific equity incentive plan, change the disadvantages of too single salary incentive, and realize the diversification of the income of core employees. The human resources management department should strengthen the declaration and evaluation of professional titles and improve the treatment of professionals, technicians and team leaders. While doing a good job in material rewards, we should also pay attention to spiritual rewards, gradually improve the welfare system of employees, and constantly improve the status of employees, especially executives. It is necessary to establish and improve mass organizations such as trade unions, work around the enterprise center, safeguard the rights and interests of workers, do a good job in ideological guidance, and enrich cultural life. Staff training should be regarded as a kind of welfare, so that outstanding employees can enjoy the domestic professional training, academic education training and foreign professional technical training arranged by the company, so that their ability and quality can be rapidly improved. In order to be responsible for enterprises and individuals, the audit department of enterprises should carry forward the spirit of being proactive, conscientious and responsible, strengthen the internal audit of enterprises, extend the audit function from finance and performance to the project and the whole management, be the "clairvoyance" and "perspective" of enterprise development, and play its due supervisory role.

The third is cultural guarantee.

The culture of a successful enterprise is inclusive and innovative. While carrying forward the tradition of corporate culture, we should take root in the rich soil of Confucian culture, constantly absorb the cultural nutrition of the world's top 500 enterprises, and form a corporate culture with its own distinctive characteristics. Confucian culture emphasizes people-oriented, morality-oriented, filial piety-oriented, harmony-oriented, courtesy-oriented, and the doctrine of the mean as the basic methods, and requires people to be "knowledgeable, interrogative, thoughtful, discerning and persistent", that is, to enhance their learning ability, self-help ability, thinking ability, judgment ability and execution ability, which fully meets the requirements of enterprise behavior and development and is worth absorbing and learning from. At the same time, our cause has always been in fierce market competition, facing very cruel competition and challenges. In the face of competition and challenges, our culture can't be so "gentle, courteous and frugal". It must be as challenging, aggressive and group-oriented as a wolf, and be single-minded, persistent, United, courageous, adaptable and harmonious. Wolves have a special passion. As long as they find the target, they are excited, eager to try, scrambling to attack it in droves until the final victory. Passion creates dreams, dreams weave the future and the future is successful. Only by combining this "wolf culture" with Confucian culture can we add new connotations to corporate culture to adapt to the increasingly fierce market competition. The construction of enterprise culture should focus on the development strategy and work focus of the enterprise, strengthen the construction of system culture, family culture and innovation culture internally, form the unified values of all employees, concentrate their thoughts and energy on "enterprise development, I develop and I contribute to development", and mobilize all cadres, employees and officers to start businesses and create a bright future for enterprises and individuals. We should strengthen cultural communication, establish close contact with news media, broaden news channels, introduce new technologies, new products, new achievements and new images of enterprises in a timely, accurate and extensive manner, publicize the advantages of enterprises, improve their visibility, reputation and influence, and create a good social environment for casting brands, leading the market and seeking better, faster and greater development.