How to strengthen human resource management

Human resource managers are not only the boss's right-hand man, but also the boss's expert consultant; For employees, it is their strategic alliance, service partner and personnel expert. The present human resource management is different from the past personnel management. Now it regards people as "resources". People are alive, thoughtful, emotional and creative, the most active factor in productivity and the most precious resource. Therefore, all the work of human resource management is carried out around people. To put it simply, human resource management can be summarized into eight words: selecting, recording, employing and retaining people.

First of all, human resources personnel should be restrained and modest, so as to communicate well with employees with different personalities, fully understand the development of the organization and the status quo of human resources, and then effectively carry out human resources work.

Second, in the exploration stage of organizing human resource management, human resource management should not be impetuous, but should do some practical things to let employees experience the development of human resource work personally, which will bring benign help to them and the company's present and future development. The pragmatic and hard-working concept ensures that human resources work can effectively help the company's growth and development. The initial work of human resource management is mostly complex affairs. Only a positive and willing spirit can guide and carry out human resources work well.

Thirdly, human resource management is a problem of coordination and logistical support. Human resource managers should not only rely on their own professional knowledge and skills, but also rely on their own service dedication to meet the company's development needs, meet employees' physiological needs, psychological needs, social needs, respected needs and self-realization needs, so as to win the respect of the company's employees and win the recognition and support of the company's leaders and employees for human resource management.

Fourth, front-line employees are the parents of the company and other employees. Human resources staff should not only respect every staff member, but also treat front-line staff with gratitude and give priority to the situation and rights of front-line staff. Front-line employees have created most of the value and benefits for the company. There is no distinction between high and low positions. As long as it is beneficial to the development of the organization, everyone should hold the same degree of respect and attention and thank them for their tireless work.

Human resource management regards people as "capital", emphasizes a dynamic and psychological adjustment and development, belongs to "service center", and the starting point of management is "people-oriented" to realize the systematic optimization of people and things. Preliminary plan of human resource management: personnel recruitment and allocation, personnel development and training, salary and welfare management, performance appraisal, labor relations management, incentive and restraint system management, etc.

1, personnel recruitment and configuration

Recruitment is the source of the whole human resources work. Due to the development of enterprises, it is necessary to continuously recruit talents. At present, Shaoguan Tieyou Construction Machinery Co., Ltd. has a small number of employees, especially highly skilled personnel. The scale of the company needs to be continuously expanded and more talents need to be recruited. We should draw up a recruitment plan according to the company's current development needs, and choose suitable and cost-saving recruitment methods (such as internet, newspapers, professional magazines, attending job fairs, or selecting outstanding talents internally). The most important thing is to work out the job description of the position before deciding to recruit, and then work out the requirements, conditions and standards of the required personnel according to the job description, and clearly inform the job seeker of the recruitment matters of the company in writing, such as the position to be recruited, job requirements, academic qualifications, gender requirements, salary and other related contents. This can quickly screen out unqualified people, improve recruitment efficiency and save labor costs, so as to be targeted in recruitment. Recruitment should find the right talents faster and more accurately, and arrange them to the right positions according to their characteristics and professional skills. Assign new employees reasonably, appropriately and effectively. In addition, in the recruitment process, we should not only pay attention to the experience, qualifications and background of the candidates, but also understand the potential, psychological quality and cultural adaptability of the candidates. 2. The main purpose of personnel development and training is to improve the quality of employees, improve labor productivity, and enhance employees' awareness of loving their work and the company. The methods are flexible and varied, and vary from person to person and from time to time. (1) Pre-job training for employees: including company introduction, safety production education, company systems, corporate culture training, job responsibilities, job requirements, etc. Only when new employees understand these basic conditions can they carry out other work smoothly. (2) Training of work skills and methods: mainly training new employees for jobs or posts. The main method is to "pass, help and bring" old employees to new employees, so that they can get into the state as soon as possible, adapt to the company's operating mode and working environment, and create new value for the company. (3) Team training: it is mainly to train employees in team spirit from time to time, so that they can help each other in their work, make progress together and consider the interests of the company. We can use some holidays to carry out healthy and meaningful activities, enhance the harmonious friendship between employees and build a harmonious company. (4) Temporary and external training: According to the needs of the company's business development in different periods, it is not only conducive to the self-realization of employees, but also increases the company's benefits to provide employees with good external training opportunities and maximize their potential. Shaoguan Tieyou Construction Machinery Co., Ltd. is a private scientific and technological enterprise, and should work hard on the skills training of employees. 3. Salary and welfare management Salary is the most concerned issue for employees. The calculation and distribution of salary should have both external competitiveness and internal fairness. Before calculating wages, we should first conduct market research (the wage level of Shaoguan machinery enterprises is not high at present), investigate the minimum wage level in this region and the average wage level of the same position in the same industry, and then distribute wages fairly and reasonably according to the different labor intensity, job skills, working conditions and performance appraisal results of the positions. In addition, according to the actual situation of the company, in the case of holidays, company celebrations, employees' birthdays and major breakthroughs in work, we should also consider giving employees corresponding subsidies and gifts. In this way, employees can feel the human touch in the management of the company and the importance the company attaches to employees, and this kind of "small kindness and small benefits" can inspire employees' morale, improve their work consciousness and motivate them to keep making progress. 4. The performance appraisal scope of performance management is mainly to evaluate the performance, work ability, work attitude and personal morality of employees in the process of work, and to judge whether employees are commensurate with the requirements of the post. Its purpose is mainly administrative and training development, such as making personnel decisions such as transfer, promotion, appointment, rewards and punishments. , such as feedback the performance appraisal results to the examinee, and formulate and implement the training plan according to the results. The main factors affecting performance appraisal can be divided into three parts: people, system and problem solving. Therefore, the company should strengthen performance appraisal; Use a variety of assessment methods to establish a perfect quantitative assessment system; Establish an assessment feedback system, implement democratic supervision and enhance transparency. Work with department leaders to formulate a reasonable performance appraisal system. 5. Labor relations management Labor relations are mainly bound by labor contracts. To handle labor relations well, human resources staff must first be very familiar with various laws and regulations stipulated by the state, keep up with the pace of updating enterprise management law, labor law and social security law, and keep pace with the times. The formulation of labor contracts should be reasonable and legal. In accordance with the provisions of the law, matters that violate laws and regulations should not be concluded, and the interests of the company and employees should be fully considered. All systems are formulated in accordance with the law. With the protection of the law, the work will be green all the way. Within the company's ability, it is a basic requirement to buy social insurance for employees in accordance with the provisions of new laws and regulations, and it also allows employees to work for the company in a down-to-earth manner and contribute wholeheartedly to the company's development. 6. Management incentive and restraint system The total number of bananas has not changed, and the monkeys are both angry and happy. So the incentive work is very subtle. As long as the key is grasped, the incentive work will be fruitful. Constraints and incentives complement each other. The formulation of company rules and regulations seems to be an armchair strategist. But if there is no system, all the work of the company will be difficult. Human nature is lazy, hates work and tries to escape as much as possible; Most people have no ambition and are afraid of being responsible, preferring to be scolded by leaders; Most people must use coercion, even punishment and threats to make them work hard to achieve organizational goals; Motivation only works at the level of physiological and safety needs; Most people have little creativity. Therefore, enterprise management has to adopt the method of "carrot and stick", which has both incentives and constraints.