Problems and Strategies of Human Resource Management in Private Enterprises

Problems and strategies of human resource management in private enterprises

Our private enterprise managers use the reward system to encourage employees to work hard, which is a human resource management method for the enterprising and self-motivated employees.

Abstract: Private enterprises are an important part of Chinese enterprises. It can be said that a large part of enterprises in China belong to the category of private enterprises. Private enterprises are a new type of enterprises, which are full of vigor and vitality and have a bright future. But there are also various shortcomings, and the road to development is full of twists and turns. Because it is a new thing, many places are still underdeveloped and not as stable as the old things. After a long period of exploration and practice, the old things have become very mature, so it is very necessary for us to actively find the problems of private enterprises and study the corresponding strategies. In this paper, the author discusses this issue in detail.

Keywords: human resource management of private enterprises

Problems and countermeasures Among Chinese enterprises, private enterprises are a very important part, which has created huge profits for China's economic development. While GDP is constantly improving, it is very necessary to pay attention to the research on private enterprises. Our country has the strategy of rejuvenating the country and strengthening the country with talents, and the importance of talents can be seen. Throughout the ages, not only emperors but also enterprises have attached great importance to talents in all fields. Then for an enterprise, talents are also essential, and talent management and human resource management are particularly important.

I. Overview of basic theories of private enterprises

Private enterprises are different from state-owned enterprises, and there are differences and connections between them. State-owned enterprises have a good working environment because of the state's investment and support, and employees can get generous salaries and have a more comprehensive welfare system such as five insurances and one gold. The work of employees in state-owned enterprises is less tense than that of employees in private enterprises. Private enterprises are established by ordinary people's own money, and the owners of enterprises have strong profitability and pay more attention to the work efficiency of employees. Therefore, the pace of work within the enterprise will be faster and more tense. Private enterprises and state-owned enterprises create GDP together, showing a trend of letting a hundred flowers blossom, which makes China's economic development level improve and its economy prosper.

second, the basic analysis of human resource management theory

all enterprise managers want their enterprises to be prosperous and profitable under their own management. As the old saying goes, "It's easier to defend a country than to defend it." The author thinks that talent is the most indispensable factor for managers of enterprises, whether they are struggling for a company or managing a company. On the one hand, to select talents is like injecting fresh blood into the company. When the company enters a low equilibrium state, the intervention of talents can break this low-level equilibrium, make the enterprise make a breakthrough, move towards a high level, and make the company more vigorous; On the other hand, it is necessary to carry out reasonable human resources management for the existing internal personnel of the company, so that everyone can work in an orderly manner, and all affairs can be handled very maturely under the condition of maintaining the existing level within the company, so as to ensure the stable operation of private enterprises without accidents. Human resource management plays an important role in the development of private enterprises and cannot be shaken.

Third, there are problems in human resource management in private enterprises

1. The low enthusiasm of employees in private enterprises can be said to be a common problem in private enterprises. The word "dawdling" has existed for a long time, meaning that employees don't work hard there, but kill time. When it's time to get off work, today's task is completed.

2. The phenomenon that employees of private enterprises arrive late and leave early sometimes occurs in private enterprises, and sometimes it occurs. It can be said that this kind of behavior is a kind of absenteeism, and the phenomenon of being late and leaving early is to despise or even ignore the internal rules of enterprises. For this kind of behavior, our private enterprise managers must take corresponding measures to deal with this problem. Otherwise, the phenomenon of being late and leaving early will prevail, and the future of private enterprises will be in crisis, with disastrous consequences. If employees are not enthusiastic about their work, they will slack off their work tasks and think that they can be delayed for a while, which greatly reduces work efficiency, which is very unfavorable for the development of enterprises.

3. Brain drain is more common in private enterprises. We can often find another phenomenon, that is, job-hopping, that is, the loss of company personnel or even the loss of talents. Why can't enterprises retain talents? The author will focus on analyzing the phenomenon of brain drain and the corresponding strategies below.

4. The concept of talent selection in private enterprises is traditional. When recruiting employees, many private enterprises only submit their resumes through websites, instead of taking the initiative. There is also a problem of academic discrimination. College students cannot be treated equally, and academic qualifications are more valued than personal ability. This is the loss of private enterprises and will definitely lose some talents.

iv. corresponding countermeasures of human resource management in private enterprises

we have found some shortcomings in human resource management in private enterprises, so we should find corresponding countermeasures to improve them, so as to form a benign development cycle, which is the correct way of human resource management.

1. Establish and improve the reward and punishment system for employees in private enterprises

First of all, we can analyze that employees are ordinary people, and working in an enterprise is not only to realize their self-worth and social value, but also to do their modest contribution to the company and society. But the most basic purpose, which is also the most practical, is to get a salary, support the family and ensure the life of yourself and your family. Therefore, managers of private enterprises can take salary and welfare as a breakthrough to improve employees' salary and welfare, so as to stimulate employees to work hard and get higher salaries to improve their lives and those of their families.

managers of enterprises can bind employees' personal performance with their wages. The more employees pay for the company, the more wages they get. In order to get more wages, employees will pay attention to their work tasks and work hard to complete them, thus improving their work efficiency, which is very beneficial to the benign development of private enterprises. The same is true for the establishment of the welfare system. Managers of private enterprises can give annual leave rewards to employees with outstanding work ability. If the work task is completed well, you can get a period of vacation and be reimbursed by private enterprises. When employees come back from vacation, they will devote themselves to their work in a better state.

Secondly, our private enterprise managers use the reward system to encourage employees to work hard, which is a human resource management method for the motivated and enterprising employees. For another group of employees, that is, those who just want to spend their time in the enterprise and don't work hard, we should adopt another system, that is, the disciplinary system, to make them change this situation. Informed criticism's punishment is a disciplinary system. This system will not make the managers of private enterprises criticize and educate the notified employees face to face, so they choose to take the notification method to protect the self-esteem of the criticized personnel. It not only enables everyone to see the company's determination to rectify the problem of slack work stations, but also makes an example for others. After all, there are a large number of employees in private enterprises, and it is not a glorious thing to be punished by informed criticism. In order to avoid this kind of thing from happening again, employees will take their work seriously and improve their work efficiency.

2. The management of private enterprises strengthens attendance management

First of all, we can adopt the sign-in and sign-out system, that is, employees must sign in and sign-out at four time points: going to work in the morning, leaving work at noon, going to work in the afternoon and leaving work at night. Whether employees go out from the company or enter the company from the outside, there will be corresponding records. However, our sign-in is different from the previous sign-in and sign-out, but by brushing the face, that is, employees stand in front of the sign-in machine, and the machine will sign-in and sign-out by recognizing the face, which can also prevent employees from helping each other sign-in and sign-out, thus improving the operating efficiency of private enterprises. Although the machine sign-in and sign-out is accurate, there are also problems, which are not perfect. Then at this time, we need our private enterprise managers to supervise, and managers can investigate the attendance of personnel from time to time. For example, managers can come ten minutes earlier than ordinary employees in the morning, and then attend attendance in sign-in desk. Irregular spot checks are more offensive, and they can understand the attendance of employees, and record this inspection result in the performance of employees, which is directly linked to the salary that employees can get, which will make employees face up to the problem of being late and leaving early.

3. Private enterprises that are committed to "being close to human feelings"

Private enterprise companies are not unreasonable, and all kinds of accidents in life will really catch people off guard. For example, driving to work, the car broke down in the middle of the journey, which is helpless. When this problem occurs, being late for work will become an expected thing. In order to understand similar situations, the company can formulate a strategy to allow employees to have such a situation once a month and explain the reasons. No phenomenon of being late and leaving early is included in the performance, and the corresponding punishment will be imposed more than once. It is ok to be late and leave early once, but if it is many times, it cannot be tolerated. As a new thing, the development of private enterprises should not be rushed. Some managers of private enterprises think that the economic development situation is grim, and private enterprises must constantly improve themselves to gain a place in the fierce competition of private enterprises. This is indeed the current situation and trend of economic development in our country. Due to the pressure of survival, private enterprises have to adjust the company's progress very quickly, which makes employees miserable.

For example, PricewaterhouseCoopers, one of the four major accounting firms, is well known as a very good accounting firm with high salary, good welfare and good working environment. However, there are still many certified public accountants who choose to quit their jobs and work in other companies as chief financial officers or other positions. So why can't such a good company retain talents? Because the company's work intensity is too great, many employees say it is unbearable. In the long run, people will feel oppressed physically and mentally, and some employees who think they can't continue like this will choose to leave here. The brain drain of PricewaterhouseCoopers is the most intuitive example. Therefore, in the process of upward development, our private enterprises should not excessively squeeze employees' energy, and slow down the pace of development appropriately, so that everyone can do both efficiently and keep healthy.

4. Establish a good working environment in private enterprises

There are also some employees who can accept the intensity of work tasks issued by the company. These employees have relatively strong working ability, so they don't pay attention to the intensity of work, because they can complete the work tasks well anyway. Such employees pay more attention to whether the environment is harmonious and whether they feel happy at work. If you can make yourself feel happy, working in this happy mood will be a very enjoyable thing; If you let yourself feel annoyed and anxious, it will distract employees' attention, thus reducing work efficiency. When the contradictions between employees reach irreconcilable levels, employees will leave the company and brain drain will occur. The author thinks that some activities should be held regularly in private enterprise companies, such as group activities such as conferences and competitions, so that employees in departments can exchange and learn from each other, and the relationship between employees will be more harmonious in this interactive process.

At the same time, managers of private enterprises should pay attention to their own way of speaking, handling affairs and management mode, and be approachable. Too tough management methods will cause resentment among employees. The sun and the cold wind want to get a dress on people, so the cold wind blows hard on people, and people will only wrap the clothes tighter and tighter to keep out the cold, while the sun shines gently on people. When people feel hot, they take off their clothes, and the sun gets that dress. The same is true in the human resources management of private enterprises. Managers should correctly handle the relationship with subordinates and form a harmonious atmosphere. Employees are willing to stay in such companies to work, which avoids the loss of personnel and even talents. A clean and quiet working environment is also an essential condition to improve the efficiency of employees. Employees in private enterprises are responsible for different positions and face different working environments.

A good working environment will make employees feel happy. Working in a happy mood is not the same as working in a heavy mood. Work more efficiently in a happy mood. Then the managers of our private enterprises should pay attention to the improvement of the working environment. Some employees work in the workshop, which is the first production line, and there may be noise, etc. We must first keep the workshop clean and tidy, not necessarily elegant, but must be tidy; Secondly, we should prepare muffling earmuffs to protect the ears of the employees who are struggling in the front line and their hearing from being damaged. They have made huge profits for our company, and we have the responsibility and obligation to protect their physical and mental health. Another part of employees work in the office, and most of them are engaged in mental work. For this part of employees, we should take measures that are conducive to their brain relaxation.

For example, designing some green plants in the office gives people hope, so that employees can get some relaxation after intense work, allowing employees to personalize their own office areas and allowing employees to put family photos on their desks, which can also improve their work enthusiasm. In the process of work, some tasks are difficult to complete. At this time, employees' psychological pressure is too great to release, which is a very unfavorable negative impact for employees. Private enterprises can set up an outlet room, in which employees can freely vent their inner emotions. You can yell, you can also hit sandbags, and you can vent whatever you want. Just when you walk out of this room, you should adjust your state and devote yourself to intense work with a brand-new look. Superior working environment does not mean a clean and comfortable working environment in a narrow sense, but also emphasizes the psychological counseling function for people. Working in such an environment will greatly reduce the turnover rate of personnel.

5. Private enterprises should pay attention to the recruitment of college students

The simplicity, simplicity and rich cultural knowledge of college students are very beneficial to the rapid development of enterprises. We should attach importance to the road of campus recruitment, hold regular job fairs in schools every year, and attract students who are capable and interested to join private enterprises; You can also enter the relevant section of the school website, and interested students can communicate with corporate recruiters. Because college students have been devoted to the study of knowledge for a long time, they will be more likely to devote themselves to one thing than ordinary people, that is, concentration. This kind of concentration is very beneficial to the development of private enterprises, so our private enterprise managers should pay attention to the road of campus recruitment when recruiting, which is an important source of talent selection. We should innovate the concept of talent selection, which is more conducive to selection.