The concept of human resource management

The concept of human resource management

Under the guidance of economics and humanism, human resource management refers to a series of activities to effectively use relevant human resources inside and outside the organization through management forms such as recruitment, selection, training and salary, meet the current and future development needs of the organization, and ensure the realization of organizational goals and the maximization of member development. Here are the specific concepts I have compiled for you. If you want to make more friends, please see below!

I theory x, theory y and theory z

Douglas? Douglas McGregor distinguished the basic assumptions about people, namely theory X and theory Y. Theory X holds that people always try their best to avoid work and are unwilling to take responsibility. Therefore, in order to effectively manage and achieve organizational goals, it is necessary to implement mandatory means and conduct strict leadership and control. Theory Y is based on the fact that individuals and organizations can agree on their goals.

Above the foundation. Y theory holds that work is human instinct, and people will actively respond to the promised goals and get emotional satisfaction from work; Employees are willing to take responsibility under appropriate working conditions. Different theoretical assumptions have different meanings to the practice of human resource management: Theory X requires that in order to achieve effective management and enterprise goals, strict human resource management measures must be taken and strict supervision and control must be carried out. Y theory requires management practice to meet people's needs such as sense of accomplishment, self-esteem and self-realization.

William, the influential author of Z theory in the 1980s? Ouchi, through a lot of enterprise research, he put forward in the book? Z organization? The theory of. He thinks:? The key factor to improve productivity is employees' sense of belonging and identity with the enterprise? Therefore, enterprises should implement democratic management, that is, employees participate in management. His theory is to study human behavior from individual to group and organization after X theory and Y theory of behavioral science, and holds that human behavior is not only an individual behavior, but also a whole behavior. The main points of Z theory are: long-term employment; In the interpersonal relationship of mutual trust, employees are equal; Humanized working conditions and environment, eliminating monotonous work, practicing multi-discipline and multi-ability; Pay attention to the cautious and active development and utilization of human potential; Establish a holistic concept, work independently and manage yourself. Z theory provides a concrete management mode for people-oriented thought, and the key of people-oriented employee management mode lies in employee participation.

Second, the incentive mechanism? Health care theory

Incentive? The theory of health care was put forward by American psychologist Frederick Herzberg. He believes that the attitude of employees towards work largely determines the success or failure of the task. According to Herzberg's theory, there are differences between factors that lead to job satisfaction and factors that lead to job dissatisfaction. These factors that lead to job dissatisfaction become health care factors, while those that bring job satisfaction become incentive factors. When the leadership does not work?

When health care factors are improved, employees' dissatisfaction will be reduced, but that's all. In order to really motivate employees to work hard, we must pay attention to the incentive factors, and only these factors can really increase employees' satisfaction. Herzberg's theory of incentive health care is of practical significance to human resource management, because employee motivation is the core issue of human resource management practice. Therefore, improving health care factors and attaching importance to incentive factors will certainly help to give full play to the function of human resource management and mobilize the enthusiasm and creativity of organization members.

Third, Maslow's hierarchy of needs theory

Abraham maslow provided a hierarchical model of human needs. He believes that people's needs have different levels, and the satisfaction of one level of needs will lead to higher levels of needs.

Maslow's hierarchy of needs model

Self - realization

Self-esteem demand

social needs

Security needs

physiological drives

He believes that people must meet the needs of the lower level before they can meet the needs of the higher level. From bottom to top, human needs include physiological needs, security needs, social needs, self-esteem needs and self-realization needs. In addition, different people's demand levels are also different due to personal circumstances. The significance of Maslow's hierarchy of needs model to human resource management practice lies in that it requires that in order to motivate employees, we must consider different needs of people, and stimulate employees' work enthusiasm by meeting their different levels of needs, so as to gain employees' sense of identity and belonging to the enterprise, so that employees can relate their personal needs to enterprise goals.

Fourthly, Hawthorne studies.

The research started at 1924 and was carried out in Hawthorne factory of western electric appliance company. The purpose of the initial study is to test the influence of different lighting levels on workers' productivity. They established an experimental group and a control group. The experimental group was given different light intensity, while the control group kept the original light intensity. The conclusion is that light intensity has nothing to do with productivity. From 65438 to 0927, Professor Mayo of Harvard University joined the research. After a new experiment, Mayo concluded that groups have a great influence on individual behavior. Group work standards stipulate the output of individual workers; In determining the output, the role of money is less than group standards, group emotions and sense of security.

Hawthorne's research makes people pay more attention to the human factors in the management process; The group proposed by Hawthorne Institute has a great influence on individual behavior, which requires that human resource management should fully consider group factors, strengthen communication and teamwork, and create a harmonious corporate culture, so as to better realize the functions of absorbing, maintaining, developing and motivating employees.

Verb (abbreviation of verb) expectation theory

Expectation theory was put forward by Fromm. According to this theory, when people expect a certain behavior to bring established and attractive results, individuals will take specific behaviors, including three kinds of connections:

(1) Work hard? Performance connection means that individuals feel the possibility of achieving certain job performance through certain efforts.

(2) performance? Reward connection, that is, an individual's judgment that he can get a reward after reaching a certain job performance.

(3) Attractiveness, that is, the importance of the potential achievements or rewards that individuals get after the work is completed.

People's expectations of the possibility of goals will determine the actions people take. The conclusion of expectation theory is that people will choose the performance level that is most likely to achieve their expectations. The so-called salary management refers to the process of determining the total salary, salary structure and salary form for all employees' services. In this process, enterprises make decisions on salary level, salary system, salary structure, salary composition and salary of special employee groups. At the same time, as a continuous organizational process, enterprises should constantly make salary plans, draw up salary budgets, communicate with employees on salary management issues, evaluate the effectiveness of the salary system, and then constantly improve.

Mr. Zhong Kefeng, a headhunting consultant, believes that salary management is a thorny issue for almost any organization, mainly because the salary management system of an enterprise generally has to achieve three goals of fairness, effectiveness and legality at the same time, and the management of the enterprise has higher and higher requirements for salary management. However, as far as salary management is concerned, there are more and more restrictive factors, which involve not only the basic economic affordability of the enterprise and the laws and regulations of the government, but also the strategy of the enterprise in different periods, the positioning of internal talents and external factors.

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