Literature Review of Human Resource Management

Literature Review of Human Resource Management

Human resource management is to meet the needs of organizational human resources to the maximum extent; Maximize the development and management of human resources inside and outside the organization; Maintain and motivate human resources in the organization. In short, the best human resources can do the biggest thing with the least number of people, in which everyone can play their own potential and strengths, and the process of continuous appreciation of human capital. In today's rapid development, information technology plays a vital role in enterprises. Human resource management is the management of people, so it is natural to study human nature, that is, human nature. Then, how to understand human nature has become a major issue in management; Different scholars have different values and research methods under different environmental conditions, and can get different results from different disciplines. In western management science, there are four theoretical hypotheses about human nature: economic man, social man, self-fulfilling man and complex man, which have different influences on human resource management. The author defines the concept, function, value and goal of human resource management by referring to relevant references.

I. The concept of human resource management

Jin, editor-in-chief of Enterprise Human Resource Management of Sinopec Press, puts forward that human resource management refers to the sum of people with intellectual and physical labor ability who can promote the whole economic and social development. The specific explanation is to rationally allocate human resources in a planned way according to the requirements of enterprise development strategy. Through a series of processes such as recruitment, training, use, assessment, encouragement and adjustment of employees, the enthusiasm of employees can be mobilized, the potential of employees can be brought into play, value can be created for enterprises, and the realization of strategic objectives of enterprises can be guaranteed. It is a series of human resources policies and corresponding management activities of enterprises. These activities mainly include the formulation of enterprise human resources strategy, employee recruitment and selection, training and development, performance management, salary management, employee flow management, employee relationship management, employee safety and health management, etc. That is, enterprises use modern management science to plan, organize, command, control and coordinate a series of activities of acquiring (selecting), developing (educating), retaining (retaining) and utilizing (hiring) human resources, and finally realize the development goals of enterprises.

According to "Human Resource Management" edited by Zhang Liyun and edited by China Economic Publishing House, human resource management refers to the reasonable training, organization and deployment of human resources by using modern scientific methods and combining with certain material resources, so that human resources and material resources can always maintain the best proportion, and at the same time, people's thoughts, psychology and behavior can be properly induced, controlled and coordinated, so as to give full play to people's subjective initiative and make people give full play to their talents, get their places and get their places. According to this definition, human resource management can be understood from two aspects, namely, the first is the management of external factors of human resources-quantity. The quantitative management of human resources is to properly train, organize and coordinate human resources according to human resources and material resources and their changes, so that the two can always maintain the best proportion and organic combination, and people and things can give full play to the best effect. The second is the intrinsic element of human resources-quality management. Mainly refers to the use of modern scientific methods to effectively manage people's thoughts, psychology and behavior (including the coordination, control and management of individuals and groups' thoughts, psychology and behavior), and give full play to people's subjective initiative to achieve organizational goals.

It is pointed out in the Encyclopedia business card that human resource management is to effectively utilize relevant human resources inside and outside the organization through management forms such as recruitment, selection, training and salary under the guidance of economics and humanistic thought, so as to meet the current and future development needs of the organization, ensure the realization of organizational goals and maximize the development of members. It is the whole process of predicting the organization's human resource demand and making a human resource demand plan, recruiting and selecting personnel and effectively organizing, evaluating performance, paying salaries and effectively encouraging, and effectively developing in combination with the needs of organizations and individuals to achieve the best organizational performance.

Second, the function of human resource management

Human Resource Management, edited by Zhang Liyun and published by China Economic Publishing House, has five functions:

First: get.

According to the required personnel conditions determined by the enterprise objectives, the personnel needed by the enterprise are obtained through planning, recruitment, examination, assessment, selection and acquisition. The acquisition functions include position analysis, human resource planning, recruitment, selection and use.

(1) job analysis:

It is the basic work of human resource management. In this process, it is necessary to describe the tasks, responsibilities, environment and qualifications of each position and write a job description.

(2) human resource planning:

It is to coordinate the demand of enterprises for the quantity and quality of personnel and the effective supply of human resources. Demand comes from the current situation of organizational work and the prediction of the future, while supply involves effective human resources inside and outside.

(3) Recruitment and selection:

We should choose the most suitable recruitment methods according to the degree of attraction to candidates, such as newspaper advertisements, online recruitment, employment agencies, etc. There are many ways to choose from, such as using job application forms, interviews, testing and evaluation centers, etc. corporate culture

(4) uses:

After on-the-job training, arrange jobs for qualified people.

Second: integration.

Through the effective integration of corporate culture, information communication, interpersonal harmony and the resolution of contradictions and conflicts, the goals, behaviors and attitudes of individuals and the masses within the enterprise tend to the requirements and concepts of the enterprise, thus forming a high degree of cooperation and coordination, giving play to the collective advantages and improving the productivity and efficiency of the enterprise.

Third: keep.

Through a series of management activities such as salary, assessment and promotion. Maintain the enthusiasm, initiative and creativity of employees, safeguard the legitimate rights and interests of workers, and ensure that employees enjoy a safe, healthy and comfortable working environment in the workplace, thus improving employees' satisfaction and making employees feel at ease and satisfied with their work. The maintenance function includes two activities: one is to maintain the enthusiasm of employees, such as fair salary, effective communication and participation, and harmonious labor relations. The second is to maintain a healthy and safe working environment.

(1) Remuneration:

Formulate a fair and reasonable wage system.

(2) communication and participation:

Treat employees fairly, dredge relationships, communicate feelings and participate in management.

(3) Labor relations:

Handle disputes and affairs in labor relations and promote the improvement of labor relations.

Fourth: evaluation.

Comprehensive assessment, appraisal and evaluation of employees' work performance, labor attitude, skill level, etc., to provide a basis for making corresponding decisions such as rewards and punishments, promotion and demotion, staying or not. Evaluation functions include job evaluation, performance appraisal and satisfaction survey. Among them, performance appraisal is the core and the basis of human resource management, reward and punishment, promotion and other decisions.

Fifth: development.

Through employee training, job enrichment, career planning and development, the quality of employees' knowledge and skills can be improved, so that their labor ability can be enhanced and brought into play, personal value and contribution rate to the enterprise can be realized to the maximum extent, and the purpose of common development of employees and enterprises can be achieved.

(1) Staff training:

According to the needs of individuals, jobs and enterprises, formulate training plans, select training methods and methods, and evaluate training effects.

(2) Career development management:

Help employees make personal development plans, coordinate personal development with enterprise development and meet the needs of personal growth.

Jin, editor-in-chief, China Petrochemical Press, Enterprise Human Resource Management holds that the fundamental function of human resource management refers to the fundamental function of human resource management:

(1) according to the requirements of the organization's core competence, clarify and develop employees' core expertise and skills, and promote the formation of the organization's core competence through human resources practice activities.

(2) From the perspective of enterprise development and employee demand, we will continue to provide needed human resources products and services for talents of different categories and levels.

The book "Human Resource Development and Management", edited by You and Shi and published by North Jiaotong University Press, holds that the value of human resource management lies in:

(1) expression form

The book "Development and Management of Human Resources", edited by You and Shi and published by North Jiaotong University Press, holds that the value of labor force is the value of the means of subsistence to maintain the reproduction of labor force. The range of human resource value is much wider. Knowledge, skills and information are the core of human resources and constitute the main body of human resources value. Therefore, the value of human resources is as follows: maintaining the value of means of subsistence for the reproduction of human resources; Maintain the value of the means of subsistence reproduced by human resources family members; Activities to improve the value of human resources (education, training, medical care, health care, sanitation, immigration and other expenses).

(2) Value evaluation

The evaluation of human resource value refers to the behavior and process that a certified asset appraiser analyzes, estimates and expresses professional opinions on the enterprise human resource value for a specific purpose on the evaluation base date according to relevant laws, regulations and asset evaluation criteria. The value characteristics of human resources are not only qualitatively different, but also quite different in quantity. However, as a concrete evaluation method of human resource value, it should be unified, otherwise it will lose its function of correctly reflecting and providing the scale of human resource value. Therefore, according to the purpose of value evaluation, it is necessary to clarify the connotation of the required value scale, and then determine the value evaluation method adopted.

(3) Value measurement

The measurement of human resource value is the core of human resource development and management. Entering the new century, knowledge economy is developing rapidly. As the most precious wealth of an enterprise, human resources play a decisive role in its development. To give full play to the value and function of human resources, we must strengthen the development and management of human resources. A very important issue in the development and management of human resources is the measurement of the value of human resources. If the value of human resources is not measured and reflected correctly, the performance of human resources cannot be quantified, and the establishment of income distribution, value accounting and incentive and restraint mechanism is at a loss because of the lack of scientific basis. Therefore, the measurement of human resource value is the core of human resource development and management. Fourth, the goal of human resource management

According to the Design and Working Standard of Human Resource Management Process edited by Sun Zonghu and Wang Ruiyong of People's Posts and Telecommunications Publishing House, the goal of human resource management refers to the responsibilities and achievements that human resource management needs to complete. Human resource management should not only consider the realization of organizational goals, but also consider the personal development of employees, and emphasize the all-round development of individuals while realizing organizational goals.

The Psychology of Human Resource Management, edited by Xu and published by Economic Science Press, holds that human resource management objectives include the objectives and tasks of all managers in human resource management, as well as those of specialized human resource departments. Obviously, the two are different. The goals and tasks of professional human resources departments are not necessarily the goals and tasks of all managers, but all managers generally undertake the goals and tasks that professional human resources departments should complete. Whether it is a specialized human resource management department or other non-human resource management departments, the objectives and tasks of human resource management mainly include the following three aspects:

(1) Ensure that the organization's demand for human resources is met to the maximum extent;

(2) Maximize the development and management of human resources inside and outside the organization, and promote the sustainable development of the organization;

(3) Maintain and motivate the internal human resources of the organization to maximize its potential and enhance and expand its human capital.

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