How should human resources work be carried out to effectively support the company's development strategy?

1. human resource planning: in order to support the company's development strategy, human resource planning is needed first. The human resource planning mentioned here does not refer to the narrow sense of human resource supply and demand planning, but the comprehensive planning of the work of each module of human resource management. In planning, it is necessary to combine the current situation of talents and analyze the demand of the company's development strategy for talent management. Is the overall quantity increasing or decreasing? Or is it the increase of some kind of professionals? Or the improvement of professional level? Or pay attention to talent retention? Wait a minute. Make a targeted work plan around the demand and carry out targeted work.

2. Pay attention to the introduction and replacement of suitable talents: the realization of enterprise strategy depends on an excellent talent team, so the human resources department should pay attention to the employment situation of various departments at ordinary times, find people who are incompetent in time and replace them. In the recruitment process, the goal should not be to complete the recruitment task, but to recruit qualified people. Help all departments to improve their work efficiency and performance through the introduction and replacement of suitable talents.

3. Training around problems: HR can't train for the sake of training. It must go deep into the business work of various departments to carry out training demand research, organize consulting and discussion training focusing on problem diagnosis and discussion, so that the training can closely focus on various business problems or puzzles, and provide targeted guidance and help to business departments through training.

4. The focus of talent retention is on key positions: the phenomenon of employee turnover is statistically analyzed in groups to find out key positions, and efforts are made to solve the internal problems that lead to the resignation of key employees, such as the fairness of salary, incentive and assessment.