What are the evaluation indicators in human resource management?

Evaluation index system of enterprise human resource management Human resource is the source of dynamic core competitiveness and sustainable competitive advantage of enterprises. As a subsystem of large enterprise system, the effective operation of enterprise human resource management system directly determines the potential of enterprise survival and development. Evaluating the benefits of enterprise human resource management and finding the problems in enterprise human resource management will provide important decision-making basis for improving enterprise human resource management and promoting the realization of enterprise strategic objectives. Nbsp; i. Evaluation indicators of enterprise human resource management at home and abroad The research on enterprise human resource management evaluation at home and abroad can be divided into two categories: one is horizontal, that is, the evaluation indicators of human resource management belong to the human resource indicators in the enterprise comprehensive index system. This kind of index mainly reflects the support degree of enterprise human resources to enterprise survival and development; The other is vertical, that is, the evaluation of enterprise human resource management. 1. Evaluation of human resource management indicators in enterprise comprehensive evaluation index system. The evaluation of foreign enterprises does not adopt a comprehensive way, but according to the different needs of users, through the comparative observation of the economic content reflected by several individual indicators and ratios, analyzes the good and bad of the whole enterprise or a certain aspect. In China, there are mainly the enterprise comprehensive evaluation index system of Zhang Liping, Institute of Systems Engineering of Shanghai Jiaotong University, Liu Haihong, Southwest University for Nationalities, Gao Hong, Institute of Systems Engineering of Shanghai Jiaotong University, and Wang Xinhua, Shandong Institute of Mining and Technology. Looking at the human resource management indicators under these indicator systems, the number of indicators reflecting the human resource management of enterprises is small. Although the indicators related to efficiency and effectiveness in the human resource management system are considered, there is a lack of indicators reflecting the coordination inside and outside the system. Nbspnbspnbsp2. Evaluate the existing enterprise human resource management evaluation indicators. The representative evaluation indicators of enterprise human resource management at home and abroad mainly include the human resource management index system 1994 of the American Institute of Human Resource Management, the key indicators of human resource in the United States, the human resource index of Professor Zhao Shuming and the quantitative evaluation indicators of enterprise human resource management of Zhang Guochu in China. These indicators mainly focus on the comprehensive evaluation of the efficiency and effect of enterprise human resource management, but they all lack indicators that reflect coordination. Nbspnbspnbsp The above evaluation indicators have their own advantages and disadvantages. Generally speaking, the existing evaluation fails to evaluate human resource management as a system, so it fails to integrate coordination, efficiency and effect in index design, and fails to systematically and comprehensively evaluate the benefits of enterprise human resource management. Nbspnbspnbsp II. Analysis and Coordination of Enterprise Human Resource Management System.nbsp nbsp In order to comprehensively evaluate the benefits of enterprise human resource management, it is necessary to use system theory to analyze it and understand the structure and function of the system, as well as the internal and external coordination of the system. Nbspnbspnbsp 1. Structure and function of enterprise human resource management system elements. Enterprise human resource management system is a complex dynamic system composed of human resource planning and allocation subsystem, salary and welfare subsystem, employee relationship and incentive subsystem and employee training and development subsystem, which reflects the coordinated operation state, ability and development trend of enterprise people and things. Nbspnbspnbsp In each subsystem, "Human Resource Planning and Configuration System" is the foundation of other subsystems. The main features of the system are: making the human resource demand plan according to the development strategy of the enterprise. According to the position description formed by position analysis, internal deployment and external recruitment of personnel are carried out. This activity will provide a basis for human resources activities such as employee compensation and benefits, employee evaluation and performance appraisal, employee skill appraisal and training development. The salary and welfare system includes job evaluation grades, making a reasonable work and capital structure, and paying according to the results of performance appraisal. The employee relationship and incentive system are closely related to the construction of corporate culture and political thought, and are also influenced by the salary and welfare system of enterprises. The employee training and development system mainly improves the quality of human resources in enterprises through learning and training, and meets the needs of employees' self-development and the realization of organizational strategic goals. The improvement of employees' quality will have a certain impact on the planning and allocation of human resources in enterprises, and will also cause the adjustment and change of incentive methods. Nbspnbspnbsp In short, the enterprise human resource management system is a dynamic and dynamic system, and the structure and interaction of its internal elements determine the function of the enterprise human resource management system, that is, fully develop and utilize the enterprise human resources and maintain the competitive advantage of intellectual capital. Nbspnbspnbsp2. Coordination of enterprise human resource management system. The so-called system coordination refers to the co-evolution of the structure and function of the system. System coordination is the inherent requirement of system integrity, and its purpose is to reduce the negative effects of the system, improve the overall output function and overall effect of the system, and make the system reach a coordinated or harmonious state. First of all, as a system, enterprise human resource management itself includes the coordination between internal subsystems and the coordination and cooperation of human resource management professionals in human resource management responsibilities caused by the particularity of human resource management activities; Secondly, as a subsystem of enterprise management system, human resource management system needs to coordinate with other subsystems of the enterprise, such as financial system, production system and marketing system. , as well as the labor market and law. This paper regards this coordination as a reflection of the structure, function and human state of each subsystem in the human resource management system.