Clothing store management system! ! !

The management system of clothing store and human resource management system are the comprehensive embodiment of enterprise human resource management concept, which expresses certain management principles and shows them through a set of perfect management contents to ensure the scientific perfection of human resource management process. A scientific and reasonable human resource management system embodies the needs of human resource management and the personal interests of employees, makes management work run reasonably according to a set of strict plans and operating procedures, and realizes the coordination between people and things, people and organizations, and people in human resource management. At the same time, perfect human resource management is also the guarantee of efficient operation of enterprise organizations. First, distinguish the types of management systems. Human resource management systems are generally divided into three types: development type, labor contract type and contingency type. 1, labor contract type The characteristic of this system is that the labor relationship between workers and enterprises is determined by virtue of labor contracts. The adjustment of internal work and employee relations needs the help of external labor market. This management system tends to have short-term labor use effect, which makes the long-term development of enterprises affected by the negative effects of the system itself. In order to adapt to the labor contract human resource management system, we should pay attention to the following aspects when formulating the enterprise human resource system. (1) In the human resource management system, ability should be given priority. Only by giving more benefits to people with strong working ability can we attract and retain them. (2) The core of labor contract human resource management system is to seek employees' adaptability to work around work. We should take work as the core of management, equip employees according to the requirements of work, conduct assessment and training, and determine employees' salaries. (3) Formulate clear work specifications. The responsibilities, authorities, operational procedures, implementation standards, and qualifications of each job should be determined in written form, so that the management work can be followed by rules and create competitive conditions for employees. (4) Pay attention to the use value of employees. When recruiting workers in the labor market, we should focus on the knowledge, skills and experience of candidates, and use performance appraisal to check the adaptability of workers to work. (5) Pay attention to the pertinence of training and development. Under the policy of giving priority to ability, training and development should give priority to improving employees' performance, study and analyze the ways of training and development, and decide whether to train and develop employees according to their working ability at work. Second, determine the content of the management system. A perfect human resource management system should include the following contents: 1. Working system of human resource management. In order to strengthen the standardization and scientificity of the work of human resources management department, the work involved is as follows: first, the management of human resources statistics and statements; The second is the management of human resources files. 2. Staff recruitment and employment system. The recruitment and employment of employees is an important link to attract talents, which directly affects the quality of human resources. Strengthening the management of this work is to ensure the quality of talent introduction. 3. Provisions on the responsibilities of the human resources management department. According to the actual needs of enterprises, the responsibilities of human resources management departments should be stipulated differently. Under normal circumstances, the human resources management system should first stipulate the responsibilities and authority of the human resources department, and on this basis, carry out personnel management of enterprises. 4. Employee compensation management system. Salary management is an extremely important part of human resource management system. The salary of employees is related to the vital interests of each employee and must be managed through a strict system. Formulate a reasonable wage management system to ensure its fairness and transparency. 5. Staff training system. Training and developing employees plays an important role in human resource management. A perfect training system is an important guarantee for the development of human resources within an enterprise organization. Training employees is not only the need of enterprise development, but also the need of employee work development. Therefore, the employee training and development system is the dual demand of enterprises and employees. 6. Employee appraisal system. All work is to maximize work efficiency. Job evaluation is the evaluation of employees' work results, which involves the adjustment, reward, promotion and dismissal of employees' wages. The implementation of this work is based on the evaluation results of the work, and fair management depends on the fairness of the evaluation of work performance and efficiency. 7, human resources adjustment management system. The fluctuation, transfer and resignation of internal personnel are all within the scope of human resource management adjustment. The purpose of human resource adjustment management system is to make the adjusted employees work according to standardized procedures. Three. Procedures for formulating management system When formulating the human resource management system, we should follow its planning, and under the guidance of this planning, conduct investigation and analysis, collect data, participate in the preparation, summarize the system and revise it for approval. 1, investigation and analysis When formulating the system, we must make great efforts to investigate and analyze, and strive to be thorough and accurate. Many times, the investigation and analysis of the personnel manager is the analysis and diagnosis of human resources. There are two points here. (1) Internal factors of the enterprise. For example, the status of employees within the enterprise, the existing system, what are the disadvantages, and the value orientation of the management system. (2) External factors of enterprises. National economic policy, labor policy, current situation of labor market, development level of science and education, and some related policies. 2. Collection of information The human resources management department should collect all kinds of information related to system formulation as comprehensively as possible. Such as relevant national laws and regulations, relevant documents and policies of local governments, model systems of other enterprises in the same industry, original rules and regulations of this enterprise and other related materials. 3. Participating organizations are usually planned and prepared by the human resources management department, and relevant personnel from various departments are organized to participate in the preparation, and finally the preparation and modification are carried out, and the system is formed after approval. 4. According to the specific division of labor, review and approve the establishment of the human resources management department, distribute the collected relevant information to the establishment personnel, and convey the instructions of the personnel manager. At the same time, the personnel of the human resources management department should also compile relevant contents, compile and modify these systems into draft human resources management systems for the review of the human resources management department, and finally help to discuss and finalize the systems for the approval of the general manager. Four. The key points of formulating management system The formulation of human resource management system is a trivial work, which requires the personnel manager to attach great importance to it and listen to opinions from all sides. The following points should be noted: 1. It is a good way to let employees participate in the formulation of the system. The system is aimed at the whole enterprise, and the formulation of the system should involve all employees as much as possible. If it is only for a certain workflow system, relevant employees should be invited to participate. Usually, after careful research, the drafters draft the system, make it public, discuss and modify it, and the drafters collect opinions to modify it. For the key parties, the drafters should solicit opinions individually and make records and summaries carefully. Let employees participate in the formulation of the system, which can reduce the aversion to the system, because people will not hate their own labor results. 2. Pay attention to employees' work habits. When formulating the system, the personnel manager must carefully analyze the existing workflow and work habits. Under the principle of achieving the goal, we should inherit the original processes and habits as much as possible, and only in this way can we effectively ensure the implementation of the future system. 3. The purpose of writing system clauses concisely is to realize them. When employees can't deeply understand the system itself, they can't implement it well. The system is aimed at all employees, and the language description of the system itself should be concise and easy to understand. 4. operability should be considered when formulating the system, otherwise it will lose the significance of formulating the system. In order to make the system conducive to operation, it is best to make the system conducive to operation, and it is best to clearly state the method of operation in the system. In addition, the principle of formulating the system should be explained so as to facilitate the handling under special circumstances. 5. For fairness, it is difficult to make a perfect system at one time, and it may be constantly revised in the process of work development. The system is formulated for use, so it must conform to the reality and should not affect the fair implementation of the system. Employees are often more concerned about the fairness of system implementation, so they should pay more attention to its fairness when formulating the system.