What is the significance of human resources in analyzing labor utilization?

What is the significance of human resources in analyzing the utilization of labor force?

Human resource management objectives: the responsibilities that need to be completed and the performance that needs to be achieved by enterprise human resource management. Human resource management must consider both the realization of organizational goals and the personal development of employees, emphasizing the realization of comprehensive personal development while achieving organizational goals.

Human resource management goals include the goals and tasks of all managers in human resource management and the goals and tasks of the specialized human resources department. Obviously there is a difference between the two. The goals and tasks of the professional human resources department are not necessarily the human resources management goals and tasks of all managers, but the goals and tasks of human resources management undertaken by all managers, which are generally professional human resources. The goals and tasks that the department should accomplish.

Whether it is a specialized human resources management department or other non-human resources management departments, the goals and tasks of human resources management, human resources expert Mr. Zhong Kefeng believes that it mainly includes the following three aspects: How to improve resources and labor Utilization efficiency

The key for an enterprise to transform human resources into human capital is to improve the stock of human capital and the utilization rate of human capital, thereby improving labor productivity. Human labor productivity, from the perspective of human resources development and management, mainly depends on the following aspects:

(1) Quantity adjustment

The economic investment of human resources is to improve labor productivity the first basic approach. No matter what kind of enterprise it is, it cannot invest too much in manpower. The capabilities of various production factors must be matched, and the per capita technical equipment and capital possessions must reach a certain level in order to give full play to the role of people. In addition, the company's various resource investments must be determined based on market demand and production tasks. Too much manpower investment will lead to a decline in labor productivity and economic benefits. However, manpower cannot be invested too little. Socialized large-scale production requires division of labor and collaboration. Too little manpower will make it difficult to form specialized division of labor and collaboration advantages. Sometimes it will also affect the utilization of other production factors such as factories and equipment. Therefore, the first task of enterprise human resource development and management is to pay attention to the formulation of human resource planning. According to market demand, corporate strategy and productivity status, analyze the surplus and shortage of existing human resources, divert the remaining ones, and supplement the missing ones, so as to ensure that the enterprise is in the best position. Recruiting the right employees in the right place at the right time. For example, many enterprises in our country invest too much manpower. Therefore, reducing staff and increasing efficiency is an important measure to transform human resources into human capital.

(2) Reasonable allocation

The rational organization and allocation of personnel is the second basic way to improve labor productivity. Since the production and operation activities of each enterprise are completed by the cooperation of various departments, the productivity of each department of the enterprise must be balanced. If there is insufficient manpower in one department, it will affect the output of other departments and lead to a decrease in the productivity of the entire enterprise. For example, at present, some production departments of state-owned enterprises are understaffed, while the logistics and management departments are overstaffed; some research and development departments are weak and have underdeveloped sales organizations, but the production workshops are in a semi-stop state. This is a manifestation of productivity imbalance. Human resource development and management must solve the problem of productivity balance by adjusting manpower. For example, the production and sales of medium-density fiberboard produced by a certain board-making factory in my country have ranked first in the country for eight consecutive years. Starting from the second half of 2000, the supply of products turned from being in short supply to a serious backlog. , at its worst, the inventory reached more than 10,000 cubic meters, exceeding normal monthly production. After analysis, the sales department was too weak. There were only 6 sales people out of 750 people in the factory. Starting from July 2000, factory leaders selected 30 outstanding talents from all factory employees to enrich the sales department, and established a market segmentation responsibility system. Product sales immediately increased rapidly, and the situation of supply exceeding demand reappeared. Since everyone has different knowledge, abilities and specialties, their productivity in different departments and positions is also different. Therefore, another task of enterprise human resource development and management is to recruit according to the talents and talents according to the enterprise's goals and tasks. In accordance with the principle, employees should be reasonably allocated and combined, and efforts should be made to give full play to their expertise and talents, so that things can be done appropriately and people can make the best use of their talents.

(3) Education and training

Improving the quality of enterprise employees through education and training is the third basic way to improve labor productivity. According to research results provided by UNESCO, labor productivity has an exponential relationship with the educational level of workers. For example, compared with illiteracy, primary school graduation can increase labor productivity by 43%. Junior high school graduation rate increased by 108%, and college graduation rate increased by 300%. As early as the 1960s, Schultz also pointed out and demonstrated that the contribution of human capital investment to economic growth is far more important than the increase in physical capital. It can be seen that employee education and training are the most effective ways to improve labor productivity and are also an important way to increase the value of corporate human capital. Enterprises should regard the education and training of employees as a major matter and strengthen the management of training work. At present, we must do a good job in the following aspects:

First, we must have comprehensive plans and systematic arrangements for training. The human resources management department must have a systematic plan and arrangement for training content, methods, teachers, teaching materials, participants, funds and time. Second, we must establish a training incentive mechanism.

Education and training work should be combined with employee assessment, promotion, promotion, and transfer this year and next to increase people's enthusiasm for participating in training. Third, we need to strengthen the training of front-line employees. In the past, when companies considered training candidates, they often gave priority to upper-level managers and gave less consideration to front-line employees. However, it should be noted that the construction of the entire front-line workforce is very necessary for the production and operation of the enterprise. Improving the knowledge and skills of front-line employees will help improve the economic benefits of the enterprise. Fourth, it is necessary to strengthen the evaluation and summary of training projects. The first task of training evaluation is to determine the evaluation criteria.

(4) Personnel motivation

Personnel motivation is the fourth basic way to improve labor productivity. The higher the level of organizational motivation, the higher the employee motivation, and the higher the organizational productivity. This is both common sense and a conclusion drawn from scientific research. For example, a study by William James of Harvard University in the United States showed that when employees are fully motivated, they can exert 80% to 90% of their abilities. However, in a low-level motivation state where they only keep their jobs and are not fired, employees can only exert their abilities to 80% to 90%. 20%~30%. The low labor productivity of many enterprises in our country is closely related to the unreasonable system that suppresses the enthusiasm of employees. Therefore, reforming the labor, personnel, and distribution systems, establishing an effective incentive mechanism, and stimulating and mobilizing employees' work enthusiasm and creativity are another key to transforming human resources into human capital.

It should be pointed out that with the advent of the knowledge economy, enterprises should be innovative in their incentive methods. In addition to providing employees with competitive salary levels, companies can try to use knowledge capitalization to transform their knowledge into scientific methods by those who have contributed, are innovative, and can add benefits to the company in management and scientific research. For capital, encourage them to participate in the company's shares, thereby closely linking their development with the development of the company and motivating them to work better. In addition, in the era of knowledge economy, employees will generally have the desire and ambition for career development and self-realization. This requires companies to help employees discover professionalism and opportunities to realize their personal expertise after determining organizational development goals, so that employees are manpower. Human resources or labor force? How to improve labor utilization efficiency

1. Recruit higher-quality people

2. Better allocate manpower

3. Improve current efficiency Have human qualities

4. Incentives

5. Corporate culture Effective teaching theory What is the significance of human resources to effective teaching

What is the significance of effective teaching

Teachers’ teaching mentality directly affects students’ learning emotions. It is a reflection of the teacher’s own psychological quality and the embodiment of the teacher’s classroom teaching art. To maintain the best psychological state for teaching, first of all, preparation before class must be full. Preparations should be made carefully and carefully before class, especially the lesson plan should be well-thought-out, and all major aspects of teaching should be vividly remembered, so that the teaching process should be fresh, well-structured, appropriate in method, moderate in content, and in line with students' psychological laws and cognition. Features.

Synonyms of labor force, synonyms of labor force

Workers

Labor force_word explanation

Pinyin: láo dòng lì

< p> Explanation: 1. Human labor capacity, that is, the sum of human physical strength and mental strength. 2. Equivalent to the physical labor ability of an adult. Also refers to people who participate in labor. Are labor resources the same as human resources? Why

Human resources refers to the total labor capacity of the population within a certain range;

Labor resources generally refer to the working-age population;

Human resources Including labor resources. What is the connection between human resources, labor resources, and population resources?

The standards for division are different. Human resources focus on talent as a resource (including brainpower and physical strength), while labor resources focus on labor. As long as it can create The value of labor is resources. Population resources are a macro concept. All people in a country or region are regarded as a resource. The uses of the other three are also different. Human resources are more purposeful.