What is the purpose of human resource management in enterprises?

The purpose of human resource management is to form a trust relationship between employers and employees.

first of all, from the history of human resource management. Human resource management, its predecessor is personnel management or labor management. The historical background of labor management is the industrial revolution. The industrial revolution began in Britain in the 176s and basically ended in the mid-19th century. The industrial revolution has promoted the improvement of production efficiency, but it has produced the disharmony between employers and employees, which includes the bad working environment, the distrust of employers by workers and the development of workers' movements.

this situation developed into a production crisis in the 199s, that is, the output stopped growing, the production efficiency was low, only quantity was emphasized, the waste was staggering, the number of employees was bloated, and the quality of products was poor, which is what we now call extensive economic growth mode. At this time, it is urgent to establish a bonus system based on production.

Although there have been some experiments on piecework wage system in Britain and the United States, the problem with this method is that once the productivity increases, workers' income will increase and employers will reduce the wage quota for each product. In order to prevent this problem, three solutions have emerged. Among them, the most influential is the scientific management put forward by Taylor in 1895. Scientific management means that while using the piecework wage system, each task is systematically studied by scientific methods.

The success of scientific management depends on two factors: workers have high-level skills; Reduce the frequency of changing workers and maintain the stability of the workforce, so as to reduce the cost of training and recruiting workers, that is to say, scientific management requires high-level labor management.

In the 199s, the first "labor management" department appeared in the "National Cash Register Manufacturing Company" run by John Parkinson, and the main purpose of establishing this department was to form a trust relationship between employers and employees.

And engineer Harrington Emerson, Taylor's colleague, began to pay attention to labor management when scientific management was first put forward. He believes that fairness and efficiency are inseparable, and fair trade is the key to improve efficiency. He pointed out that employers should not use stick-like violence to drive workers, nor should they use carrot-like bonuses to attract workers. Employers should create an appropriate working environment so that workers feel safe and willing to work. In other words, as in the family business in the past, employers should develop a bond of trust with their employees, and this trust should be based on a sense of equality and justice.

In order to establish the trust bond between employers and employees, labor management began to pay attention to stability and make the workplace attractive to employees.

the personnel department is an important tool used by the company's decision-makers to achieve the goal of good labor relations, and the establishment of the personnel department is not an end in itself. The personnel department only provides support in the process of achieving this goal. To achieve such a goal, the personnel department must obtain the support of the decision-making level.

Secondly, from the function of human resource management, the function of human resource management can be summarized into four aspects: human resource allocation (including planning, recruitment, selection, employment, deployment, promotion, demotion, conversion, etc.), training and development (including skills training, potential training, career management, organizational learning, etc.), salary and benefits (remuneration, incentives, etc.), and system construction. Many of these aspects existed before the birth of the labor management department. After the birth of the labor management department, these tasks were systematized and standardized, which can provide support for the decision-making level to establish a better relationship between employers and employees.

The purpose of these functions of human resources is to provide a workplace where employees are motivated and willing to do their best. Improve the potential labor productivity through training and other methods, and create more efficient labor management by recruiting high-quality employees and reducing turnover rate.

finally, according to the development of human resource management, some new concepts are emerging to achieve this goal. Such as learning organization, KPI, balanced scorecard, quality model and so on.

The purpose of human resource management is to establish a link between employers and employees. If employers want to achieve this goal, so as to improve production efficiency and obtain higher profits, they must make efforts to achieve this goal, instead of relying solely on some so-called systems in the human resources department.