What is the role of recruitment in human resource management?

In practice, economists have some problems in human resource management of public institutions, which affect their role, hinder economists from participating in human resource management and reduce their practical application value in human resource management of public institutions. Therefore, we must pay more attention to and strengthen research. The development of this work, based on the characteristics of public institutions, effectively combines the professional knowledge of economists with human resource management to meet actual needs and reflect pertinence and feasibility.

First, the adaptability analysis of economists in human resource management of public institutions

In the new era, the requirements for the management and business ability of public institutions are constantly improving, especially in human resource management. Based on the people-oriented concept, people are an important element in the management process. The application of economists in the human resource management of public institutions can improve the management effect, and its adaptability is reflected in the following points: First, economists know something about management, finance and business development. , and can analyze and consider problems more comprehensively in the process of human resource management, with strong overall planning ability, which can improve effectiveness; Secondly, economists have strong data analysis and forecasting ability, which can improve the utilization rate of data and information in human resource management, and combine it with human resource management to improve the rationality of management strategy formulation; Thirdly, the application of economist in human resource management of public institutions can strengthen the connection between the six modules of human resources and practical work, make personal evaluation and post evaluation more scientific, and be conducive to the realization of work objectives; Fourthly, the human resource management of public institutions must keep pace with the times, and the participation of economists can improve the quality of human resource management, from the traditional mode of "reducing costs and increasing efficiency" to the mode of "improving efficiency with elite soldiers".

Second, economists in the human resources management of public institutions, common problems

(A lack of awareness of human resource management

Through practical research, it is found that some economists have a poor understanding of human resources-related work in the process of participating in human resources management in public institutions, which leads to insufficient investment and affects their role. The emergence of this problem is influenced by the professional ability and work nature of economists. In addition, some economists don't know enough about public institutions, and only analyze them from a theoretical perspective, lacking targeted research, and it is difficult to show their practical value without considering the needs of human resource management.

(B) economists and human resource management is not well combined

In the period of market economy, institutions pay attention to economic analysis and strengthen process management in the process of development and operation, so as to achieve the purpose of reducing costs and increasing efficiency. But in the process of this work, economists are more involved in financial management and project decision-making, and less involved in human resources. The related ideas, suggestions and strategies are poorly combined with human resource management, and have not played a role in improving the effectiveness of human resource management. For example, how to integrate the relevant professional knowledge and evaluation of economists, how to improve the management of six modules, how to improve personnel performance, and how to effectively motivate.

(C) the lack of targeted human resources management system

It is an innovation for economists to participate in the human resource management of public institutions, which requires a certain transition period to enhance the adaptability of various departments and staff. In the concrete implementation, the relevant targeted system is not perfect, and the original human resource management system has not been adjusted in time and effectively, which has restricted the role of economists. For example, how the analysis results and suggestions put forward by economists are applied to human resource management, and whether the suggestions put forward by economists are adaptable.

(d) inadequate process management and services

Economists pay more attention to opinions and results evaluation when they participate in human resources work in public institutions, but not enough to participate in process management and service, so it is difficult to track and guide in time and its effectiveness is poor. This leads to some deviations in the implementation process of some schemes, which weakens the role of economists. Some people misunderstand the role of economists in human resource management, think that economists are not suitable for human resource management in institutions, reject relevant opinions, have poor enthusiasm for implementation, and reduce actual effectiveness. js.yd 1 19.cn

Thirdly, the strategy that economists play an effective role in human resource management of public institutions.

(A) to strengthen economists' awareness of human resource management

First of all, as an economist, we must realize the importance of human resource management in public institutions, strengthen the attention and input to human resource management, so that the relevant work of economists can take into account the actual needs of human resource management and serve it. For example, economists analyze the recruitment cost and training cost of human resource management, and then increase the cost appropriately according to the actual situation to promote the effective development of human resource management. Secondly, economists must strengthen the study of human resources knowledge and combine it with relevant professional knowledge of economics. It is suggested that economists learn human resources knowledge through online learning platform, participate in human resources training, strengthen communication with human resources managers and accumulate professional knowledge. Thirdly, colleges and universities should clarify the responsibilities of economists for human resource management, and make it a part of the work plan, so as to enhance the attention to human resource work. At the same time, it can also cooperate with the corresponding reward and punishment system to check the completion of the work, so that economists can participate more actively in human resource management. In addition, it is suggested that institutions strengthen publicity, explain the significance and importance of economists' participation in human resource management, let all staff cooperate and support economists to complete their work, take the initiative to reflect some problems to economists, consult knowledge about human resource management and seek help.

(B) Pay attention to the professional combination of economists and human resource management.

First, in the process of statistical analysis of relevant data, economists must consider the demand of human resources, analyze the current situation of human resources with corresponding thinking and models, and give corresponding suggestions. This process requires economists to conduct targeted research according to the six modules of human resource management: recruitment, training, salary, performance, labor relations and planning. Taking performance appraisal as an example, economists should integrate and analyze the financial data, human resources information and business information of institutions in the early stage, clarify the relationship between relevant departments and links, and then make suggestions, clarify everyone's performance goals, and formulate evaluation standards reasonably, which is more objective and accurate; Second, when making strategies, economists must incorporate the related work of human resources, consider the influence of human resources work, and enhance the coordination of internal management and the feasibility of opinions.

(3) Improve the system of economists' participation in human resource management.

First, human resource management must consider the opinions and suggestions of economists and carry out targeted management. Moreover, relevant plans and decisions must be reviewed by economists before implementation, thus increasing the participation of economists. For example, if economists think that the budget of training fees and recruitment fees is unreasonable, they should give corresponding suggestions, explain the reasons and then re-determine. Second, economists should establish a real-time communication system with human resource managers to understand the current situation of human resources, and make statistical analysis of relevant data on a regular basis, and make suggestions based on economics for human resource managers' reference and use. Thirdly, it is clear that every link and process of economists' participation in human resources work is one of the work contents. For example, in the formulation of the salary system, we must join the economist evaluation link to identify the rationality of the salary system. In terms of personnel recruitment, we should also refer to economic opinions and formulate reasonable recruitment standards and quantities. Fourth, economists should strengthen their ability of self-study and self-examination. Economists lack the professional ability of human resource management, so they should accumulate rich experience, hold symposiums regularly, and collect information and suggestions related to human resources as the basis for self-evaluation.

(D) Establish a whole-process management and active service mechanism for economists.