Brief introduction to the experience model of human resource management training

The human resources department is the personnel department in the company, which is responsible for providing and cultivating suitable talents for the company's selection. The importance of personnel to the company is self-evident. The following is a brief model essay on the summary of human resource management training experience, which I compiled for your reference only. Welcome to reading.

Summary of human resource management training experience Fan attended a lecture on non-human resource management under the leadership of the company. After listening to the lecture in this class, I felt a lot, and I also felt a lot, mainly as follows:

First, there are no perfect individuals, only perfect teams.

The individual's ability is limited, and only the power to enter the team is infinite. A good team must first unite. Secondly, we should learn to learn from each other and learn to be tolerant and understanding. Team members should change more for each other. If they are not tolerant, they will be compatible. If they don't understand, they will understand each other. In this way, everyone can do better, but personal progress is minimal. A team that has made great progress, if everyone is not careful, exchange may be the demise of the whole team.

Second, lifelong learning, attitude determines everything.

We should all have a proactive attitude, live and work, and everyone has to face too many people and things, too many. Perhaps passion is not a negative attitude, but we must understand our responsibilities, be proactive and work with all our strength.

Third, life is meaningful with love, so learn to cherish and appreciate it.

We have wasted too many years of youth, but people should know how to cherish the present and the future, the people and things around us, the business opportunities and the platform to show themselves, and thank the people around us, the society, the enterprises and the leaders for their support and trust in my work. Thank my colleagues for their help, and thank the enterprise for giving me the opportunity to work and display the platform.

Fourth, do the work at once, with rhythm and without procrastination.

Time is the biggest delay. Looking forward to relying on the future, when there is something, I have time to do it, tomorrow, after I finish it, and so on. , is the most time-wasting bad habit. Procrastination is a fear of failure. Although fear is not as good as people, it will make us exhausted, not only useless, but also a waste of time, so we should get into the habit of doing things right away, and do it now and do it well. Not only can you overcome the bad habit of procrastination, but you will also cultivate decisive wisdom and courage over time, so act now.

These are my gains in class. I know my feelings are not deep, but I will continue to do so.

Finally, I hope the company can stand higher, see farther and go further, and I will go all out.

A brief summary of human resource management training experience. Through the recent human resource training and study, I really feel my improvement. Thank you for arranging this learning activity, and thank you for your wonderful lectures. This training and study has significantly improved my theoretical foundation, moral standard and professional accomplishment, further enhanced my consciousness and firmness in learning theory, and enhanced my ability and confidence in doing a good job under the new situation. By participating in this training, I gained the following experiences and gains:

Through training, I further improved my understanding of the importance and urgency of human resource management learning.

For example, the service procedures determined by xxx, in accordance with the spirit of Article 18 of the Regulations on Rewards and Punishment of Enterprise Employees, enterprises must meet the prescribed conditions and perform corresponding procedures when dismissing employees who have absenteeism. Therefore, enterprises should follow the principle of being responsible for employees and send them directly to employees in writing, and hand them over to adult relatives who live with them for signature when they are away. If it is difficult to deliver directly, it can be delivered by mail, and the date of receipt indicated on the receipt of registered inquiry is the date of delivery. Only when the whereabouts of the person to be served are unknown, or cannot be served through the above-mentioned delivery methods, can the service be served by announcement, that is, posting an announcement or notifying through the news media. Thirty days after the announcement, it shall be deemed to have been delivered. On this basis, the enterprise may, in accordance with the above-mentioned laws and regulations, remove the employees who are absent from work and violate the regulations. If it can be served directly or by mail but is not used, if it is served directly by announcement, it shall be deemed invalid.

After this training and study, I deeply realized the importance of scientific application of human resource management methods, and gradually realized the management of human resources through process control and continuous improvement with a scientific development attitude, and successfully completed the task.

Summary of human resource management training experience Fan Wensan is very grateful to the company for organizing human resource management training for non-human resource managers. When I first received the training notice, I was quite resistant. I always thought that human resource management was far from my post. How can we be dragged to training because of something that is too backward? But when I sat down for training, I was deeply attracted by Mr. Li's course.

At the beginning of the first chapter, the teacher introduced the growth path of excellent managers. Before, we always thought that to be a good supervisor, performance was the first, but we didn't think about it carefully. What elements are needed to support business growth? Team? Especially what does the growth of the team depend on? These are achieved through human resource management of non-human resource managers. As the head of the marketing department of a branch company, I always have a lot of troubles. Every link is our only way, such as the selection when recruiting people (selecting talents), the management after the personnel arrive at the post (using talents), the training after the personnel fail to meet the requirements (cultivating talents) and the retention after meeting the requirements of the company (retaining talents). But after the teacher's summary, I feel that my thinking is very clear, which is also the biggest reason why I participated in this training.

Through the story of rabbits eating wolves, the teacher vividly explained the four steps of selecting talents, using talents, cultivating talents and retaining talents. Lions and tigers choose rabbits and antelopes as their employees respectively, but the development results of the story are completely different, which tells us that selecting talents is the first and most critical step in management, and it is incorrect to select talents. What follows is nonsense. Looking back on our career, we often lose. Especially in the case of insufficient staffing, people are often at a loss. I clearly know that there is an old saying in China that "it is better to lack than to abuse", but when I get to work, my first thought is to recruit people, and then I will choose people first. Follow-up things are not considered at all. Facts have proved that this is definitely a wrong decision. Our branch often encounters such problems. When recruiting people, I clearly feel that this person does not meet the job requirements at all, but I always want to use it first with luck. However, after the probation period, the fox's tail was exposed, the work arrangement could not go on, the customers were dissatisfied, and the colleagues complained about the difficulties in cooperation. The problem began to be exposed. At this time, as a supervisor, I always want to change him, but it often backfires. I put the wrong person in the wrong position. First, I am irresponsible to the company, but also to the employees themselves. Therefore, selecting talents is the beginning and the starting line. If I start, I will be even more irresponsible.

Summary of human resource management training experience. After studying human resource management for a week, we may come to the conclusion that human resources cannot be learned by one person in just seven days. After learning this human resource management class, I have something new in my mind, which gives me a new view of human resources.

The teacher said that the core competitiveness of enterprises in 2 1 century is the competition of talents. Success lies in people, and failure lies in people. Talent is the most valuable asset of an enterprise.

Therefore, "talent" is the most precious resource for enterprises now. In order to get real talents, enterprises must do a good job in human resource management.

This time, I mainly studied the following courses of human resources: job analysis, education and training, recruitment and selection, salary management, performance appraisal, career development and talent retention planning.

Through job analysis, it can pave the way for job design, job improvement/simplification, job evaluation, recruitment and appointment management, training and development salary management, performance appraisal, labor-capital harmony and corporate culture promotion of human resource management system. Job analysis can determine the required personnel, types and qualifications, and establish employee compensation plans. You can determine the effectiveness test of recruitment selection criteria and selection methods. Can identify training needs, choose training methods, establish promotion channels and career development paths.

The role of education and training is to build a high-capacity management team, so that managers can continue and enterprises can last forever, improve employees' working knowledge and skills, improve the productivity of enterprises, improve employees' quality of work and life, and help individuals' career development. Therefore, if enterprises want to manage their employees well, they must train them.

In recruitment and selection, how to identify and attract talents is the key. Through the study of human resource management practice course, I understand that there are several strategies to attract talents: competitive salary, good training and growth opportunities, respect and attention, and thanks for the stability and safety of work.

Salary management, this is very important, because what do migrant workers leave their hometown for? Find a good job, earn more money, or exercise yourself? I think there should be all these reasons, but if the salary design is unreasonable, it will directly affect the stability of personnel.

Performance appraisal is a project that most enterprises are pushing at present, and its purpose is to make the work arranged by enterprises to employees be carried out correctly and achieve the ultimate goal. Its significance is the process that managers at all levels of an enterprise always check and record the words and deeds, work and performance of its members, and evaluate their performance results when a certain period expires.

Therefore, performance appraisal is not only helpful for enterprises to understand the quality and working ability of employees, but also the main needle for employees to understand the correct operation mode and long-term development of enterprises through the results. Choosing an appropriate evaluation method is fair and just to the appraisal object and the appraiser's own production field. The result of performance appraisal is an important tool to adjust or improve the current performance appraisal management system.

Career development is an issue that every migrant worker attaches great importance to. Its purpose is to promote the sustainable survival of enterprises, make managers endless, establish a competent management team and enhance the personal development of employees.