How to manage and develop human resources in enterprises

The human resource outsourcing service market has experienced the initial stage of development, and has entered the take-off and consolidation stage since 2000. It is predicted that from 2020, the human resource outsourcing service market will be mature and the competition will be stable. By then, China's demographic dividend will no longer exist, and enterprises will seek more recruitment and employment relationship management services to better hire and retain employees. So how do enterprises manage and develop human resources?

Management and development methods of enterprise human resources. Establish an effective recruitment system.

Nowadays, human resources are increasingly becoming one of the most important resources for enterprises to gain core competitive advantage. Personnel selection is one of the important channels for enterprises to obtain human resources supplement and the only channel for external talents to enter enterprises. Therefore, it is more important to successfully carry out recruitment activities and establish an effective recruitment system. The essence of establishing an effective recruitment system is to be clear in the recruitment process: what kind of people to recruit, when and how to recruit the right people.

First of all, job analysis should be carried out before recruitment, and a clear and detailed job description and job description should be formulated. Timely job analysis can well grasp the dynamics of job demand within the company and input fresh blood for the company in time. Clear and detailed job requirements and job descriptions can ensure that the people recruited by the company may not be the best, but they are the most suitable for the job requirements. Job analysis is the basis of human resource management, the first condition for companies to carry out recruitment, training and salary management activities, and plays a decisive role in the establishment of the company's recruitment system.

Secondly, make a reasonable forecasting process of the company's human demand changes. Generally speaking, the forecast of the change of human demand is corresponding to the development strategy of the organization and the internal and external environment of the organization. The forecast of manpower demand mainly refers to the forecast of quantity, quality and structure. Reasonable forecasting process of human demand changes can not only improve the initiative of recruitment, increase the timeliness of recruitment, enhance the adaptability to the market and competitors, but also help the company reduce the human risks that may be encountered in the process of business development, thus improving the company's related interests. The forecasting process of human resource changes is an important link in establishing a modern scientific recruitment system. It is a change from traditional transactional recruitment: advertising, telephone and interview to modern predictable scientific recruitment, and it is a change from quantity to quality.

Third, create rich recruitment channels and flexible recruitment methods. Personnel recruitment can be implemented through internal recruitment and external recruitment. Internal recruitment can ensure that the new employees recruited have high loyalty to the company; At the same time, internal recruitment can also encourage employees in existing positions to make continuous progress, so that the growth of the company can be synchronized with the growth of employees. There is a wide choice of external recruitment, which can ensure that many outstanding talents are recruited; At the same time, external recruitment invisibly puts pressure on the original employees of the company, forms a sense of crisis, and stimulates fighting spirit and potential. However, internal recruitment and external recruitment will also dampen the enthusiasm of internal employees and bring the phenomenon that foreign employees are not acclimatized. In the recruitment process, we must weigh the advantages and disadvantages, and combine internal recruitment with external recruitment to truly recruit suitable talents.

Second, establish a perfect training system to make training an attractive treatment.

In today's society, the development of modern science and technology leads to the rapid update of knowledge. In a few years, more than half of the knowledge learned in the university will be eliminated. Therefore, various trainings of enterprises play a vital role in the long-term development of enterprises. Training is the hope project of enterprises.

Comparing the company's current training situation, we will find that there are still some shortcomings in the company's training system. First of all, the company's training is a bit out of line with the company's needs. When the company made the training plan at the beginning of the year, it did not go deep into the grassroots to investigate the training needs, but compiled it according to the existing positions of the enterprise. However, due to uneven employees, different training needs and tight production tasks, training often fails to achieve the expected results; Secondly, the training effect of the company has not been evaluated and confirmed. Because the training effect is not evaluated, the training is often a mere formality, and it doesn't make much sense for many employees to participate in the training. The enthusiasm of employees to participate in training is not too high; And there is no connection between ability improvement and rewards and punishments. The ability of employees to participate in training has been improved, but the company did not commend it, which greatly reduced the enthusiasm of employees to participate in training. /

In view of the above shortcomings, it is particularly important to improve the training system. Training is not simply teaching employees, but a perfect system. From the content of training to the evaluation of training effect to the rewards and punishments of training, every link is very important. Perfecting the training system is the need of the continuous growth of the enterprise itself, and it is also an important guarantee for the enterprise to have its own talent team. According to the company's current training situation, in order to make the company's training more effective, we should improve the training system from the following aspects:

First of all, before making the training plan, the company should describe the quality (culture, ability and professional quality) of the existing positions. Personnel in this position should truthfully fill in the job quality description. Through the job description, we can grasp the quality of the existing personnel in the enterprise, and at the same time, it can also be used as a detailed basis for how to make a training plan. Secondly, investigate the training needs. Training demand survey is the basis of training and an important part of improving training system. According to the urgency, difficulty and cost of training in the training results, list which training is urgently needed, which can be delayed, which needs external training, which can be trained internally, which can be trained by the department itself, and the annual training cost budget.

Thirdly, the strict examination system is combined with the survival of the fittest. Any system without evaluation is useless. Therefore, the assessment results must be combined with the immediate interests of employees, salary increase, promotion and elimination of the last place. And the evaluation of training effect must be concise and clear, and hit the nail on the head. The assessment results must be announced to the employees themselves, and good employees should be encouraged. However, for employees who fail to achieve the training effect, a training plan can be clearly formulated for them. If they still fail to meet the requirements within a certain period of time, the only thing waiting for him is class. Finally, let training become the self-demand of every employee. It is not enough for an employee to rely only on the training provided by the enterprise, but also to constantly learn from himself. Enterprises should let employees know that learning is not just to make a living, but a way of life. Let employees study consciously, constantly improve their self-level and better serve the enterprise.

Third, improve the salary system and compare the salary.

If training can make employees serve the enterprise well, then a perfect salary system can better retain talents, which is the main basis of an enterprise's attractiveness. Every employee wants to be recognized by colleagues, enterprises and society, and the most important performance is salary. The design and management of salary system is the most difficult task in human resource management. If an effective salary system is established, enterprises will enter the cycle of expecting innovation; And if these systems fail, then the staff will be disheartened. Improve the salary system, care for each other, and exchange the salary of the enterprise for the mood of the employees.

If you want to compare salaries, the most important thing is to provide competitive salaries. Providing employees with competitive salary means that they cherish this job as soon as they enter the door and make every effort to give full play to their skills. Higher salary will bring higher satisfaction, which will be followed by lower turnover rate. A well-structured and well-managed performance-based salary system should be able to retain excellent employees and eliminate those with poor performance.

Secondly, we should pay attention to the inner reward. Intrinsic reward is based on the task itself, such as competence, sense of accomplishment, sense of responsibility, attention, influence, personal growth and valuable contribution to work. In fact, for knowledge workers, there is a considerable relationship between internal salary and employee's job satisfaction, which makes employees get the greatest satisfaction from the job itself. In this way, the company can transform employees mainly by relying on a good salary system, let employees rely more on internal rewards, and also let enterprises get rid of the cycle of only relying on money to motivate employees and then raising wages.

Thirdly, in order to compare salary, it is necessary to strengthen communication with employees and let employees participate in the design and management of salary system. The leadership of the company should communicate with employees, disclose relevant salary information, and let employees know that they can get and pay corresponding rewards through hard work. Allowing employees to participate in the design and management of the salary system will help to form a salary system that is more suitable for employees' needs and more realistic. Exchange the sincerity of company management for the trust and confidence of employees.

In the improvement of the salary system, there is also a very important part that is to have a fair evaluation system. If there is no fair evaluation system, the salary system will become a phantom. When the company formulates the remuneration package, the principle is to determine the remuneration on the basis of merit, that is, employees have the opportunity to get a salary increase by constantly improving their performance level and contribution to the company. It is very important to evaluate employees' performance fairly, openly and fairly. At the same time, the evaluation should also vary from person to person, and truly be people-oriented.

A perfect salary system is an effective incentive way for companies, which can better stimulate employees' enthusiasm and fighting spirit, make employees devote themselves to their work, not only make employees feel that they have realized their life ideals, but also have a sense of satisfaction and belonging to the enterprise, and the enterprise will also maximize profits and truly achieve a win-win situation for both enterprises and employees.

Four, the rational allocation of human resources, to maximize corporate profits

It is not enough for an enterprise to have a perfect training system and salary system. Because there may be another problem, that is, the efficiency of enterprises is not high. This requires rational allocation of human resources.

Human resources are the most valuable resources of enterprises, which are more valuable than other resources such as technology and capital. The ultimate goal of an enterprise is to make profits. Only by rationally allocating human resources can the profits of enterprises be maximized. In the rational allocation of human resources, we must experience people-oriented, that is, put the most suitable person in the most suitable position at the most suitable time. People are the center of configuration, and everything should be carried out around people.

The rational allocation of human resources, first of all, to predict how many jobs the enterprise has, which jobs need to be filled, and what are the specific requirements of this position. It is very important to know the nature of jobs, and don't blindly recruit senior talents, otherwise it will often form the phenomenon of high talents and low allocation, which will cause great waste of talents and bring losses to employees and enterprises.

Secondly, consider the practical ability and potential ability of enterprise employees. Practical ability is accumulated by one's previous study and experience; Potential ability is mainly based on a person's interest, personality, temperament and so on. For work with clear job responsibilities, we can focus on practical ability; For those with unclear job responsibilities, more consideration should be given to potential abilities.

Through the double measurement of posts and people, we can put the right people in the right posts and realize the rational allocation of talents. The rational allocation of human resources can well motivate employees to maximize their potential, which is more effective than salary incentives and is a relatively high-level human resource management; At the same time, it is also the most effective way to retain senior talents.

From recruitment to training, salary management and rational allocation of human resources are the main problems of human resource management in enterprises. If it can be arranged reasonably, it will be found that talents are actually around, and enterprises can achieve rapid development by relying on talents around them.

The goal of human resource management refers to the responsibilities and achievements that enterprise human resource management needs to complete. Human resource management should not only consider the realization of organizational goals, but also consider the personal development of employees, and emphasize the all-round development of individuals while realizing organizational goals.

Human resource management objectives include the objectives and tasks of all managers in human resource management, as well as the objectives and tasks of specialized human resource departments. Obviously, the two are different. The goals and tasks of professional human resources departments are not necessarily the goals and tasks of all managers, but all managers generally undertake the goals and tasks that professional human resources departments should complete.

Whether it is a specialized human resource management department or other non-human resource management departments, the objectives and tasks of human resource management mainly include the following three aspects:

1. Ensure that the organization's demand for human resources is met to the maximum extent.

2. Maximize the development and management of human resources inside and outside the organization, and promote the sustainable development of the organization.

3. Maintain and motivate the internal human resources of the organization to maximize its potential and enhance and expand its human capital.

Job characteristics of human resource management Compared with other resources, human resources have the following basic characteristics:

1, the epochal and timeliness of the human resource generation process.

That is to say, the growth and maturity of any human resources are carried out and completed under the specific background of the times.

2. Initiative of human resources

Initiative is a basic attribute of human resources, which embodies the essential difference between human resources and all other resources.

3. Timely use of human resources.

4. Sustainability of human resource development process.

5. The consumption of human resources in the idle process.

6. Special capital of human resources

7. Human resource capitalism