How to conduct human resources research

Steps of human resources investigation:

1. Establish a human resources investigation working group. The working group is composed of the general manager of the company, heads of departments and full-time personnel of human resource planning, with the general manager as the team leader and the manager of human resources department as the executive deputy team leader.

2. Make a human resources investigation plan. It is necessary to establish a sense of budget management, do a good job in human resources investigation and budget work, and complete the human resources investigation at low cost and high efficiency on the premise of ensuring the quality of work.

3. Collect information. Before conducting a formal human resources survey, we must comprehensively collect and sort out relevant information, and strive to fully understand the current situation of human resources in the organization.

4. Statistical analysis of relevant information. The human resources department is responsible for analyzing the collected data, and collating the above-mentioned data into data, models, charts or other electronic databases to describe the human resources situation of the organization intuitively and clearly.

5. Write an analysis report.

Human resources survey standards:

Every company has its own "standard", and the key lies in the operability of this standard. The "standard" of human resources investigation is by no means a job description. Job description can only be a basic requirement, and it cannot be clearly implemented in behavior performance. It can only be used as a reference for establishing quality model.

The standard of human resources inspection must be "quality model" or "post competency model", which is a collection of various personality characteristics that drive employees to produce excellent work performance. It reflects the behavior, personality, skills, knowledge and internal driving force that can be expressed in various ways. "Quality" is the benchmark and standard to judge whether a person can be competent for a certain job, and it is the sum total of personal characteristics that determine and distinguish the quality of work performance and the reasons for differences.

Generally speaking, the quality framework of enterprise model includes two aspects, one is the core competence, and the other is the knowledge and skills required for professional positions. The so-called "ability" refers to the comprehensive definition of knowledge, skills and behaviors required by a certain rank and position in enterprise management. The enterprise competency model usually includes four modules: the middle part is behavior and psychological tendency, that is, the personality, values, behavior patterns, styles and hobbies of the employees; Based on this, the core behavior ability of an enterprise includes the ability that every employee must have in order to successfully achieve the strategic goal, and the core ability reflects the core value and culture of the enterprise; In addition, there is leadership, which refers to the leadership required by people of different positions and levels. It is the leader's ability to lead the team organization to Excellence, including the skills and viewpoints of dealing with affairs, which can be continuously refined and improved from past successes and failures; There is also professional ability, which refers to the specific professional ability required for a certain position.

Contents of human resources survey:

In order to fully grasp the current situation of human resources in enterprises, according to the different investigation focuses, human resources investigation can be divided into personnel information investigation, human resources ability investigation, human resources policy investigation and human resources psychological state investigation.

1. Personnel information survey. Personnel information investigation is the basic work of human resources investigation. According to departments and posts, the factors such as age, gender, education level and working years of on-the-job personnel are counted, and the post structure analysis table, age structure analysis table, human resource quantity analysis table, education level and human resource cost analysis tool are made, which are expressed in chart form to further explore their relationship with promotion and turnover rate. For example, investigate the distribution characteristics of performance and turnover rate of employees of different ages, and the relationship between education level and turnover rate. , so as to provide reference for organizations to carry out scientific human resource planning.

2. Investigation on human resources capacity. The investigation of personnel information is mainly about the statistical analysis of employees' age, education, professional title and other personnel information, which is helpful to intuitively understand the structure of enterprise human resources, but it can not fully reflect the current situation of enterprise human resources. Ability is a convincing index to measure the strength of human resources in enterprises. Therefore, the ability survey reflecting the reality and development of human resources, such as business ability analysis, interpersonal ability analysis and achievement ability analysis, is more important than the simple education and professional title survey.

By analyzing the data of employees' personal ability and quality, we can analyze employees' career orientation and development direction, and put forward guidance and suggestions for further personalized training. The overall quality analysis data of enterprise employees, and the analysis of enterprise employees' ability advantages and gaps can provide decision-making basis for enterprises to formulate human resources strategic planning.

Find out the key technologies and capabilities that enterprises currently have and need in the future, establish a management system to track the current situation and development of employees' capabilities, make an analysis table of human resources capabilities, and combine technology and capability surveys with human resources systems such as recruitment, training and promotion. It should be noted that the technology and capability survey is not a one-time solution, but a continuous process, and the capability survey should be updated in time to meet the needs of enterprise development.

3. Human resource policy survey. Only when the policy and mechanism problems are solved can the human resource investigation lay a solid foundation for human resource management. Sort out the company's existing human resource management policies, judge the systematicness and effectiveness of human resource management policies, and analyze whether the relevant policies are conducive to the retention and development of existing human resources and whether they can support the realization of organizational strategic objectives. According to the organizational development strategy, the existing human resources policies are sorted out and revised.

4. Investigation on the psychological state of human resources. Personality test and psychological test are important parts of human resources investigation. Predicting employees' behavior is not only beneficial to human resource planning, but also provides reference for organizations to formulate targeted policies and take corresponding management measures. Enterprises should gradually establish employee psychological file system, understand employees' personality characteristics and behavior preferences through scientific means, and formulate reasonable human resource planning and various management systems by observing and studying the correlation between management factors such as employees' personality and turnover rate, so as to guide employees to meet the expected behavior direction of the organization.

Human resources survey methods:

1. data access method. The human resources department is responsible for consulting the company's overall strategic planning data, enterprise organizational structure data, financial budget data, annual planning data of various departments and other related materials. Full-time human resource planner is responsible for sorting out the data of enterprise human resource policy, salary and welfare, training development, performance appraisal, human resource changes and so on. , and extract all the data information related to human resource planning and investigation from the above data, and sort out and compile it.

2. Questionnaire survey method. According to the company's business strategic planning and target requirements and the progress plan of human resources investigation, the human resources department issues relevant questionnaires, which are filled in by all departments within a limited working day, and then recovered. In the process of human resources investigation, all departments should provide relevant information and data to the Human Resources Department in a timely and comprehensive manner according to business needs and actual conditions, and the staff of the Human Resources Department should seriously absorb and accept the information transmitted by all departments.

3. Potential assessment methods. Potential assessment focuses on the relatively stable personality and ability characteristics of employees, which is an important factor affecting personal performance and the basic factor affecting whether the core competence of enterprises is lasting and innovative. The main tools of potential assessment are structured interview, psychological test and situational test.

4. Performance survey method. Through the performance survey, we can not only analyze the comprehensive ability and performance of key talents, but also find the root causes behind poor performance, providing first-hand information for improving human resources policies. To conduct a performance survey, we should not only consult employees' performance files, but also conduct in-depth interviews with their superiors. In addition, in order to grasp the ability of employees more accurately, we can also use 360-degree feedback technology to seek feedback from colleagues or customers and get a lot of valuable information.

Investigation and analysis of human resources;

The report of human resources investigation and analysis is formed on the basis of full analysis of all kinds of information collected, including internal and external information of enterprises, questionnaire information, interview information and related materials. From the functional module of human resources, the investigation and analysis report can include human resources function analysis, corporate culture analysis, organizational structure analysis, personnel quality structure analysis, human resources planning and recruitment analysis, training analysis, target performance analysis, salary analysis, employee motivation analysis, system construction analysis, employee satisfaction analysis and employee expectation analysis.

The analysis after the investigation of human resources is very important, the core of which is to find problems, analyze problems and propose perfect solutions for enterprises. The compilation of investigation and analysis report is a very hard work. On the one hand, a large number of data and materials need to be processed by computer system, on the other hand, investigators should make objective evaluation and put forward overall solutions on this basis. If the analysis is thorough and reasonable, the proposed solution can effectively solve the human resources problems of enterprises and greatly promote the progress of enterprises, otherwise it will be difficult to implement and will be of no help to enterprises. Therefore, most enterprises are willing to seek the cooperation or help of independent consulting institutions when studying and analyzing the current situation of human resource management, and only use some internal information and advantages of this institution, such as the standardization of research project operation, the specialization of researchers, analytical ability, industry experience, computer-aided functions and evaluation criteria of research level. The purpose is to ensure that the whole research results are objective, true and effective.

As the manager of the human resources department of an enterprise, how to conduct effective research and analysis and obtain the breakthrough point of human resources planning and design is the basis and key to do a good job in human resources management.