Thoughts on reading a master's degree in talent management

Model essay 1 employees are the cornerstone of the survival and development of enterprises, and the problems of enterprises can generally be attributed to human problems. How to get excellent employees often becomes the biggest problem that puzzles managers. The organization and development of human resources is the key to solve this problem.

1. Hire employees 1. Not all high-quality talents are needed from the beginning of demand. Every enterprise must first understand its own needs. We have also made similar mistakes, recruiting employees at will, storing and accumulating employees as value-added resources, and even attending various talent meetings for a while and recruiting through various channels. But then I met a problem, that is, I lost the standard. Because there is no exact demand plan and the recruitment target is not clear, it is undoubtedly a very blind and dangerous thing to test only by quality. We once selected at least 10 people who were considered to be high-quality at a job fair, but because the company did not provide these people with exact projects, these people finally had nothing to do, and what is even more frightening is that this phenomenon continued to the old employees. It makes them feel very uneasy and objectively plays a negative role. Finally, after the decision was proved to be wrong, the price was that all the recruited personnel left within two months. So it is emphasized here that not every high-level and high-quality talent is suitable for your company, and you don't have to find such people to replace or threaten your existing employees. See clearly your needs and find the one that suits you. Don't make similar mistakes, or you will worry about things like "chicken ribs".

2. Go there to recruit

At present, there are many channels for recruiting employees, and we usually adopt several:

1) Newspapers, television and newspapers are traditional media, which not only have a wide audience, but also are the main sources of information for job seekers, so the arrival rate is very high. However, the disadvantage of this form is its wide coverage. You must face a large number of job seekers and be patient enough to check posts, fill out forms, interview or even be exhausted, risk thousands of miles away and throw a large roll of application materials into the shredder, or choose to be a crazy blogger. Of course, if your purpose is to find popular candidates and you need a considerable number, newspapers and TV are definitely good choices.

2) Supply and demand meetings Now there are professional talent markets everywhere, and supply and demand meetings are held regularly. The advantage of this form is strong pertinence, the demander and supplier can meet directly, and the first screening inspection pass is set up, which improves the efficiency. But the obvious disadvantage of this form is that you have to face many people who are eager to find a job, and these people are often mixed, and there are usually more fish than dragons! You need a pair of discerning eyes (preferably from the Monkey King) to see your future employees at a glance in the crowd. There is also a risk that you have to watch more than a dozen resumes send materials by themselves, which often produces a "Matthew effect", that is, the more the less. Good units can get more choices, and poor units will inevitably be left out in front of the door, or people they like will be beaten to death, so there is no way to complain. Two-way choice is really exciting.

3) Online Recruitment For professional and technical personnel, online recruitment is undoubtedly a wise choice for two reasons. First, people who have access to the Internet generally have relatively high personal qualities and skills to adapt to the trend of today's society (of course, it cannot be generalized). Second, it shows the strength and broad vision of the recruiting unit. Companies that can take online recruitment have often surpassed traditional enterprises in concept, which is very suitable for the tastes of modern people, especially young people. Generally speaking, the hit rate is very high. In the initial contact, email and telephone communication can be used. See you if you agree. There is no need to say goodbye. After the interview is inappropriate, there is no need to bother to find some euphemisms that don't hurt the other person's self-esteem but can clearly express negation. This is really easy.

4) Friends introduced that this is the oldest headhunting method, but it is also the most effective shortcut. There is no emotional temptation, and there is no need for hard running-in. Your goal is there. What you have done is simple negotiation. Your understanding of skills and personality makes you as simple as one word: treatment. But avoid "a rising tide lifts all boats". While digging people, their employees often face the possibility of being dug. Under the bidding of 5000 and 6000, the cost often soars, and the old employees are more and more dissatisfied. Therefore, digging people is a double-edged sword, and how to use it skillfully is a problem that experts must face.

In the organization of human resources, a reasonable combination is also very important. Due to the strong mobility of personnel at present, it is very necessary to make some stepped combinations in order to ensure a stable workforce. For professionals, excellent professionals generally have strong personalities, which are very difficult to manage and have many uncertainties. Therefore, in addition to their stable work, they should also work hard on other staffing. If you cooperate with some people with poor professional level to achieve the role of training and learning, you can also recruit some fresh graduates. Although there is no strong professional ability and practical experience, the quality is high, there is room for improvement, and the price is particularly good. Training by the company itself is very cost-effective. The combination of the above personnel can basically keep the whole team at a high level, with strong learning ability and stable development.

Human resource management is to construct the relevant systems of the company, make the personnel management of the enterprise systematic, standardized, scientific and standardized, assist the senior leaders of the company to properly handle affairs, encourage the retention and development of talents, and form the supporting force of the company in human resource reserve and appointment.

I think we should do a good job in human resources from the following aspects.

First, corporate culture

Corporate culture is a part of company strategy, and organizational strategy determines corporate culture. Before determining the organizational culture, we must first study the company's strategy.

The construction of corporate culture can not be separated from the cultivation of employees' team emotion and professionalism. Let employees understand that personal interests are realized through the creation of enterprise value, and let employees give full play to their work enthusiasm and strive to create value for the company. As the human resources personnel of the company, we should first set an example in this respect and infect colleagues around us through our own actions. If we are frugal, others will be frugal.

It is necessary to instill the company's strategic objectives, corporate culture and related management systems into employees' minds and reflect them in action. This requires arranging relevant training and strengthening employees' awareness in this respect.

The environment is constantly changing, so if we want the company to survive, we must ensure the stability of the company's corporate culture and management system in a certain period of time, and at the same time, we must check for leaks and make corresponding adjustments.

Second, the enterprise human resource management system

Enterprise human resource management involves a wide range of contents. This paper focuses on recruitment, training management, performance appraisal and salary and welfare.

1. Recruitment:

When recruiting employees, we should follow the principle of recruiting people who are most suitable for the company and work, not the best people. For example, it is enough to recruit an ordinary office manager with a college degree, who can be serious and responsible for the work, better complete the tasks assigned by the company and leaders, effectively assume responsibilities, and supervise the daily use of office supplies and equipment. There is no need to find another talent with a bachelor's degree or even a graduate degree. First, people with a high degree of education may not be able to do these things well. Second, people with a high degree of education may have higher requirements for wages and salaries, and at the same time, they will increase the company's expenses invisibly.

Before recruitment, we should make full preparations and design the recruitment process to ensure that recruiters at all levels say the same thing, otherwise it will give candidates a sense of disorder. It is also necessary to carefully design recruitment methods and questions, which is the most important way for companies to understand candidates. Different recruitment channels have different adaptive groups, so we should also choose recruitment channels. Only in this way can we select the most suitable employees for the company's vacant positions and reduce the company's energy and cost investment.

2. Training management:

The training aims at strengthening personnel management, improving the quality of employees and enhancing cohesion. Training is not just the job of human resources department. The human resources department is responsible for the macro training of the company's personnel and administrative system, and other departments are responsible for the training of their own operational skills. In order to better get in touch with and master new things and accept new management concepts and operational skills, the company should arrange external training as a welfare investment for employees when the financial situation allows and normal production and operation are guaranteed. For example, Yucheng Property Company arranges the backbone of each department to carry out external training of property professional knowledge and skills, so as to strengthen employees' professional sentiment, let employees accept new management concepts, and compare the shortcomings and management loopholes of the company's existing management system, thereby improving the company's service quality and enhancing market competitiveness.

3. Performance evaluation:

Performance appraisal can be said to be a hot topic of companies in various industries at present, and it is regarded as the focus of human resource management. However, performance appraisal is a double-edged sword. In the performance appraisal, there will always be an embarrassing situation in which people are not as famous as others.

Before the implementation of the performance appraisal system, we should make full preparations and make detailed provisions on the purpose, procedures, standards, rewards and punishments, performance feedback interviews, etc. In addition, before large-scale implementation, we can try it out on a small scale to test its effect. The most important difficulty of performance appraisal is how to change performance appraisal from a task to a method to improve personal performance and company management. In order to ensure the smooth progress of enterprise performance appraisal, all departments of the enterprise must change their concepts, clarify their roles and take their positions; At the same time, it is also inseparable from the strong support of the company's top management.

3. Salary and welfare management

Salary reflects the labor value of employees in the company and the company's recognition of positions and employees.

Each company's salary system has its own characteristics, which mainly depends on the company's value orientation. For example, if the company pays attention to competition, then it is not necessary to adopt the salary gap of Datong employees; If we pay attention to teamwork spirit and adopt the same salary for employees at the same level, but in order to stimulate the enthusiasm of employees, we can still appropriately widen the salary gap.

Giving employees proper welfare benefits can increase their sense of belonging and reduce the possibility of employee mobility in the company. This not only reflects the company's concern for employees, but also stimulates the enthusiasm of employees.

Third, the working procedure:

1. Check the existing human resources.

(1) Register personal information of employees, including natural conditions, work experience, education and training records, etc. Register and update in time, and dynamically grasp the personal information of company employees.

(2) According to the personnel management information system, check the quantity, quality, structure and distribution of existing human resources.

2. Forecast the supply of manpower demand.

(1) demand forecast: collect all kinds of data that affect the forecast target, including the development level and trend of the industry, the development strategy of the enterprise, the current and future operation and production situation, and the human resource management of the enterprise, etc. Fully consider the influence of market demand, product and service requirements, technological and organizational structure innovation, education and training on the quantity, quality and composition of personnel demand; Forecast the demand of human resources in quantity, quality, structure and distribution.

(2) Supply forecast: analyze and determine the demand for the number, quality, structure and distribution of existing positions of project managers, professional and technical personnel, management personnel, special (key) positions, technical personnel and other companies, and predict the satisfaction degree of existing human resources; On the external manpower supply, it is a forecast of the talent output of colleges and universities and the distribution of talents in the market.

Four, as a human resources practitioner should have the knowledge, skills, attitudes, tasks, behaviors, output and other qualities, through their own practical actions to influence others, can promote the implementation of the system, assist managers to put employees into work, implement policies.

Through studying, visiting and thinking, we can see the potential of talent work in * county, as well as the difficulties and problems it faces. I believe that the key to the development of a place lies in people, and talents are the first resource. Under the new economic normal, to realize the leap-forward development, transformation development and scientific development of * county, we need to focus on the following aspects:

First, based on seeking truth and being pragmatic, we strive to make a breakthrough in the innovation of talent working mechanism. We will improve the system and mechanism of talent work, issue the "Implementation Measures for the Introduction Plan of High-level Innovative and Entrepreneurial Talents in * County" as soon as possible, increase investment in project funds, strengthen financial and scientific support, and improve life service guarantee. Actively create a working environment that encourages innovation and tolerates failure, a living environment with appropriate treatment and no worries, an open, equal and orderly competitive institutional environment, and lead the whole society to attach importance to talent work.

Support the development of talents, and strive to form a vivid situation in which talents come forth in large numbers and give full play to their talents. Encourage all departments, enterprises and institutions in the county to firmly establish talents? The first resource? We will constantly enhance our sense of responsibility, urgency and mission in doing a good job in talent work under the new situation, and firmly grasp the three key links of talent introduction, training and use to speed up the progress? Strong county with talents? Strategy.

Keep up with the development of the industry and strive for a breakthrough in the introduction of high-level talents. Focusing on advantageous industries such as aluminum processing, coal salt chemical industry, agricultural products processing and efficient agriculture, and emerging industries such as biotechnology, new materials, new energy, new medicine, electronic information and modern service industry, we will focus on introducing high-level innovative and entrepreneurial talents. Insist? Double action linkage? Combine the introduction of talents with the introduction of projects, plan the introduction of talents in attracting investment, and introduce talents at the same time as introducing projects; Combine talent introduction with intelligence introduction to realize the benign interaction between talent attraction, achievement transformation and industrial development.

Enlarge the incubation effect of county high-tech innovation service center and provincial high-tech business incubator, and play an active role in introducing and cultivating bio-industry, adjusting industrial structure, promoting the introduction of high-end talents and promoting the industrialization of high-tech achievements. Dig deep into the high-quality resources behind the eighth batch of provincial science and technology mayors' groups, establish a long-term cooperation mechanism in Industry-University-Research, give full play to the role of bridges, closely combine the intellectual advantages, scientific and technological achievements and information resources of dispatched units with local economic development, and promote extensive and in-depth cooperation between dispatched units and local and enterprises in Industry-University-Research. Development? Entrepreneur quality improvement project? . In order to strengthen entrepreneurs' innovative consciousness, cultivate entrepreneurship, and build outstanding entrepreneurs and occupations with strong modern enterprise management ability, grasp the laws of market economy and be familiar with international economy and law.

The management team, taking the heads of high-growth innovative enterprises in our county as the training object, held a training course for innovative entrepreneurs (Tsinghua University), and invited well-known experts and corporate executives to hold special lectures in Pepe.

In order to realize the docking of industrial projects in our county with high-end talents at home and abroad, promote the implementation of the two-wheel drive strategy of science and technology and talents in * county, and promote the joint declaration of scientific and technological talents projects and the innovation and entrepreneurship of expert talents, the county talent office made careful preparations and arrangements in the second half of the year? Leading talents? * county boundaries,? How about the hometown trip of 100 high-level talents in Peiji? 、? Universities introduce talents? Three key activities. Invite overseas high-level talents to return to China to start businesses, lead growth enterprises to organize talent matching and exchange meetings in well-known domestic universities, publicize and promote the policies of economic and social development and talent introduction in * county, and promote exchanges and cooperation between entrepreneurs in * county and high-level talents at home and abroad. Strive to improve the combination of talents and industry and the quality of project signing, and implement it in every signed project? Follow-up questions , and effectively improve the performance rate and success rate of the project. At the same time, do a good job in talent reserve and train them to reach provinces and cities? Double creation plan? Declaration standard.

Tsinghua University is rigorous in his studies and has a strong style of study. I deeply feel the unique spiritual charm of Shui Mu and Tsinghua. Whether sitting in a quiet classroom or walking on a beautiful campus, Tsinghua culture and Tsinghua spirit are permeated and reflected everywhere; Whether listening to professors or students in Lu Yu, it reflects Tsinghua people's rigorous and meticulous academic spirit. ? Self-improvement and virtue? Centennial school motto? Actions speak louder than words? Tsinghua school spirit and? Rigorous, diligent, realistic and innovative? Style of study and? Patriotism, hard work, pursuit and perfection? Tsinghua spirit gives people the shock of the mind, the strength of action and the courage to move forward.

And confidence in success. Not only inspired generation after generation? Tsinghua people? Becoming a pillar of the country and an outstanding person in society has also prompted us to take this training as an opportunity to apply what we have learned to official entrepreneurship, better practice the spirit of Tsinghua, and promote the leap-forward development, scientific development, pragmatism, dedication and innovation of * County.

In short, I learned a lot and gained a lot from studying in Tsinghua this time. I will take studying in Tsinghua as a new starting point, study hard with a brand-new mental outlook, and bring the spirit of Tsinghua to my future work, so that I can really learn effectively and apply what I have learned.

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