How to gather resources and realize the effective combination of personal development and organizational development?

The highest level of human resources development and management is not the boss with strategic planning, nor the excellent first-class employees, but the fit between individuals and organizations within the enterprise. This is also a supreme realm pursued by modern enterprise human resources development managers. Although the fit between individuals and organizations is the highest realm, it is not difficult to reach this realm as long as enterprises achieve tacit cooperation from all aspects.

Personal and organizational fit in selection and recruitment

In the selection and recruitment, the key point of the matching between individuals and organizations is the overall evaluation of people. Putting the selection process of personnel in the process of full interaction between people and organizations, finding employees who agree with the company's values and overall goals is at least integrated with the corporate culture of < span id = link3class = intellitext link, which can communicate with organizations and keep the fit between individuals and work in the dynamic changes of the company. First of all, we should train recruiters. The accuracy of recruiters' perception of the main characteristics of their own organizations and the characteristics of candidates needs to be improved. Including the ability to master and express the core part of organizational culture, the applicant must be very strong, so that the applicant can obtain the main information of the organization in a short time and establish a preliminary perceptual judgment that fits the organization.

At the same time, recruiters should also learn to use evaluation methods such as individual values outline personality test to correctly understand and reflect the fit between candidates and organizational characteristics, so as to achieve the expected effect of organizational recruitment. In the evaluation method of candidates, different evaluation methods are adopted for different positions to objectively reflect the specific abilities closely related to the work and be effective in enterprises. At the same time, according to the change of post, the evaluation method can be changed flexibly. Of course, exams can't be regarded as the only way, such as interviews and real work rehearsals can be used as supplements. Enterprises truly introduce the relevant information of enterprises to candidates, and candidates truly show their strengths and weaknesses. At the same time, the excitement and enthusiasm will not be diluted too quickly in the adjustment process of employees entering the enterprise and reaching normal working conditions. In order to make personal understanding and evaluation develop in the direction expected by the organization, arrange a middle-level employee related to the position of the new employee to participate in the interview group. He and the new employee will revise and maintain the establishment of fit in time through negotiation and consultation, so that the fit that has been formed between the individual and the organization will be clearer and more reasonable, the adaptation stage of the employee will be shortened, and the employee will enter the normal working state as soon as possible.

Personal and organizational fit in the training process

The training of the whole organization can be designed by individuals or organizations. The training content should be closely related to the business development direction of the enterprise, and others should be closely related to the work that employees are engaged in or will be engaged in. Analyze and determine the demand from the overall development of the enterprise, and analyze the ideal job of employees at the same time.

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Matching between individuals and organizations under incentive mechanism

For retaining core talents and improving enterprise performance, an all-round incentive mechanism is undoubtedly a perfect and good method. As far as the incentive mechanism is concerned, if individuals and organizations can reach an agreement, this enterprise will certainly reach the highest level of incentive mechanism. This principle is that it must be guided by the value of employees. In addition to systematic design as a whole, we should also unify various incentive schemes for organizational members and provide personalized human resources solutions according to the needs of different employees. For example, enterprises should consider implementing buffet welfare plans to meet the needs of different employees at different stages and levels; Timely publish the promotion plan for employees in the enterprise formulated by the organization, inform each employee of the realistic prospect of promotion in detail, and ensure that the promotion of employees in the organization can achieve greater incentive effect; Establish a reasonable post design and division of labor, and

Personal and organizational matching under the career development of employees

Personal career development and organizational development is a dynamic and continuous process. Career development is a dynamic process of finding a balance point-the balance point is broken-re-selection-finding a new balance point. The career development of individuals and organizations is to help employees to carry out career-related activities such as personal development planning, so as to maximize their potential, meet the professional needs of enterprises and achieve a win-win situation. Enterprises should systematically consider employees' career design, combine employees' career planning with the development track of enterprises and related functions of human resources, and combine employees' needs with those of enterprises by using systematic methods according to organizational characteristics. Enterprises must adjust and innovate at any time according to changes in environmental conditions, tasks, objectives, staff quality and requirements; When designing the development track, we should fully consider the development of enterprises and the development of employees. It is necessary to implement the multi-track system of career development and have certain flexibility to meet the needs of employees; Enterprises should provide timely consultation in all aspects of employees' career planning. Through heart-to-heart, help employees sum up their past work and present work, evaluate various work achievements and abilities, discuss their own wishes and potentials, and discuss career changes, modifications and other development plans. On the premise of ensuring the basic combination, such as internal job vacancy release and lateral flow, retirement preparation plan and formal education and training, then, with the increase of employee participation, we will further adopt the activities of active planning combination and active management combination. For example, the establishment of evaluation center, formal special counseling, vocational workshops, focusing on understanding employees and their development prospects, and clarifying how the organization's career system works. Enterprises use active planning portfolio activities to try to turn information into action through the specific plans of employees' career and succession planning. At this time, employees feel that the enterprise has given the highest attention to their career. At this time, organizations and individuals have reached the best fit in their careers, and both organizations and individuals have benefited from it. In this process, the participation of human resources departments and front-line managers should be considered to make practical activities operate more effectively.

Personal and organizational matching in employee relations

In employee relations, the relationship between employees and organizations attaches great importance to communication. Effective communication can improve employee satisfaction and support the realization of organizational goals. Through good communication, individuals and organizations can better understand each other's expectations and obligations, and constantly make corrections and adjustments according to the changes of both parties' expectations, so that employees can be respected, increase their self-confidence, and many problems of the organization can be solved. At the same time, solve the problem of vertical communication, implement "walking management", understand the real working state and psychological state of employees, adjust management strategies in time, and keep fit in a targeted manner. Line managers and human resources managers lead the establishment of employee relations. Line managers should spend time and energy to get to know their employees and understand their interests, concerns and needs. This is based on employees' trust and respect for line managers; Human resource managers play the role of a bridge between managers and employees, helping line managers get to know employees better. Only by fully respecting, cherishing and listening to the emotional demands and wishes of the members of the organization can managers help the members of the organization maintain a solid psychological connection, give play to the potential of organizational mobilization, and enable each member to continue to work enthusiastically and fully.

In order to meet the expectations of the members of the organization for the correct behavior of leaders, it should be emphasized that everyone should have the spirit of self-dedication, consciously follow the organization's code of conduct to participate in the activities of the whole organization, so that the individual's value orientation can be reasonably coordinated with the conditions of activities, so as to give full play to everyone's effective induction ability and arouse their enthusiasm for work. In any case, the important purpose of manager motivation is to positively influence each member's work achievement and job satisfaction. Job satisfaction, in turn, will promote everyone to improve their work efficiency and actively strengthen their work enthusiasm in the incentive factors. By using the motivation and incentive mechanism to maintain internal activities, an organization can improve the psychological coordination ability of leaders and leaders and their ability to adapt to the organizational environment, which can achieve the best combination of people and things and promote the organic unity of work efficiency and organizational order.

Creating the fit between individual and organization in enterprise culture

The corporate culture that individuals and organizations fit together is not only recognized by employees, but also a culture that can reflect the core competitiveness of enterprises. Its focus is to form the enterprise values that employees believe in, the organizations that employees trust, and the occupations that employees yearn for. Based on the theory of fit between individual and organization, a questionnaire is designed to roughly measure the corporate culture recognized by employees, and enterprises refine advanced concepts according to their own characteristics to form core corporate culture. Let employees participate in the design of corporate culture, the refinement of corporate spirit, business philosophy and core values; Employees can become disseminators of corporate culture and form a widely recognized corporate culture inside and outside the enterprise. Establish organizations with learning motivation, strengthen the function of corporate culture, improve the understanding and cognition of organizations and individuals on corporate culture, and strive to integrate the good wishes of employees into the development goals of enterprises. The construction of corporate culture in which individuals and organizations fit together requires enterprise managers to provide good institutional guarantee, effective mechanism, correct policies and relaxed working atmosphere for employees' ability. The purpose is to establish an enterprise economic system and operating mechanism with capacity development as the process; Strive for every employee to play their own ability as the main goal of their value pursuit, and actively work hard for this. In this culture, the desires of managers and employees are the same, so that the business philosophy can be implemented, the goals can be achieved, and the fit between individuals and organizations can be realized. Enterprises can achieve and maintain a dynamic and balanced fit with employees, then the fit between organizations and individuals will be more distinct.

The goal of modern human resource management activities is to realize the independent and dynamic development of human resources by establishing the matching between individuals and organizations. Corporate culture based on the fit between individuals and organizations is an effective incentive resource for personal non-material needs, which can not only attract a large number of outstanding talents in the market, but also increase personal utility, fully meet the needs of individuals and enterprises, form employees' sense of stability and honor, and reduce turnover rate.

The application of enterprise human resource management in which individuals and organizations fit together is a complex and comprehensive problem. The fit between individual and organization is not constant, but will change with the change of organizational environment and social environment. Therefore, the fit between individuals and organizations requires enterprise managers and human resources workers to evaluate the fit between individuals and organizations with a developmental and open eye, formulate human resources management methods that adapt to change and development, and change human resources management methods according to change and development.