Human Resource Risks and Countermeasures

2, human resources recruitment risk

3, human resources training risk

4, human resources performance risk

5, human resources compensation risk

6. Human resources and personnel risks

counter-measure

( 1)? Human resources planning

Human resource planning is different from the general daily management of human resources and has obvious periodicity. The enterprise human resource planning has the characteristics of "foresight, foresight and overall situation", and its influence is very significant. If the planning work is not carried out well, it will bring great risks to the human resource management of enterprises.

If the total amount of human resources planning is not enough, it may bring the risk of talent shortage, affect the normal employment demand of enterprises, and then lead to the abnormal operation of enterprises; If the total amount of human resources planning is too large, a large number of new employees will be recruited, which may also lead to excessive staff size and overstaffing, which is equivalent to "talent backlog"; If the structure of human resources planning is unbalanced, there may be too many "raw materials" and too few "raw materials".

(2)? personnel recruitment

Talent recruitment mainly solves the "import" problem of enterprise employees, which is equivalent to the procurement of human resources, a special "raw material". The talents needed by enterprises cannot be "supplied" in time, which is equivalent to the shortage of "raw materials"; If the quality of talents recruited by enterprises is not up to standard, it is equivalent to the quality problem of "raw materials", which in turn affects the final "workshop production".

(3)? employee training

Human resource training is equivalent to polishing and roughing the "blank" to make it more practical, which is also a value-added process. It's hard to say which enterprise can achieve good economic benefits when employees stand still. Without appreciation, people are likely to face "depreciation risk" and "loss risk" Once the core talents are poached by competitors, they will turn into "competitive risks".

(4) Salary and performance management

Different from general resources, human resources have subjective initiative, so salary and performance management are useful. Moreover, compared with the above tasks, if these two tasks are not handled well, they will bring greater and more direct risks, which may lead to "loss risk, competition risk, shortage risk, leakage risk" and even "backlog risk" and "depreciation risk".

Without sufficient incentives, excellent talents may be lost to competitors, which will lead to leaks, competitive risks and shortage of core talents; On the other hand, salary performance work can not reflect fairness and justice, and it may also make employees with poor performance "overstock" in enterprises, and individuals and enterprises "depreciate" together.

(5) personnel management

After the implementation of the new labor contract law, the rights and interests of workers have been better protected, and the related work of enterprise personnel management has been more strictly regulated. At the same time, with the strengthening of workers' awareness of self-protection, the risk of enterprise personnel management has increased significantly.

Extended data

The six modules of human resource management are a summary of the contents covered by enterprise human resource management through module division. Specifically: recruitment and distribution, training and development, performance management, salary and welfare management, human resource planning, and labor relations management.

1. Recruitment and Configuration Management is responsible for planning and summarizing the suitability of recruitment and establishing a talent pool.

2. The Training and Development Management Department is responsible for planning, recording and summarizing the training according to the performance appraisal and other relevant indicators.

3. The performance management class is responsible for formulating performance appraisal standards, summarizing performance appraisal records and constantly improving them.

4. The salary and welfare management class calculates and formulates the salary scheme according to relevant systems and laws, including basic salary and welfare guarantee, and monitors and adjusts at any time.

5. Human Resource Planning and Management According to the development plan of the enterprise, analyze and estimate the future human resource demand and supply of the enterprise, and formulate specific implementation plans for human resource management policies such as personnel education, training, recruitment and selection within the enterprise.

6. Labor relations management includes labor relations and personnel file management. Ensure that the employment system is standardized, handle labor relations well, avoid labor disputes, handle labor disputes well, and minimize its impact. Formulate and implement the employment system and norms, improve the management of labor relations, and establish personnel rules and regulations.

Baidu Encyclopedia-Human Resource Risk