How to manage human resources scientifically and effectively

At present, in the highly competitive commodity society, only when enterprises learn to tap their internal potential through scientific and effective management and obtain economic and social benefits with limited capital investment can they gain advantages in the competition and gain continuous development. "Quality is life, management is soul", and management is the lifeblood of an enterprise's survival and development.

Human resource management is the core of enterprise management and the "top priority" for enterprises to cultivate competitive advantage. In the construction of China's socialist market economy, many principles with practical significance have been summarized, such as: "The competition in modern society is the competition of science and technology, capital and talents"; "The 20th century is the century of talents"; "Respect knowledge, respect talents" and so on. In real life, we often see or hear that someone is unknown or frustrated in the enterprise, but when he changes his working environment, he becomes full of ambition and brilliant. What is the reason? The same person plays different roles in different environments, and the fundamental reason is the different employment system. Nowadays, the economy, science and technology and modern civilization in the United States are highly developed, and the competition among enterprises is also extremely fierce. It is obvious to all that American enterprises attach importance to talents and the competition for human resources caused by it. Therefore, through the research and discussion of efficient human resource management in American enterprises, especially the introduction of the principles and implementation methods of human resource management in many enterprises with strong competitiveness, this paper hopes to have reference value for human resource management in China enterprises. First, daily process management This is the process, which is a series of repetitive and systematic actions or operations; It begins with input and ends with result. When a product or a goal is achieved, it is equivalent to producing a result. 1. The basic contents of daily process management include the following: (1) Select the process with the highest priority. (2) Write the workflow. (3) Establish a daily management system. (4) Implement the daily management system. (5) Check whether the process is stable. (6) Establish standardization. 2. The benefits of daily process management are mainly manifested in the following aspects: (1) Increase the opportunities for colleagues to communicate with each other and make everyone more aware of their work tasks. (2) Employees and their supervisors can quickly know whether the workflow has been improved. (3) The Human Resources Department can conduct on-the-job training for employees on this basis. (4) Apply what the daily management system has learned to other workflows. (5) Find out the key workflow of MBO setting and improve it. (6) Provide improvement basis for the company's quality management team. (7) Help departments to maintain work results. The most important step of daily process management in practical work is to draw the workflow diagram of the highest priority work. According to the development order of the works, briefly describe each event in the process. With such a flowchart, on the one hand, whenever there is a problem, we can systematically analyze it; On the other hand, by describing the workflow in this written way, every colleague who is related to or unrelated to the workflow can clearly understand every step of the work. Especially in the process of making the flow chart, we can better understand the relationship between the company and customers and better understand the needs of customers; Internally, it can avoid repeating steps and reduce the waste of resources. Second, the personal development plan The purpose of the personal development plan is to "prepare for your future in the company". With the change of the world economy, the company's business will also undergo sustained and fundamental changes. In order to adapt to this change in the company, the company needs employees to constantly learn new skills and think about the company's operation with new models. In other words, the personal development plan is the employee's reaction to the changeable future. Personal development plan is an opportunity to help employees find career challenges and realize their personal expertise, so that the quality of employees can meet the requirements of the company. Through the personal development plan, each employee evaluates his current skills, interests and values, and then considers the changing needs of the company, so that his specialty and development direction can meet the changing needs of the company. Every employee needs to set his own goals and discuss a set of practical plans with his supervisor or manager, so as to develop his skills that can be used in many aspects and turn himself into a member of the company's future development. Over time, a continuous personal development plan will help each employee adapt to the work of many departments. Although the personal development plan can provide the job skills that the company needs in the future, it is not a channel for promotion. It provides many opportunities for personal, professional and financial satisfaction, and helps employees to fully prepare themselves when opportunities come. Personal development planning is used to help all employees achieve career planning and development, but when deciding whether it is in line with yourself, you should know where you are now. How will the company develop in the next few years? What will happen to my job in these years? Are these changes challenging your working ability? If you know the future development direction of the company, you can position yourself at an appropriate time; If you are at a crossroads in your career, you can ask, "What shall I do next?" In order to get the answer. Third, the employee's job performance goals and assessment The employee's job performance goals and assessment is a way to combine the company's business plan with the employee's personal work plan. In other words, it is a way to help employees achieve their job performance goals, thus helping the company achieve its goals. The company's business plan reveals the mission and things to be done in the next year. Regional branches assist the headquarters to achieve the sub-goals of the business plan. The chairman and CEO of Coca-Cola Company believes that because a person's values will directly affect his work quality and work experience, it is not enough to only pay attention to the work results, that is, how employees do (work attitude, work methods) and what they want to do (work essentials) are very important. In the specific implementation process, we should not only list the important work items, but also determine with the supervisor how to measure the work performance. Everyone's work performance should be based on the contribution to the company's operation plan and personal work performance, so all job responsibilities should take into account the five elements of "cleverness" and "S"-concrete, indicating specific and clear behavior. "m"-measurable, indicating measurable behavior; "A"-consent, which means that companies and individuals agree with the recognized behavior; "R"-realistic, which means practical and achievable behavior; "T"-time-limited, which means time-sensitive behavior completed before a specific time. The main purpose of employees' job performance goals and assessment is to help employees achieve their work goals and the company's business goals, and it is also one of the factors that determine salary, but not all. How about the salary of employees, we should consider the comparison between the current salary and the salary of colleagues in other similar positions; There is still room for adjustment in the current work. Another reason that affects salary is the company's ability to pay. The company must consider the same industry, labor market and price factors, and decide the salary adjustment budget according to the company's financial situation. In the assessment of employee performance objectives, we should pay attention to the following points: (1) Explain the assessment contents to employees in a comprehensive and detailed way. (2) Explain the function, content, benchmark, scoring method and handling skills of the evaluation in detail. (3) Try to eliminate all kinds of deviations of evaluators (lenient tendency, subjective tendency and one-sided tendency). (4) Review the analysis and balance of evaluation results. (5) Flexible use of evaluation results. As can be seen from the above, employees' job performance objectives and assessment are the bridge between personal development and the company's business plan. Fourth, the role of incentive factors in human resource management "carrots are not always money", and other incentive factors are equally effective in stimulating employees' enthusiasm. Money is an effective incentive. In the process of motivation, money is necessary, but without the cooperation of recognition, participation and communication, money can't make employees happy and maintain high efficiency. Happy employees are productivity, and employees' enthusiasm is productivity. Enthusiasm is a kind of motivation, but it can't be measured. Productivity can be measured by how many tasks are completed. There are many ways to motivate employees. A survey in the United States shows that employee ownership has a positive impact on company performance. In order to reward and encourage capable people, although high salary and capital are essential, employees' ownership of the company can also be considered. If employees themselves are investors in the company, their sense of belonging is bound to be stronger and their decision-making considerations will be more comprehensive. In addition, in terms of management, information sharing and participation in management can also mobilize the enthusiasm of employees. When employees' knowledge level is improved and information technology is popularized, employees' expectations of the company are also improved. At this time, the company's information must be more open. Because increasing transparency will enhance the confidence of employees. Training can not only enable employees to cope with today's work, but also enable employees to have enough equipment to face new responsibilities in the future. At the same time, training also represents the company's attention to employees, and this kind of investment can often mobilize the enthusiasm of employees. In order to motivate employees more effectively, the internal promotion mechanism is the last principle. If there is no internal promotion mechanism, employees will not know the results of their diligence and dedication, nor will they be attractive enough to receive training and improve their technical level. So digging corners to fill high-level vacancies is the main reason for low morale. We should know that outsourcing may not solve the problem, nor may it increase the competitive advantage of enterprises. V. The role of communication in the process of human resource management Communication, whether for conveying information or for praise or criticism, is itself a very important incentive factor. Every day in the American Presidential Steamship Company, every employee relies on effective and accurate communication skills to solve problems, complete work and meet customers' needs. Communication occupies most of our daily work and life, so much so that we take it for granted. At work, you may go to other people's seats to discuss things, make phone calls, send emails, or attend meetings. Communication is the center of every employee's way of doing things, and it is also an important thing to make the whole company an efficient company. Although we often talk about the importance of communication, we seldom consider using effective communication skills and how to improve them. Interpersonal communication is very complicated and will be influenced by culture and even gender. For example, through planning, explain the topic of conversation (orientation), use four skills of mutual encouragement-actively listening, expressing support, soliciting opinions and expressing opinions-and make a summary. These techniques of mutual encouragement are also suitable for challenging situations such as resolving differences and giving feedback. The function of intransitive verb feedback in the process of human resource management feedback does not need to invest money, buy new software, conduct expensive organizational structure analysis or solicit opinions from external experts. What is needed now is a timely and accurate response to this problem. If you don't tell employees whether what they do is good or bad, it's hard to expect them to achieve better results. In this case, it is easy for employees to form their own judgment standards. Some of these standards are right and sometimes they are wrong. Most managers are vague about employees' problems. Due to the lack of feedback, employees certainly don't know how to take the right action without knowing what they really want. Sometimes, feedback is time-consuming, but if this important work is neglected, employees may be at a loss, or tired of coping, or muddle along. At the same time, the company may also face the danger that employees' work does not meet the requirements. When we need feedback, we must first make clear the purpose of feedback. The purpose of feedback should be to help employees achieve better results continuously. To illustrate the problem, we can discuss past mistakes, but after that, we should also tell each other what to do and why. In addition, timely feedback is needed. For better or worse, who can remember the details after six months? We should improve our work at once, not after six months. In the process of feedback, we often make the mistake that feedback is not specific and we can't confuse feedback with "great work" and "excellent work". Where's the good news? Why is it good? Employees need to know exactly what they did right and what they didn't. It is true that people like to listen to words of encouragement, but it is only encouragement, lacking the specific content of continuing to do a good job in the future. "Look, what have you done!" A general criticism, they don't know what they did wrong. How wrong is it? Is it all wet? This general criticism can only make people guess. People's work tends to be better when they are sincerely praised, so look for opportunities to praise and admit excellent work, not just feedback on mistakes. The manager of a department store said, "It is the manager's duty to help employees get good grades. Managers should not only provide the resources needed for the job, but also provide information about the job performance. Think of the employees who report to you as customers and ask yourself: What do they need? " What exactly do employees need and how to meet these needs? If there is a common goal between the company and employees, the whole company can feel that the work is orderly and purposeful, and the common goal can make managers and employees more aware of the company's goals. Once the goal is determined, the management can make decisions according to the requirements of the company and employees. At the same time, once the goal is implemented, the confidence of both the company and the employees will be enhanced. OMNICOMGROUP, an advertising giant, believes that the most attractive thing for a company is a clear goal and a plan to achieve it, while Omni Ken has both. 7. Recruiting strategic talents PobynPetters, the human resource development manager of Microsoft PTYltd.inAustralia, said: "The company's work determines that it needs such a team: it can freely adapt to the situation and establish an organizational structure that is responsible for meeting customer needs. To do this, we must hire the ideal candidates who are most suitable for Microsoft's entire organization, not just considering the specific positions they are assigned. " In order to maintain the extraordinary growth rate, Microsoft must constantly and actively hire high-quality employees. Its recruitment measures include employee recommendation, newspaper and industry advertisement, joint trade conference, campus job fair, online company start page, internship plan and headhunting company. But the reason why Microsoft can stand alone in the industry is not because of these activities, but rather because of the concept of employing people contained in these activities. Its recruitment is not aimed at a certain position, but at the whole enterprise, that is to say, it is necessary to ensure that talents who are suitable for the enterprise for a long time are hired. In fact, judging from last year's performance, Microsoft ranks among the best because it can attract and retain talents. Microsoft attaches great importance to this issue. It is really famous for attracting senior experts to work in Redred, Washington, and it is really second to none in recruiting talents in short supply.