Human resources work ideas

Human resources work ideas

Introduction: The management of the human resources value chain is the core of human resources management. That is: value creation, value evaluation, and value distribution of human resources in the enterprise. The following are the human resources work ideas I brought to you, I hope it will be helpful to you.

The major modules of human resources management work complement each other and influence each other. In order to strengthen the planning and execution of the company's human resources work, it is necessary to strengthen and improve the construction of each module to form a complete and systematic human resources management system: < /p>

(1) Improve the company's organizational structure

The construction of the company's organizational structure determines the development direction of the company, so the improvement of the company's organizational structure must first be completed. Determine and distinguish the rights and responsibilities of each functional department, make each department's responsibilities and rights clear, and let employees clearly know their job responsibilities, work content, work authority, working conditions, necessary job skills, and reporting and reporting related to related positions. Responsible relationships, etc., truly achieve the scientific application of the organizational structure, and ensure that the company's operations develop well and standardized within the existing organizational structure.

(2) Conduct a job analysis of each position in the company and improve the job descriptions of each position

After the organizational structure adjustment is determined, a job analysis and formulation of the positions should be carried out Job descriptions, and job descriptions and descriptions are not something that the human resources department can think through, but need to be analyzed and agreed upon in collaboration with the managers of each department. The process of job analysis is a process of comprehensive evaluation of work. First of all, the focus of job analysis is to clearly understand the content, responsibilities and qualifications of each position (especially the level of ability and knowledge structure); and the responsibilities of each position. Size, difficulty, complexity, decision-making level, ability level and work environment pressure, etc. The second step is to improve the writing of job descriptions, conduct overall statistics, review, and evaluation of questionnaires and interview results from various departments, and formulate standards and frameworks for writing job descriptions. The third step is to summarize the modifications and confirm the implementation. If necessary, individual corrections and adjustments should be made, and finally it is issued and implemented. In addition, as the nature of work, tasks, etc. change, the work description should be modified in a timely manner to ensure its strong applicability. At the same time, the revised job description should be archived in the company's human resources department and posted on the wall at the work location of each position.

(3) Human resources recruitment and allocation

Talent demand and recruitment work run through every stage of the company's development. Only by improving recruitment efficiency and supplying talents for the company in a timely manner can we ensure and ensure Promote rapid business progress. Recruitment, on the surface, is one of the responsibilities of the human resources department, but in fact, it is an all-round job that integrates the strengths of the employment department and the human resources department. To improve recruitment efficiency, the harmony and unity of the two must be achieved:

1. During the recruitment process, the employing department needs to have clear employment needs

When the personnel department determines the recruiters, What conditions are required of this person, what kind of potential is given priority, what kind of work is currently undertaken by the person in this position, in what direction can it be further trained, what position is it in the organization, and the current complete work What the arrangements are, etc., all help in finding the right person. Only by knowing what you are looking for can you tell whether the person you find meets this requirement and ensure the effectiveness of recruitment.

2. Timely communication of information

The employing department and the personnel department will conduct preliminary and re-examination processes for new employees to examine their basic qualities and business abilities. Whether it can adapt to the company's development to improve the effectiveness of recruitment.

3. In order to ensure the timely and effective recruitment of the company, the personnel department needs to flexibly adopt various recruitment methods: online recruitment, media advertising recruitment, on-site recruitment fairs, internal recruitment, employee recommendation, etc.

(4) Rational salary management

For a company, if the salary standard is properly formulated, it can retain talents and effectively improve the strength and competitiveness of the company. It will bring crisis to the enterprise and distract people. Therefore, it is also the main task of the human resources department to continuously adjust and improve the company's salary system.

It is recommended that the salary system be made transparent, open and fair, and a people-oriented salary method should be established. First, employees should be regarded as partners in the company's operations, and a salary system should be established where employees and the company both prosper and suffer, and then increase employee benefits and rewards. The proportions give it a strong sense of belonging. Establish a mid- to long-term remuneration plan that considers the remuneration of core employees. Core employees are the main creators of corporate value. Effectively stimulating the morale of key employees and motivating them to maintain optimal performance are key to the development of the enterprise. Many companies now implement employee stock ownership plans based on this consideration. The human resources department must adhere to the principle of "reflecting fairness internally and being competitive externally", actively publicize salary incentives, eliminate dissatisfaction, and provide appropriate guidance in the development process of the company so that employees can identify and implement the company's policies. Salary system, constantly discover problems and gradually standardize salary management.

(5) Employee benefits and incentives

The company needs to set up some welfare projects and formulate incentive policies. Since the formulation of welfare and incentive policies requires the company to provide corresponding material resources, specific benefits All incentive projects need to be finalized by the company's decision-makers. Once the welfare and incentive policies are determined, the HR department is responsible for their implementation.

(6) Improvement and operation of the performance appraisal system

The target management and performance appraisal implemented by many companies are quite formal to a certain extent and have not been implemented in practice. Therefore, It is necessary to improve the performance evaluation system and implement effective supervision to achieve the desired effect of performance evaluation and achieve the fundamental purpose of implementing performance evaluation. The fundamental purpose of performance appraisal is not to punish employees who have not completed their work or do not perform their duties, but to effectively motivate employees to continuously improve their working methods, establish a fair competition mechanism, improve work efficiency, and cultivate employees' personal awareness and sense of responsibility in their work. Find shortcomings in work in a timely manner and make adjustments and improvements to promote the development of the enterprise. The human resources department needs to improve the company's performance evaluation system, establish a scientific, reasonable, fair and effective performance evaluation system, and continuously supervise its implementation and operation. The performance appraisal objects are divided into two parts. The first is departmental appraisal, which is scored in the form of scores. The appraisal will be carried out throughout the year and combined with the year-end appraisal. The other is personal assessment, which will mainly assess all personnel at work (senior management is no exception). All assessments will be divided into monthly assessments, which will run throughout the year. Assessments will be based on employees' personal work goals, work performance, etc.

(7) Employee training and development

First of all, the training system and plan must be improved. Training is a welfare benefit for employees, and it is also the responsibility of enterprises to cultivate talents. Giving employees room for growth and opportunities for development is an important manifestation of enterprises tapping their employees' potential and meeting their needs. By improving the "Training Management System", the company's annual training plan is established based on the training needs of each department and the overall needs of the company. The training forms generally adopted by the company include: online training; external lecturers come to the enterprise to teach; sending personnel who need training to study externally; selecting internal managers to train the work skills of the department; purchasing advanced management science VCDs, books and other materials to organize internal training; Strive for rotational training for employees with promising development prospects; training with the old to lead the new; employee self-training (reading books, work summaries, etc.), etc. The training content is determined according to the needs of each department and the company's development needs.

(8) Personnel mobility and labor relations

Moderate employee mobility is an important way to maintain the replacement of the personnel system. If the turnover rate is too small, the company will not get fresh blood and affect the company's vitality. But excessive mobility, especially outward mobility, is a huge loss to an enterprise. This will not only increase the company's training and development costs, but also interfere with the progress of business development and seriously affect employee morale and emotions. Companies should determine appropriate employee turnover rates based on their specific circumstances. By improving various labor contracts, including confidentiality contracts, we can effectively control the flow of personnel and further standardize the management of personnel recruitment. Strictly review the qualifications of prospective employees, not only to assess personal work ability, but also to conduct a comprehensive examination of loyalty, integrity, qualifications, and conduct. The human resources department must also promptly grasp the ideological trends of employees, do a good job in employee ideological work, and effectively prevent the abnormal flow of employees.

(9) Establish a people-oriented corporate culture

First, we must create an atmosphere of mutual respect and mutual trust and maintain healthy labor relations; secondly, we must maintain communication channels between employees and managers To ensure smooth communication, the HR department needs to strengthen communication with employees. Communication is mainly carried out when employees are promoted, transferred, resigned, studying, salary increases, performance appraisals or other times when their thoughts fluctuate due to work or private matters. In normal times, targeted communication with employees can also be carried out. When necessary, feedback should be provided in a timely manner to the department manager or general manager where the employee works, so that the work can be done in a targeted manner according to the employee's ideological status. In addition, every link such as daily management, supervision, and assessment should be strengthened to improve the company's administrative efficiency and service level. Satisfy customers and employees. The HR department needs to make every effort to shape the corporate culture, improve the "Employee Handbook", and add corporate philosophy, corporate spirit, brief history of corporate development, corporate purpose, corporate goals and other contents and management systems into the "Employee Handbook". This work is a long and continuous process, which requires middle-level and senior leaders to actively participate in the work of establishing corporate culture and jointly create a corporate culture with core competitiveness.

(10) Improvement and implementation of various systems

The smooth and smooth operation of the company's work requires the support of a sound and complete system. Of course, the system cannot only be popular, but must be strict. Comply with the implementation and vigorously promote the behavior habits of various departments and employees. To achieve rigid implementation of the system, managers must first make unremitting efforts. The implementation of the policy must be consistently adhered to, and it must not start and end; there must be arrangements and inspections in the work, and the inspection work must not be tight in front and loose in the back. If an enterprise wants to strengthen its execution capabilities, it must attract the attention of managers when each system plan is introduced. In all aspects that involve managers, they must take the lead in demonstrating and setting an example.

In short, human resources work has a long way to go and requires unremitting efforts, constant updating, revision and improvement, so as to support the integration, coordination, development, stimulation and promotion of enterprise development.

;