How to realize resource allocation in enterprises

With the development of China's economy, the traditional human resource management model in the planned economy era has not adapted to the development of enterprises. Facing the new situation, how to change the allocation of human resources in large state-owned enterprises has become a major problem facing enterprises at present. Through the analysis of the present situation of human resources allocation in Chinese enterprises, this paper probes into the rational allocation and management system of human resources, and puts forward some suggestions on the optimal allocation of human resources.

Change ideas and increase investment in human capital

It is necessary to increase enterprise capital investment, match enterprise development planning with human resources development planning, and take talent training as an important indicator of enterprise leadership performance assessment. For senior managers, it is necessary to carry out continuous teaching so that they can master market economy theory and modern enterprise management knowledge. On-the-job training should be given to ordinary employees, so as to improve their enthusiasm and creativity and improve their comprehensive quality.

Shaping corporate culture

The inheritance of cultural traditions should be based on a new foundation, endowed with new cultural connotations according to the changes of the times, and the original culture should be transformed. Due to the influence of different cultures and levels, it takes a long time to be subtle. It requires employees to have the courage to face up to the suffering of self-denial, the ability to distinguish right from wrong, and the psychological preparation for setbacks and failures. Building enterprise culture, strengthening the education of employees' ideal confidence, outlook on life and professional ethics, instilling enterprise values into employees' thoughts and actions, transforming them into employee values, forming enterprise group energy, and becoming an invisible force to enhance enterprise development.

Put the right person in the right place.

The premise of rational allocation is a comprehensive and detailed job analysis of the positions set, which is an important basic work of human resource management. Through job analysis, we can test the rationality of post setting and make clear the tasks, responsibilities and qualities (teaching background, experience and professional knowledge, etc.). It is believed that each post must perform its own duties and provide objective basis for reasonable staffing. With a clear job description, not only can the ability, morality and psychological quality of specific personnel be assessed and evaluated, but also the personnel who perform their duties can be made clear about their work tasks and responsibilities. If the description lines of positions, tasks and responsibilities are thick and not detailed according to the requirements of job analysis, resulting in incorrect positions and unclear responsibilities, then there will be "overqualified" and "overqualified", some employees are dissatisfied with their jobs, while others are powerless; Or employees' requirements for work should be vague, and the work fails to cover all elements, which is inefficient; Or there are some overlapping tasks between posts, and the connection is not smooth. Many people are in charge of something, but many things that will happen randomly are ignored. The existence of these problems will directly affect the enthusiasm of employees and reduce work efficiency. Therefore, the human resources department should not only conduct job analysis through in-depth investigation, prepare job descriptions, and select people according to their posts, but also conduct comprehensive assessment and evaluation on employees' work stories, work attitudes, work ability and personality on a regular basis to understand employees' adaptability to the current posts, and at the same time test the effectiveness of enterprises in post setting and staffing. After problems arise, we should carefully analyze, actively adjust and improve, and strive to make the best use of people.

Establish a scientific performance appraisal system and a long-term effective incentive mechanism.

In the content and method of assessment, appropriate assessment methods can be adopted according to the current situation of enterprises, such as target assessment, key performance indicators assessment, stable scorecard and other means. Enterprises should take effective incentive measures for all kinds of employees according to their own characteristics and local conditions. In addition to retaining employees through treatment, enterprises can also build a long-term and effective incentive mechanism for employees with different needs by means of trust incentive, work incentive, knowledge incentive, emotional incentive, goal incentive, honor incentive and action incentive.

Make a long-term human resource management plan

In order to achieve harmonious development, enterprises must have a sense of being ahead in human resource management, and scientific prediction and reasonable long-term planning are the key. In the development and management of human resources in enterprises, we should not only focus on cultivating, stabilizing and absorbing high-level talents in the near future, but also focus on long-term planning, formulate clear training objectives and determine key training targets.

Conduct strategic training for employees.

In the human resource management of enterprises in the new century, enterprises should establish a training mechanism combining full-time teaching with continuing teaching. Through the new enterprise training organization situations such as enterprise universities and virtual training institutions, the training will be upgraded to the level of business strategy, providing strategic guidance for the team, allowing employees to give full play to their subjective initiative in training, and finally achieving the purpose of coping with various pressures and challenges from market competition.

Pay attention to the optimal allocation of human resources

Relationship between other resources and human resources in enterprises

Among enterprise resources, human resources should be the first important resource, because the materials, funds, information and products of enterprises are arranged by human resources, and the play of enterprise efficiency depends on the role of people.

The relationship between enterprises and human resources under static and dynamic conditions

The static state mentioned here is a kind of relative static state, that is, the social environment, resource allocation, production and product sales of enterprises are relatively stable in a certain period of time. At this point, the enterprise's requirements for human resource allocation have certain stability. However, enterprises often operate in dynamic situations. Externally, enterprises should respond according to the dynamic world. Internally, enterprises should constantly adjust themselves according to the implementation of strategic objectives. This dynamic adjustment will inevitably lead to the adjustment of optimizing human resources plan. Therefore, we must scientifically handle the relationship between human resources and enterprise dynamics.

Relationship between enterprise informatization and human resources

The management activities of enterprises are closely related to enterprise informatization. The collection, processing, transmission and control of information serve management. For the optimization of human resources, it is to employ, train and apply all kinds of human resources reasonably through the above process, lead the staffing of enterprises harmoniously, show the potential of human resources reasonably and give full play to the role of talents.

The allocation of human resources in enterprises is to seek the best combination ratio of knowledge-based employees and non-knowledge-based employees on the basis of ensuring the benign operation of enterprises, neither all knowledge-based employees nor all non-knowledge-based employees. Configuration status quo is an economic choice: to seek maximum configuration efficiency with minimum effort. Ensure the economic benefits of enterprises and realize the lowest payment cost at the same time.