How to improve the company's human resources level

Job analysis is the foundation and premise of human resources work, and it is also the premise and foundation of the five sections of human resources management in the company: recruitment and distribution, training, performance appraisal, salary design and labor management. Without job analysis and results-job description (the company's current job description has not been implemented and is unscientific), it is difficult to carry out human resources work. Therefore, at the beginning of improving human resource management, it is necessary to conduct advanced analysis of all posts and get job descriptions, so as to set up posts based on events, and then clarify how many employees the company needs, what kind of employees it needs, and how to effectively train and motivate different employees. There are two ways to carry out job analysis: one is to learn from the advanced experience of other property management enterprises (such as Wuhan Baibuting Community) and combine the actual situation of the company and the community to carry out this work by the company itself. Another way is to entrust a professional human resources consulting agency to complete it. Comparatively speaking, this method is faster, the scheme is more standardized and the result is more scientific. Another advantage of this work is that most of the company's leaders and employees have to participate in the job analysis process, which can easily attract the attention and support of leaders at all levels.

(II) Establish and improve the company's human resource management system

Human resource management is extremely trivial. Without scientific management system and clear management process, it is difficult to achieve the expected results. The construction of courtyard property management system can be carried out from the following aspects:

1. Recruitment deployment: according to the requirements of post preparation, combined with the actual situation of the company and the relationship between supply and demand in the market, expand internal and external recruitment channels, establish and improve the workflow of selecting people, employing people, promotion and resignation, which is strictly controlled by the personnel department, the employing department and the leaders in charge. Strive to recruit compound talents with "both ability and political integrity, one specialty and many abilities".

2. Training management system: Training is an important channel to ensure the completion of existing work and continuously improve the quality of employees, and it is also an effective measure to motivate and retain talents. The difficulty of training is to adopt flexible and effective training methods, select knowledgeable trainers and strictly evaluate the training effect according to the post requirements, employees' own conditions and employees' training needs, so as to achieve the training effect.

3. Performance evaluation system: evaluation is an indispensable condition for human resource management. At present, the widely used assessment methods are KPI, 360-degree, balanced scorecard and so on. Courtyard property must be combined with the characteristics of the industry and the actual situation of the company to establish an assessment mechanism that conforms to its own enterprises, which should not only embody the principle of fairness and justice, but also embody the principle of more work and more pay. In view of the attributes and characteristics of property service companies, it is suggested to adopt the result-oriented assessment method for income-generating departments and the behavior-oriented assessment method for service departments. But no matter which assessment method is adopted, it must reflect the characteristics of fairness and competitiveness.

4. Salary and welfare system: Property management is a low-profit service industry with weak economic foundation and welfare, which determines that the company does not have much money to invest in human resource management. In this case, in order to recruit and retain outstanding talents, the company must establish a reasonable salary and welfare system and incentive mechanism and strengthen humanized management. Use bonuses, promotion, praise, trust, authorization, numbers and other ways to motivate company employees, improve their sense of belonging and pride, and improve their work enthusiasm.

5. Daily management system: gradually straighten out the daily personnel management system, such as overtime system, attendance system, personnel file management system, insurance management system and contract management system. Let every human resource management have rules to follow. (C) optimize the structure of human resources

The products of property management enterprises are services, and the employees of the company are the main body to provide "services". Due to the particularity of the property management industry-production and consumption at the same time, employees' words and deeds can not only reflect their own quality, but also affect the company's development and external image. Therefore, in the process of human resource management, we must optimize the existing human resources and comprehensively improve the management level and comprehensive quality of the company's employees and even some leaders. If employees with low quality and low efficiency are trained and still fail to meet the requirements after training, they can be dealt with seriously. In order to optimize the company's human resources team. (D) Improve the employment model

The employment mode of the company has great risks in labor contract and social insurance. According to the company's current operating income, it is impossible to pay social insurance for all employees in accordance with relevant state regulations. However, this does not mean that there is no way to escape some legal responsibilities. According to the speed of management and the nature of posts, core talents, ordinary personnel and auxiliary personnel are distinguished. For core personnel, the employment system shall be implemented in accordance with the relevant provisions of laws and regulations; For ordinary people, outsourcing or hourly work system can be implemented; For auxiliary personnel, the external contracting system is completely implemented. This not only reduces the management difficulty and labor cost, but also improves the work efficiency and economic benefits.

(5) Strengthen team building.

Property management consists of five major departments: administration, security, cleaning, greening and engineering maintenance. Every department is independent and inseparable. No department can complete all the property management work, and no one can independently complete the work of this department. We must rely on an indestructible and dynamic management team. To establish an efficient team, it is necessary to understand the personality characteristics and knowledge structure of employees, and on this basis, reasonably arrange the work of employees, foster strengths and avoid weaknesses, and lay a solid foundation for teamwork.

(6) Organizational learning

Market share is gained through competition. As a property management worker, every day with old ideas, old state, facing the increasingly updated market service concept, the final result is to be eliminated by the market and quit the industry. Only when knowledge and information are changing with each passing day and an organizational learning environment is formed can enterprises be in an invincible position. First, we should determine the concept and direction of learning, take learning as a task, and combine it with salary and assessment; Then, refine the content of learning, such as: in the face of managers, in addition to professional knowledge, they should also have strong interpersonal and communication skills, which should be mastered through learning and training; At present, relying on only one "major" can no longer meet the development needs of enterprises. In the process of organizational learning, enterprises should also cultivate compound employees, employees who know both management, technology and management, and use the existing resources of enterprises to establish a learning mechanism to provide uninterrupted "energy" for the future development of enterprises.