What is the future trend of human resources industry?

Human resource management is a process of effective development, rational utilization and scientific management of human resources owned by organizations based on the need to achieve organizational and personal development goals. As a functional management activity of enterprises, human resource management originated from the book "Human Resource Function" published by labor relations and sociologist White Barker in 1958. Since 2 1 century, great changes have taken place in the socio-economic and even social structure around the world, that is, from industrial economy and industrial society to knowledge economy and knowledge society. In the era of industrial economy, capital is undoubtedly a strategic resource, and economic growth depends on the input of capital and labor; In the knowledge economy society, strategic resources are human resources or human capital.

First, the development trend of talent development

The exploration and practice since China's reform and development show that the core of a knowledge-based economy society is human resources. It comes down to talent. Whether it is a country or an enterprise, as long as the talents are grasped, retained and brought into play, then the country and the enterprise will flourish. With the development of market economy, the competition among enterprises has changed from product management competition to capital management competition, and gradually developed into intellectual capital management competition. The competition of intellectual capital management is to regard this kind of human resources and intelligence attached to it as the most important capital operation, development and management of enterprises. Therefore, in today's highly developed economy, we should attach importance to the cultivation and development of new talents, study and learn from the advanced experience of successful enterprises at home and abroad in human resource management, save energy, tap potential, fight bravely in the new round of fierce human resource competition and maintain our own advantages in the market competition.

With the maturity and deepening of modern global management theory, China has changed from closed and extensive management of planned economy to open and intensive management of market economy. The competition among enterprises has changed from the initial product competition to the competition of human resources, which has become the first element of knowledge economy.

1, the development trend of knowledge economy era requires talents to have comprehensive quality and ability.

Talent is the core of human resources, the first resource of knowledge economy is intellectual resources, and it is talent who owns intellectual resources. In the era of knowledge economy, talents are required not only to have modern scientific and technological knowledge, but also to have comprehensive qualities and abilities, such as creative quality and ability, ability to appreciate the creativity of others, logical thinking ability, ability to obey orders, ability to cooperate with others, ideological morality, knowledge, birth, social relations and personal history, among which the most important ones are ideological quality, knowledge and creativity.

The trinity of talent, knowledge and economy is inclusive, which is a remarkable feature of the era of knowledge economy. No country or enterprise can adapt to the requirements of the knowledge economy era without the support of human resources of a certain scale and grade. The progress of knowledge economy has stimulated the continuous upgrading of talent demand and brought about great adjustment of talent type and structure. The talents with increased social demand are mainly concentrated in the following nine categories: information industry talents, life science talents, new and renewable energy talents, new materials talents, space science talents, marine science talents, environmental protection science talents, transnational management talents and cross-cultural management talents.

In the era of knowledge economy, the demand for talents should not only stipulate academic qualifications and professional titles, but also put forward corresponding requirements for the inherent quality of talents, which are mainly reflected in the following three aspects: first, it is necessary to have a wide range of knowledge, and to understand and master advanced mathematics, computers, foreign languages, social sciences, modern management and other aspects; Second, the degree of knowledge integration should be high, not only to master multidisciplinary knowledge, but also to be able to integrate and apply it freely, and to apply the learned knowledge to practice; Thirdly, creativity is the core quality of talents, that is, they can use their own knowledge to work creatively. Bill Gates, a well-known wealth celebrity, is a typical example. He has made great achievements creatively by using his own knowledge and is called the benchmark of innovative talents.

2. The trend of talent development under the knowledge economy.

The rise of knowledge economy is a silent, intangible and profound revolution. He will have a great influence on our existing way of life, mode of production and way of thinking, and talent development is no exception. There will be six major trends in talent development under the knowledge economy:

(1), from attaching importance to academic qualifications to attaching importance to ability. Under the condition of knowledge economy, it is necessary to cultivate a large number of "qualified" talents with both knowledge and ability under quality education. Employers have changed from only attaching importance to academic qualifications to attaching equal importance to both academic qualifications and abilities, and attaching importance to the development of talents' own abilities and the improvement of their own quality.

(2) Change from single talent development to compound talent development. The characteristic of talents in the era of knowledge economy is knowledge compounding. He is both a scientist and a management expert. Understand both strategic planning and financial management; Understand both domestic laws and policies and foreign laws and regulations; It has the ability of independent scientific research and innovation, and the ability to turn knowledge into commodities. Therefore, the focus of talent development will also change from a single technical talent development to a compound and comprehensive talents development.

(3) From emphasizing the development of people's dominant ability to the development of people's potential. Generally speaking, people's ability can be divided into performance and potential. Visible ability mainly refers to all kinds of basic skills that people have in order to survive, and it is human capital formed through years of development. Potential is relative to performance and is contained in basic skills. It can not only produce material or spiritual wealth through development. It may also be wasted due to some factors. Knowledge-based economy requires maximum benefit with minimum investment. Therefore, knowledge economy should pay attention to the development of talent potential on the basis of developing talent's dominant ability.

(4) Change passive development into active development. Today's worldwide competition is the competition of comprehensive national strength, and it is fundamentally the competition of talents. Whether every member of society can be in an advantage in the competition depends on the quality of the labor force in the final analysis. Therefore, in the era of knowledge economy, people's survival time is full of crisis, which makes people's learning initiative enhanced, requiring knowledge to be constantly updated and recharged, from "asking me to learn" to "I want to learn", and talent development has also changed from passive development to active development.

(5) Change from phased development to lifelong development. A person's life can be divided into several different stages, and there is a certain golden stage in terms of an individual's best age and certain ability. However, from the macro point of view of human resources, the development of human resources will run through people's life and always be in a dynamic development process of "charging" and "discharging". From the "zero-year-old plan" to the "secondary development" of elderly talents, it shows the development trend of the era of lifelong development of talents.

(6) Change from short-distance talent development to long-distance talent development. In this century, the world has entered the era of information knowledge. With the progress of multimedia technology, especially the use and gradual popularization of the Internet, personnel training will break through the limitation of time and space, from single class centralized teaching to decentralized, diversified and flexible teaching methods, from face-to-face short-distance teaching of teachers to remote development of knowledge and information relying more on advanced scientific and technological means such as computers and network technology. Second, the future development trend of human resource management

1, the position of human resource management is becoming more and more important.

The essence of modern enterprise management strategy is a strategy to effectively use various resources including human resources in order to achieve predetermined goals under specific circumstances. Effective human resource management will promote employees to actively participate in the business objectives and strategies of the enterprise, and combine them with personal goals to achieve a "win-win" state between the enterprise and employees. Therefore, human resource management will become an inseparable part of enterprise strategic planning and strategic management, not just the implementation process of strategic planning.

The strategic nature of human resource management is more obvious.

With the further development of social economy. If an enterprise wants to gain or maintain its competitive advantage, strategic planning and human resources are very important to its development and future, and must be closely combined, because all elements of strategic planning contain human resources and must be supported by human resources. Based on this, many enterprises invite human resources experts to participate in the whole process of strategic research and formulation, so as to realize the integration of strategy and human resources planning in the early stage of strategic planning and strategic management. This changing trend is also of great significance to human resource managers. Because human resource planning is the basis of measuring and evaluating the contribution of human resources to enterprise benefits, if the strategic objectives of enterprises are not really clear and the development of human resources is not closely linked with the strategic objectives of enterprises, then human resource planning will become meaningless. Therefore, the integration of human resource management and enterprise strategic planning fundamentally provides opportunities for human resources and human resource management to contribute to enterprises.

2. Human resource management is moving from post-management to pre-management.

In the era of knowledge economy, human resource management is gradually coming to the forefront, which requires in-depth contact and understanding with customers, enterprises and markets. On this basis, we can grasp the trend of the whole company and make a forward-looking forecast of the trend of the whole industry, so as to realize the advanced management of human resources.

Since 1990s, more and more enterprises have implemented various organizational change plans, and most human resource managers have become the organizers and leaders of these change plans. At work, the most challenging problem they encounter is management change and reengineering. In recent years, their problems have become the content of promoting employee participation, improving customer service and supporting total quality management. At present, more and more human resources departments of enterprises focus on improving productivity, standardization and automation of routine work, and invest more manpower and material resources to design and implement various schemes that are conducive to improving employee productivity and enterprise performance, thus putting forward higher requirements for the job responsibilities and personnel quality of human resources management departments. This trend of paying more and more attention to human resource management in advance will be more obvious.

3. The economic responsibility of human resources activities and its contribution to enterprise performance will be paid more and more attention.

The development of human resources has gone through five stages. The first stage is training and development, which mainly studies various activities of training employees. The second stage is human resources development, including training and development, organizational development and employee career development. The third stage is employee performance improvement, or performance consultation, which focuses on all aspects that affect employee performance and is committed to improving employee performance. The fourth stage is learning performance. Human resource development experts pay more attention to the benefits brought by training and shift the focus of human resource development from training to employee-centered learning. The fifth stage is learners, which is a new development aspect. Human resources experts are committed to tapping the motivation of employees' learning, making employees more effective learners and knowledge consumers, and making everyone an active learner.

In recent years, people have done a lot of empirical research, trying to find the relationship between the benefits of human resources activities and enterprise performance. An American research institute investigated the relationship between mature human resources activities and productivity, turnover rate and accounting performance standards. This study proves the interactive relationship between appropriate human resources activities and improving enterprise performance by investigating the differences of total capital return rate, shareholder return rate and price cost. Appropriate human resources activities can reduce the turnover rate and improve the productivity calculated according to the per capita sales of employees.

4. In the future, the way of human resource management will gradually change from internal management to external management.

The progress of computer and data processing technology has expanded the role of human resource information system, which enables human resource managers and staff of enterprises of all sizes and types to use computers for daily management. Internet has become one of the main channels for enterprises to publish and obtain information on human resources activities. Powerful information technology has become one of the media of human resource management reengineering, which is and will change the decision-making, management and evaluation methods of human resource activities, making people's desire to track and monitor the contribution of human resource activities to enterprises gradually become a reality. The economic benefits of human resources activities are becoming more and more obvious.

5. In the future, the role of enterprise human resource manager will be redefined and its role will become more and more important.

As we all know, the role of human resource manager is not only personnel management in the traditional sense, but also more and more important, and will play the following three roles in future enterprise management:

(1) The role of enterprise decision makers. For a long time before, the human resources department has always been regarded as an insignificant administrative department, which has nothing to do with the operation of the enterprise, as long as the personnel management of the personnel department is done well. However, with the continuous development of social economy and the increasingly fierce market competition, the quality of human resources is becoming more and more important in the economic benefits of enterprises, and its management is becoming more and more prominent. Human resource management is no longer limited to personnel work, but also needs to participate more in business activities and become business decision makers. They should pay attention to the long-term needs of enterprise management, and help line managers and employees to set standards, make plans and carry out daily management activities.

(2) The main competitors for the position of CEO. With the increasing emphasis on human resource management and the important role of human resources in real life, the status of human resource managers in enterprises has been rising in recent decades. Candidates for CEO position have become more and more important from the initial marketers and accountants to the current human resources managers. Since 1990s, the position of human resource manager has been improved completely. More and more human resources executives compete for the position of CEO, and more and more human resources executives enter the board of directors of enterprises. With the further development of social economy, human resource management will become more and more important. To become a CEO and a member of the board of directors, you must be the head of the human resources management department or have received relevant training in human resources management.

(3) Support or service of line managers. Human resource management will be regarded as the responsibility of managers at all levels, not just the task of human resource management departments. For managers in other departments, the human resources department should provide training, popularize the concepts and methods of human resources management in enterprises, and make supervisors at all levels become experts, that is, let them know that human resources management needs their support and participation? How do they participate in all levels and functions of human resource management? At the same time, the human resource management department regards human resource management as one of the important contents of managers' performance appraisal, especially its ability to evaluate subordinates' performance. The department manager should actively communicate with the human resources department to achieve the management objectives. Instead of just thinking about the human resources department when it is necessary to recruit or fire employees. Human resources departments should establish partnerships with managers at all levels and become their supporters or service providers.