Significance of strengthening human resource cost management

1, the significance of strengthening the cost of human resource management: the significance of all human resource management is to introduce and retain talents for enterprises. The cost management of human resources is nothing more than factors such as large talent flow and low professional quality. The role of human resource management in enterprises can be discussed from several aspects, such as: the implementation of overall strategic objectives, the balance between supply and demand of human resources in enterprises, the promotion of human resource management, the coordination of the relationship between various departments in enterprises, and the unity of organizational goals and personal goals. The cost management of human resources refers to the reasonable training, organization and deployment of human resources by using modern scientific methods and combining with certain material resources, so as to keep the best proportion of human resources and material resources, and at the same time, to properly induce, control and coordinate people's thoughts, psychology and behavior, so as to give full play to people's subjective initiative, make people give full play to their talents, get the right people and get the right people to achieve organizational goals. First of all, from the history of human resource management. Human resource management, its predecessor is personnel management or labor management. The historical background of labor management is the industrial revolution. The industrial revolution began in Britain in the 1960s in 18 and basically ended in the middle of 19. The industrial revolution has promoted the improvement of production efficiency, but it has produced disharmony between labor and capital, including bad working environment, workers' distrust of employers and the development of workers' movement. This situation developed to the 1990s of 19, and there was a production crisis, that is, the output stopped growing, the production efficiency was low, only the quantity was emphasized, the waste was staggering, the number of employees was bloated, and the quality of products was poor, which is what we now call extensive economic's growth mode. At this time, it is urgent to establish a bonus system based on output. Although there have been some experiments on piecework wage system in Britain and the United States, the problem with this method is that once productivity increases, workers' income will increase and employers will reduce the wage quota for each product. In order to prevent this problem, three solutions have emerged. Among them, Taylor's scientific management in 1895 has the greatest influence. Scientific management is to systematically study every job with scientific methods while using piece-rate wage system. The success of scientific management depends on two factors: workers have high-level skills; Reduce the frequency of changing workers and maintain the stability of the workforce, thus reducing the cost of training and recruiting workers, that is to say, scientific management requires high-level labor management. From 65438 to 1990s, the first "labor management" department appeared in the "National Cash Register Manufacturing Company" run by John Parkinson. The main purpose of establishing this department is to form a trust relationship between employers and employees. Taylor's colleague engineer harrington emerson began to pay attention to labor management when scientific management was just put forward. He believes that fairness and efficiency are inseparable, and fair trade is the key to improve efficiency. He pointed out that employers should not use stick-like violence to drive away workers, nor should they use carrot-like bonuses to attract workers. Employers should create a suitable working environment to make workers feel safe and willing to work. In other words, just like the family business in the past, employers should establish a trust relationship with employees, which should be based on equality and justice. In order to establish a bond of trust between employers and employees, labor management began to pay attention to stability and make the workplace attractive to employees. The personnel department is an important tool used by the company's decision-makers to achieve the goal of good labor relations, and the establishment of the personnel department is not an end in itself. The personnel department only provides support in the process of achieving this goal. To achieve this goal, the personnel department must get the support of the decision-making level. Secondly, from the function of human resource management, the function of human resource management can be summarized as four aspects: human resource allocation (including planning, recruitment, selection, employment, deployment, promotion, demotion, job transfer, etc. ), training and development (including skills training, potential development, career management, organizational learning, etc. ), salary and benefits (salary, incentives, etc. ), and system construction (organization design). Many of these aspects existed before the birth of the labor management department. After the birth of the labor management department, systematizing and standardizing these tasks can provide support for the decision-makers to establish better labor relations. The purpose of these functions of human resources is to provide a workplace where employees are motivated and willing to do their best. Improve the potential labor productivity through training, reduce the turnover rate by recruiting high-quality employees, and create more efficient labor management. Finally, from the development of human resource management, there are some new concepts to achieve this goal. Such as learning organization, KPI, balanced scorecard, quality model and so on. The purpose of human resource management is to establish contact between employers and employees. If employers want to achieve this goal, so as to improve production efficiency and obtain higher profits, they must work hard to achieve this goal, rather than relying only on some so-called systems in the human resources department. 2. Discuss organizational tasks in career management: What is career planning? Generally speaking, it is a personal development plan in the organization. From the perspective of the combination of personal development and organizational development, this paper analyzes the personal factors, organizational factors and social factors that determine an individual's career, and formulates strategic ideas and plans for his long-term career development. Personal career planning is closely related to the family, organization and society in which the individual lives, and is restricted and influenced by the above factors; For enterprises, career planning is a systematic and complex management project, involving development strategy, organizational system, corporate culture, human resource management and many other aspects. At the same time, with the changes of personal experience, values, family environment, working environment and social environment, everyone's career expectations are changing more or less, so it is a dynamic process. The main body of career planning is employees and enterprises, which undertake the functions of personal career planning and enterprise career management respectively. These two subjects interact, coordinate and integrate with each other to jointly promote career planning. Establish smooth communication channels between enterprises and employees, so that employees can understand what kind of talents the enterprise needs, and enterprises can also understand and help employees design career plans; Enterprises provide employees with a variety of promotion channels, so that employees have more opportunities in career choice; Enterprises encourage employees to develop in a direction that meets the needs of enterprises, supplemented by technical guidance and policy support. Three main modes of career planning: compromise with reality, self-realization and integration. Division of career stages: If we are asked to make a plan from the beginning to the end of our career, I believe no one can do it right away. Because all the factors are variable, often your different choices in a small detail will affect the direction of your whole career. Therefore, we need to subdivide our career into several stages, and each stage should be planned in advance. Our life is constantly changing every day, and our plans are not static. We should make some adjustments according to the actual situation. Generally, it is divided into the following stages: exploration period (before formal work): looking for opportunities, contacting the society, determining the industry you want to engage in in in the future, knowing the information about the industry you want to engage in, further improving yourself, and making technical and psychological preparations for future employment. Pre-career (career preparation): Description: Examples of learning to do things by yourself, being accepted by colleagues, success and failure. Task: the challenge of work, forming skills in a certain field, developing creativity and innovative spirit. Requirements: learn to face failure, deal with chaos and competition, deal with conflicts between work and family, and learn to start their own businesses. Mid-term description: generally between 30 and 50 years old. Personal performance may be improved, or it may remain the same or reduce tasks: the ability to update skills, training and guidance will be transferred to new jobs that require new skills, and it will open up broader work horizons. Requirements: express the feelings of middle age, rethink the relationship between self and work, family and community, and reduce intoxication. Post-career description: those who continue to develop in the medium term can live with confidence. Those whose career development is stagnant or declining will face arduous tasks: planning retirement, changing from a power role to a consulting role to identify and cultivate successors, and engaging in activities outside the company. Requirements: regard your work as a platform for others to support and consult, and find yourself in activities outside the company, which is endless. Every stage of career is a stage of continuous learning and creation, but the difference is that the learning focus of each stage is different.