Importance of human resources work

The main contents of HR learning can be divided into? Job level experience? 、? Professional experience? And then what? Work experience? The following is the importance of hr work I collected for you. Don't miss it for friends majoring in human resources!

"People are the most important asset of an enterprise", and people are the most active factor in everything. The competition of modern enterprises is, in the final analysis, the competition of talents. No matter the size of the company, there are not many employees. As long as you are good at collecting wisdom, making good use of all kinds of people, giving full play to their talents and doing their best, your career is expected to flourish and you can enjoy the pleasure of success?

What is the basic concept of human resources and what is the meaning of human resources management?

Human resources refer to the total number of workers who can promote national economic and social development and have the ability of intellectual and physical labor.

Human resource management is the rational organization, coordination, training and distribution of related people, things, things and their relationships by using modern scientific methods, so as to keep the best proportion of manpower and material resources, and at the same time properly guide, control and supervise people's thoughts, psychology and behavior, so as to give full play to people's subjective initiative and achieve organizational goals.

How to do a good job in human resource management, today I will talk about three things about the company:

First, how to do a good job in the basic work of human resource management in the company

1, continue to do a good job in the establishment and management of text files;

2. At the same time, do a good job in filing and meeting electronic documents;

3. Establish performance appraisal files for all employees;

4. Do a good job in monthly, quarterly and annual evaluation and summary of human resource management;

5. Planning of human resource cost and verification of salary;

6. Planning and implementation of human resources training;

7, organizational configuration, job determination, job description, etc.

Second, how to do a good job in company recruitment

Recruitment is not the end, but the starting point. Every formal enterprise, from the beginning of its establishment, the recruitment and allocation of personnel are indispensable. If there is no detailed recruitment plan, the company's human resource management will be hindered to some extent, which is also one of the unfavorable factors leading to the company's development.

Our company has been established for more than 50 years. In the past 50 years, the company has recruited countless talents, and they can come and go freely. Moreover, most of the employees recruited by the company are immediate family members, indirect relatives, friends and fellow villagers. Regardless of technical and cultural level, let alone training and assessment. Company leaders feel that employees have worked in the company for a certain period of time, and they have worked hard without merit, so they are given a salary increase. Until now, the management of the company is still closed. After the reform and reorganization, the introduction of new mechanism and the training of senior executives, the company's leading group unified their thinking, carefully studied and fully summarized, and fully realized that management is to manage people and things, and management is to adhere to the "rule of law" (management by system) rather than "rule by man", so that everyone is equal before the company system.

1, organizational structure

Any company should establish an organizational structure suitable for its own company, and then organize and allocate personnel according to the structure, and clarify the responsibilities and roles of each organization member.

2. After figuring out who the enterprise really needs, it is necessary to find the person the enterprise needs.

Company recruitment can be through recruitment announcements, online publishing and other means. No matter which position you choose, you need to go through strict recruitment procedures. The basic process is divided into: human resources submit preliminary interview candidates for information screening according to regulations, and organize written examination and re-examination as needed after the interview.

Candidates will be interviewed after filling out their resumes. In the interview, we should have an in-depth conversation to understand their past and present achievements, the source of motivation for their work, the way of thinking about problems, how to arrange the priorities of their work and whether they can communicate effectively with their colleagues. During the interview, we specifically stipulated that candidates should not be hired on the following issues:

1. People who sound like mosquitoes when applying for jobs will not be hired.

2. Those who don't speak cadence will not be hired.

3. If you can't answer questions simply and neatly during the conversation, you won't be hired.

4. Those who are not angry will not be hired.

5, talk upside down, don't know what to say, don't hire.

6, poor mental outlook, will not be hired.

Third, talk about the art of employing people.

How to find talents? How to cultivate talents? How to use talents? How to reward talents? How to manage talents?

We should give full play to the role of managers and do a good job of knowing people-using people with strong execution. We know that the competition in the market is the competition of talents. Without first-class talents, there is no first-class company; Without excellent talents, there will be no development and growth of enterprises. What determines the success of an enterprise is what kind of talents it has, not how many assets you have.

(1) How to make talented and skilled employees become partners of the company.

I think we should first establish an incentive mechanism for employing people, give people who want to do things a chance, give people who can do things a stage and give people who have done things a place; Secondly, it is necessary to establish a scientific and effective performance appraisal mechanism; At the same time, it is necessary to establish a fair and reasonable salary distribution mechanism and a reward and punishment mechanism for rewarding diligence and punishing laziness.

(B) How to give full play to the management role of leaders

1, how to give full play to the leader's system to restrain subordinates.

System is the "rules of the game" to lead subordinates to perform various tasks. Everyone knows that a game without rules is a boring game. In any unit, if the basic system is not perfect, it is difficult to achieve good results in all work. A good leader is good at establishing a scientific management system and using it to restrain people. It is not only an important strategy to manage yourself well, but also the basic means and measures to guide subordinates, and it is also the best way to reduce the pressure on leaders. Leaders don't have to take pains to solve internal chaos, and they don't have to worry about "face". "Ruthless system" replaces "ruthless leadership", which is beneficial to the management of "strict system"

2. How can leaders effectively motivate their subordinates?

As a leader, we should completely seek, cherish and cultivate everyone's reputation and dignity. If you ask employees to participate in providing ideas, give their voices dignity and reward; If we can create an atmosphere that accepts all opinions, we can effectively stimulate the enthusiasm of employees.

Case:

Welch is the chairman and CEO of General Electric. At General Electric, there is a saying that Welch is everywhere. This is because the CEO in charge of tens of billions of dollars of assets can communicate directly with hundreds of thousands of employees in more than 50 countries.

GE employees can communicate with Welch without any obstacles. GE employees will receive emails from GE at any time. Every GE employee is surprised by an email signed by Welch, but later he will feel natural because he often tells you directly what he thinks of the company.

In the era when there was no e-mail, Welch managed the post-it notes of overseas employees by fax.

One time. A general electric manager has been fidgeting for weeks because he has to report to Welch, the 60-year-old chairman of the company. The manager admitted to Welch, "I'm very nervous. My wife once told me that if my report failed, she would kick me out of the house. " This afternoon, when Welch boarded the company plane and left, he gave the manager's wife a dozen roses, a bottle of Domperinon champagne and his famous handwritten note. The note said, "Your husband did a good job today. We are sorry that he and you have suffered for weeks. "

Although Welch has one eye on the efficiency of the company, he still spends half his time on employees. Thousands of employees receive notes from Welch himself every year. These notes are usually sent by fax first, and then the originals are received two days later.

As a very flat footprint, individuals are endowed with greater flexibility and power. At GE, there are few leave reports. The relationship between the superior and the subordinate is assistance, and the boss is only the motivator and resource allocator. Not an action director. At General Electric, the manager always says, Tell me how I can help you.

Perhaps, only in this way can creativity be continuously developed.

This is also difficult for other enterprises to understand. Four employees of GE came from different positions and participated in a small-scale symposium for journalists. They don't need permission from their superiors. Some announced it before they came, and some didn't even say hello.

GE employees say it's trust. In our view, this is an incentive.

Welch infects everyone who comes into contact with him, making you think with Ge's thoughts and do with Ge's words, just as Welch said: We say the same thing in different languages: six suitable horses.

3. Leaders make bold decisions.

Decision-making is an important task for leaders. When faced with difficult problems, a competent leader can always make bold decisions. For those incompetent subordinates, dare to deal with them in time and let them go directly; Dare to refuse or stop inappropriate investment projects; For differences of opinion, dare to stick to your own opinions and carry out your own plans.

4, leaders can track the work plan.

Some people say: "Leadership is to assign tasks and finally check the completion of tasks", but the middle process can be ignored. That is, "the pipe head and the pipe tail are not in the middle". If so, a three-year-old doll can do it. Leaders are the designers and mentors of subordinates, and should guide subordinates to implement them with clear ideas.

Once a leader decides something, he must make a tracking plan accordingly. Its content: what is the goal? Who is in charge of this matter? When, by what means and with what resources to complete the task. In the process of tracking, the implementation plan can be adjusted according to the problems, resources can be coordinated, and the task can be completed on time.

(C), how to pay attention to the needs of employees

Many people like catching shrimp. Shrimps swim freely in the water. How to make it take the initiative to take the bait? There is only one way, and that is shrimp bait. Shrimp catchers get their own satisfactory behavior by meeting the needs of shrimp-the shrimp is hooked.

Everyone takes action to meet their own needs. The satisfaction of demand is the driving force of behavior. In order to make subordinates work with enthusiasm and enthusiasm, leaders should try their best to meet their corresponding needs.

1, recognizing individual differences.

Human needs are not only sexual, but also special. Several children born to the same parent have different children, and there are no two identical leaves in the world. People who work under the same leadership will have different needs, which are determined by their age, family, personality, experience and status. The employees of the same company, based on the same social background and the same living and working conditions, must have many similar desires, such as asking for an increase in wages and bonuses, improving housing and improving material living standards, which is a universal demand. As a leader, we should "guide the situation according to the situation", try our best to conform to the actual situation of the company and give employees a sense of belonging.

2. Occupation and occupation motivation

Case 1: former manager of advertising engineering department of Changchengchang, 1996-2004 in charge of engineering department. The manager was promoted from clerk to supervisor, and then to manager. The manager is diligent and down-to-earth, and he can master the engineering construction drawings, the procurement of advertising engineering materials, the production of advertising racks, business talks and market prices one by one. 200 1, the company gave him 20% of the shares as an incentive. The society is developing, the enterprise is developing, the company is growing, the management of the company is constantly improving and reforming, and the system is constantly updating, so the needs of employees are different. When a person has been in an enterprise for seven or eight years and thinks that he has made a lot of contributions, he will start to look for his own value and become uneasy about what he has now? At the beginning of 2003, the manager had a disagreement with the company boss at work, unwilling to work in the company, and sent out his intention to go out to work among the employees. When the boss heard the news from the employees, he immediately talked to them. The boss affirmed that he was a rare talent in the engineering department. In order to retain talents, the boss finally decided to transfer his (manager's) husband and wife to da li branch, taking full responsibility for all the management rights of the branch-self-financing. A few months later, I heard from a friend that the manager: It's a bit difficult to do it by yourself now, but it's better than getting paid in the head office before, but now it's more challenging!

3. Give full play to the strengths of employees to match their positions.

A successful leader should not only know how to introduce talents, but also know how to know, use, trust and educate talents.

As leaders, we should clearly understand the strengths, hobbies and advantages of each employee. According to employees' cultural knowledge and personality characteristics, we should take corresponding seats to make them play a greater role in the company.

For example, in case one, the manager of the company's customer department turned out to be a civilian. In the course of work, the company leaders found that the employee was courageous, enterprising, adaptable and had certain communication skills, and soon became familiar with the company's business knowledge. At that time, the position of account manager was always vacant, and this employee was the best candidate.

Case 2: The former manager of the engineering department is skilled in engineering welding, power connection, installation and neon technology, but his cultural level is only junior high school level and he has never studied management. According to the actual situation of the company, the position of the manager was adjusted and he was appointed as the construction quality management supervisor of the engineering department.

Step 4 use targets

Any enterprise has goals: the long-term goals are three years, five years and ten years, and the short-term goals are six months and one year. If you want to achieve the goal on schedule, you can't achieve it by one person or one leader. We should mobilize employees to participate in decision-making. With the participation of employees, we can discover their creativity and encourage them to express their views, which also makes employees feel their importance and responsibility in the company. Let employees make plans around the goals, and effectively implement the plans to achieve the company's goals.

5. Don't ignore the salary factor.

Money is not everything, but it is indispensable for enterprises to regard salary as a reward.

If you use money as a stimulus, you must do it properly, otherwise it will be counterproductive.

How can we make employees think that "my current job and my salary are equal?" I think managers should formulate the standards of "fixed posts and different posts and different salaries" and "employee job descriptions" All employees who work according to the standard conditions meet the post requirements and will be allocated different salaries accordingly. Especially for employees who can create high efficiency for the company, the company should not only promote the employee, but also give bonus encouragement, which will be more effective.

(D), how to run the enterprise

"The importance of running a business lies in the management of people's hearts."

"Employees are the boss's cash machine", the manager who can interpret this sentence believes that he must be a successful person!

The human heart is an intangible asset and a great wealth that cannot be ignored. For leaders, controlling people's hearts is the key to the healthy and sustainable development of enterprises. From Haier? Always sincere? , TCL company? Create opportunities for employees and create value for customers? It can be seen that business operators attach importance to people's hearts.

Case: It is said that Karel, a Nobel Prize winner and French medical scientist, went to Europe to give lectures, and the relevant personnel in Europe tried their best to mobilize him to stay. The University of Lyon in France built a research institute specially for him. Under the call of warm and sincere feelings, Karel was tempted. However, Karel's America is also waiting for him to return to America. In order to let him leave France and return to the United States, he knew him like the back of his hand and sent a short telegram: "Several hearts are still active in the glass bottle, waiting for your return." When the soldiers heard the order, Karel boarded the journey back to the United States the day after receiving the telegram. Why does a telegram have such magical power? It turned out that he had caught Karel's heart. Karel was engaged in the research of heart transplantation at that time. "Several hearts" were chicken hearts, and Karel was specially cultured in a test bottle with the nutrients used in the experimental heart transplantation at that time. The message of twenty crosses triggered Karel's thinking and had a miraculous effect.

Professor Mayo, a famous American scholar, believes that employees are "social people", not just "economic people" who simply pursue money income. They have many pursuits in social psychology, friendship between people, sense of security in life and respect from others. Therefore, leaders and managers must respect their individuality and meet their various social needs.

Management is a profound subject. Enterprises should develop and strengthen, and their management should be updated and improved. Management is a never-ending course. If there is an enterprise, there must be management. Any well-managed enterprise is a successful enterprise. Our company has only made some achievements in recent years, and achievements do not mean success. We still need to work hard and explore.

;