How to cross the border between mobile internet and talent resource management in the digital age

1. Make an effective human resource management plan. Facing the rapidly changing environment and corporate strategy in the era of big data, corporate human resources departments should improve their insight, formulate human resources strategies and plans consistent with corporate strategies, and provide a good insider capital guarantee for corporate development.

2. Update the job analysis. The era of big data will change the employment needs of enterprises, from attaching importance to employee experience to attaching importance to employee data processing ability. The era of big data requires rational analysis and judgment, rather than relying on empirical judgment. Under this background, every employee in the enterprise is required to have certain data processing ability, be good at using systems and data, change working methods, and improve pertinence and efficiency.

3. Improve enterprise recruitment. The most fundamental appeal of the recruitment process is to solve the problem of matching between enterprise positions and candidates, and big data technology can precisely complete this matching process more efficiently and accurately. In the era of big data, people have more channels to obtain information, and there are more channels for information communication between employers and employees, and information will be more transparent. For enterprises, the traditional recruitment personal information is written by the candidates themselves. Nowadays, big data technology can query and dig deep into the candidates' information from social networks, so that enterprises can understand the candidates' situation more clearly and make the candidates better match the positions.

4. Adjust staff training. With the advent of the era of big data, enterprises should not only popularize big data knowledge to employees, but also continuously cultivate and strengthen employees' ability to integrate data, tap data value and make action plans, and enhance their insight and execution of future business. At the same time, strengthen the training of data processing ability, information system use ability and data sensitivity training.

5. Strengthen talent evaluation. Use big data technology to study some problems in talent evaluation, such as talent performance appraisal, talent selection and classification, and improve immature places. Big data technology can find hidden information from some large human resources databases, help decision makers find potential connections between data, and thus effectively evaluate talents.

6. Implement employee motivation based on psychological contract. The continuous flood of data and the accelerating social development have forced organizations to make adjustments. However, the ongoing activities of restructuring, downsizing and reform will reduce employees' sense of job security and stability. Implementing employee motivation based on psychological contract can provide attention and commitment, make most employees get the greatest sense of happiness and accomplishment at work, and realize the interactive balance between enterprise value and employee value.