What are the shortcomings and improvements in human resources work?

The shortcomings and improvements of human resources work include strengthening human resources planning, building a staff from the perspective of the company's long-term development, and formulating corresponding human resources measures according to the company's business objectives. Strengthen the construction of corporate culture, take practical measures to strengthen the influence of corporate values, and shape and maintain supporting humanistic culture.

Standardize the recruitment process, establish the image of "excellent employer" and adopt standardized and clear recruitment procedures. Improve the training system, establish a staff development system, and guide the development of human resources.

Actively guide personnel, so that the development of personnel's personal ability can be coordinated with the company's needs. Develop the development path of functional personnel, designers, marketers and workers in the company, and guide all kinds of personnel to continuously improve their abilities according to the company's requirements.

Human resource analysis

Through interviews with managers and some employees, this paper summarizes the information of training needs and employee development, and directly reveals the problems faced in training and employee development. The implementation of the training month in 2006 realized a good awareness of employee training. At present, the company has a certain training cultural foundation, and the importance and intrinsic significance of training have been recognized.

At present, the main problems are: the training is not systematic; Lack of demand analysis for training; The training content is outdated and the training method is single; Lack of evaluation and feedback; Lack of employee career planning.

There is no complete training system at present. Lack of training prevents the company from improving the knowledge and skills of its employees as a whole. Company training is divided into two levels. First, the department-level training is mainly based on professional knowledge, and the training method is conference exchange and sharing. The second is the overall training at the company level, which is organized by the human resources department.

Because there is no overall training plan, it is more manifested as "point-to-point" sporadic training, lacking pertinence, practicality, autonomy and communication, and the training effect is not good enough to meet the requirements. Lack of guidance for employees' ability development and personal development makes employees have no sense of belonging and development goals, and their work motivation only comes from their own development goals and sense of responsibility.