Human resources are the first resource. In the era of knowledge economy, the key to scientific and technological progress and economic and social development lies in people. Human resources will become the core carrier, the first resource and the first driving force of economic and social development. Human resource management is to effectively develop and utilize human resources, realize the rational allocation of human resources, maximize the development and utilization of human resources, effectively motivate employees and maintain the competitive advantage of capital.
Second, the purpose of training
In the last semester of my junior year, under the guidance of Teacher Yang, I studied professional and in-depth theoretical knowledge such as human resource management, job analysis, human resource planning, recruitment, selection and employment, organization and deployment, salary management, performance appraisal, human resource training and development, career management, labor relations management, and enterprise human resource security. At the same time, by participating in different modules of training, we can not only experience the training of human resource management methods and skills, but also provide us with opportunities to master, analyze and solve basic problems in human resource management, so that the theory of human resource management can be verified.
Third, the training content
Through the case analysis and training in this semester's human resource management class, I have a better understanding of the main contents of human resource management. Human resource management mainly includes introduction to human resource management, job analysis, human resource planning, recruitment, selection and employment, organization and deployment, salary management, performance appraisal, human resource training and development, career management, labor relations management, and enterprise human resource protection. To put it simply, it is a kind of management that enterprises use modern management science to plan, organize, command, control and coordinate a series of activities such as the acquisition, development, maintenance and utilization of human resources, and finally realize the development goals of enterprises.
(A) Introduction to human resource management
Training programs:
1. Eight arrangements.
2. Solve the problem of "Fuqiang Paint Factory".
Analysis:
1. For the eight types of performance of new recruiters, we must first make clear which category we belong to; Then analyze how to arrange them if I have such personnel under my command; Finally, analyze whether there will be the same arrangement in another working environment.
2. What incentive theory does Steven, the chief of the supply department of Fuqiang Paint Factory, embody in employee motivation and how to solve the bonus distribution problem of paint factory?
Enlightenment: The core problem of human resource management is to put the right person in the right position. Be "suitable for the post" and make the best use of people.
Similarly, the distribution of bonuses should also be assessed according to the performance of employees, and the amount of bonuses determines the enthusiasm of employees; Increasing the bonus amount will make employees feel that the company attaches great importance to them, give them pride, and work efficiency will naturally go up.
Taylor once mentioned "first-class workers". It is believed that all workers are first-class workers. If a worker can't become a first-class worker, it's because the manager hasn't found the most suitable position for this worker. Therefore, it is the primary responsibility of managers to train all workers to be first-class workers.
It is often heard that bosses are dissatisfied with employees, but from the perspective of human resource management: there are no bad employees, only bad bosses. To learn human resource management, we should learn to look at problems from the perspective of human resource management. It is very important to establish a management concept from the perspective of human resource management.
Job analysis
Training programs:
1. Conduct position analysis for a specific position.
2. Write a job description.
Analysis:
1. Realistic learning section: choose a day's learning activities for real record, and record them in the form of work log;
2. Realistic fragments of work: writing realistic fragments of the work log of the office director;
3. Write a job description, including: basic information, job content, qualification description, working environment, assessment criteria, etc.
Enlightenment: Job analysis is a highly technical job, which requires careful preparation and scientific and reasonable operation procedures, including: planning (selecting analysis samples and determining the purpose of job analysis), designing (investigating job-related background information), collecting (collecting job-related information by using job analysis technology), analyzing (sorting out and analyzing job-related information) and results (forming job analysis results).
The results of job analysis should be expressed by job description, not by documents.
(3) Recruitment, selection and employment
Training programs:
1. Prepare the personnel recruitment demand table.
2. Write a job advertisement.
3. Write an interview notice.
Analysis:
1. Prepare the personnel recruitment demand table, which should include the applicant department, job title, required number, demand time, existing headcount, work place, demand reason, recruitment channel suggestion, job demand, salary and salary, opinions of human resources department, opinions of the person in charge of the employing department, etc.
2. Write a job advertisement for marketing assistant, which should include company profile, job description, job qualifications, application procedures, application deadline, contact information, etc.
3. Write the "interview notice" clearly and concisely. The book indicates the applicant's unit, position, time, place, transportation mode, contact information, interview requirements, etc. It's all clearly stipulated, and whether to attend the interview is also determined.
Enlightenment: the standardization, institutionalization and predictability of employee recruitment have become the winning way for enterprises; In the scientific selection of human resources, arranging according to the difficulty and cost can not only minimize the whole recruitment cost, but also fully meet the needs of organizational recruitment; Compared with the recruitment and selection of enterprises, the employment of employees is not so important, and it often becomes an easy-to-miss link in the post division of human resources departments in practical work. In fact, humanized employment procedures will increase employees' sense of identity with the company, reduce employees' adaptation time to the new environment, help employees quickly enter the working state, and improve enterprise management efficiency.
(4) Organizing deployment
Training programs:
1. Fill in the employee arrival form.
2. Fill in the employee transfer promotion declaration form.
Analysis: master and apply the knowledge of employee management, and prepare relevant forms of employee management, including employee arrival form, employee transfer and promotion declaration form, etc.
Enlightenment: master the business skills of organization and deployment, and prepare the employee arrival list and employee transfer and promotion declaration form according to the given background materials; And as the Commissioner of Human Resources Department, we should teach the organization deployment table to every employee of the enterprise, especially the new employees, and do our duty.
(E) Salary management
Training programs:
1. Calculate the overtime pay of employees.
2. Calculate the employee's salary unit price.
3. Calculate the actual salary of employees and prepare the salary payment table for employees.
Analysis: Using the method of salary analysis, master the calculation method and operation skills of salary, and simulate the analysis and calculation of current salary structure. As a human resources Commissioner, this is commonly used in future work.
Enlightenment: Effective evaluation is the basis of designing salary incentive mechanism. The goal of salary management: to ensure that enterprises have the best labor force; Conducive to promoting the long-term development of enterprises; Promote the harmonious relationship between labor and capital or employees and enterprises.
(vi) Performance appraisal
Training program: to formulate evaluation methods for enterprise managers.
Analysis: Due to the different types of employees in enterprises, the evaluation items are also different. As far as enterprise managers are concerned, in addition to the daily work behavior evaluation, the focus should be on leadership, planning ability, work performance, sense of responsibility, coordination and communication, authorization and guidance, moral words and deeds, cost awareness and so on. In addition to the comprehensive evaluation of employees' work performance, daily behavior should also be evaluated. The main evaluation items include attendance and rewards and punishments.
Enlightenment: We usually regard performance management as a continuous development cycle process, which is divided into four links: performance planning, performance coaching, performance evaluation and result use. The four links go round and round, constantly improving the efficiency of achieving organizational goals, and its core is performance appraisal. The institutional nature of performance management requires managers to formulate work plan objectives, evaluate employees' work, fully discuss work performance with subordinates and help subordinates improve their performance. This process can help managers master management skills, develop scientific management habits, help employees improve their work efficiency, maximize their potential, promote the effective implementation of enterprise strategic planning, and thus improve the overall management level of enterprises.
(vii) Training and development of human resources
Training program: make a training plan.
Analysis: Design a three-day new employee training plan for the company. The training plan shall include project background, training orientation, training objectives, training contents, cost budget, training system and training evaluation scheme. The training content should at least include training items, training forms and methods, and training schedule.
Enlightenment: Many internationally renowned enterprises are committed to the training and development of employees, and have formed their own unique human resources development and management model. To correctly understand the training and development of human resources, we need to understand the significance of employee training and development to enterprise management, and how to carry out training and development in enterprises, so as to evaluate the cost of this work for enterprises without development stage.
(VIII) Labor relations management
Training items: how to conclude, perform, change, dissolve and terminate labor contracts.
Analysis: handle the procedures for changing the labor contract under the change of labor relations for employees, including labor change notice, labor change agreement, letter of intent for renewing the labor contract, and labor dispute handling. Revelation: In reality, it is an indisputable fact that employers are strong and workers are weak. Labor contracts are mostly standard contracts provided by employers. At present, the relationship between labor supply and demand is basically in the context of employers, and workers have only the choice of signing or not signing labor contracts, so there is little room for bargaining.
Fourth, summary.
"Everything is learned when things are clear, and articles are written when people are clear". Through the training of human resource management this semester, I learned the basic process of human resource management operation in enterprises and exercised my practical operation ability, which is of great help to my future human resource work.
In short, the study of human resources requires us to accumulate experience and listen to other people's opinions.
Overview of human resources training II. The week-long comprehensive training week of human resource management is going on in an orderly and intense way, and it ends in our busy training week. In this week, I learned a lot of knowledge, not only busy, but also fruitful. This time, it is mainly an experiment, mainly for us to do it ourselves, and to get our knowledge and understanding of the experiment in practice.
There are seven kinds of psychological instrument tests, which are introduced as follows:
First, the illusion tester
Experimental steps:
1. There are three kinds of line segments with different included angles of arrow feathers. During the experiment, one of them was chosen to do the experiment, and the other two were blocked by baffles.
2. The instrument stands upright on the desktop, and I am located one meter away, looking up at the test surface of the instrument. I tried to move the lever above the instrument, which made me feel that the line segments at the left and right ends of the middle arrow feather line were equal in length. You can verify the illusion of the length of the arrow line and the tail line and read the illusion value.
3. Record your illusion.
Experimental results: 5 mm
Second, the attention distribution tester
Press the low, middle and high notes you hear and the light on the other side at the same time in one minute, and see how many times you press right and wrong at the same time in one minute. Experimental results: 59 times correct, 10 times wrong.
Third, the spatial position sequence tester
In the whole process, to identify the sequential position of the lights lit by the instrument, we must first remember the sequential position of the lights, and then press them in that order. Go on if you are right, and stop if you are wrong.
Experimental results: 4 minutes.
Fourth, the time perception tester
We conducted each test five times, and after all the preparations were completed, we conducted the test. At the beginning, you will hear a voice first. At this time, the subjects were asked to count the beats in their minds. After the sound stopped, the subjects determined the length of the sound according to the previous beat button, and then looked at the second difference between the two sounds, so * * * counted five times.
Experimental results: 0.59, 0. 16, 1.20, 0. 14, 0.32.
Five, instantaneous memory tester
The instantaneous memory strength of the subject within 2 seconds. * * * There are 5 times, each time there are 3 sets of data. You have to remember 3 sets of data in two seconds, and then fill in the data as required after each time, and so on for 5 times. Experimental result: 10.00.
Six, concentration tester
Put the iron bars on the instrument in a given time, and make sure that the iron bars are together in the white part, which depends on the time and the number of failures.
Experimental results: success time, 20.14; Number of failures, 103
Seven, depth perception instrument
The subjects sat in a certain position, moved an iron bar back and forth with the remote controller in their hands to align it with the three iron bars in the instrument three times, and then tested the difference. Experimental results: 0.5mm, 3mm,1.0 mm.
The above is the whole process and results of this psychological instrument test. In this experiment, I let myself finish these experiments from the most direct judgment, and since then I have detected the most real state and level. In these tests, I not only learned my own objective facts, but also experienced a lot of fun!
Summary of human resources training 3 Before you know it, this semester is coming to an end. Through this semester's study, I have gained a lot in human resources, mainly consolidating the knowledge I have learned before and improving my practical ability. I realize the importance of human resources work. In today's competitive market, enterprises must formulate and implement strategic plans in order to survive and further strive for prosperity and development. Strategy is a process, and its effective implementation is inseparable from strategic human resource management.
In this semester's study, we have studied the organizational structure and post setting table, work implementation plan, job description, recruitment plan and recruitment advertisement, recruitment interview, performance evaluation index design, technical school communication simulation, career management and other experimental contents. So as to learn to control five variables: organizational structure, task design, personnel selection, training and development, reward system, information and information system. In this process, I learned a lot of professional skills in human resource management.
I think one of the main contents of human resources work is to create a good working environment for others. Believe that everyone wants to do something well and create something. As long as they are provided with a suitable environment, they can do this. In other words, everyone is a potential talent, and as long as there is a suitable environment, they will all become real talents.
First of all, we must do a good job in manpower allocation, that is, put the right people in the right positions. This has an important impact on enterprise exhibitions. If everyone tries their best, it will be very beneficial to the development of the enterprise. On the other hand, it will not be able to achieve the established goals of the enterprise, and it will also make employees dissatisfied, thus reducing the work efficiency of the enterprise, which is essentially a waste of resources. Secondly, we should also do a good job in encouraging talents. In every communication with subordinates, we should try our best to motivate each other, be good at listening to employees' opinions, praise subordinates' achievements, and at the same time have corresponding material rewards to improve employees' satisfaction and let employees devote themselves to their work. We also need to work hard to make employees meet the needs of self-realization. Let employees have the need to maximize their potential ability in the work process. This requires different career designs for different employees, giving employees enough space to participate in management, so that employees can feel their value in the enterprise, which can not only improve their fighting spirit and work enthusiasm, but also know how to effectively coordinate and cooperate, thus creating intimate relationships and harmonious atmosphere among employees. Enterprises should try their best to stimulate and guide the realization of employees' advanced needs, so that enterprises can achieve greater development. Finally, we should pay attention to the cultivation of talents. No matter what the distribution and incentives are, only training can make talents really grow. To cultivate enterprise talents, we must first make clear the qualities that talents should possess.
In the future courses, I hope the teacher can let more students participate in the scenario simulation, so that every student can participate in the classroom and improve the interactivity of the classroom. Finally, I hope every student can gain something from this course, and I hope this course will develop better and better.
Overview of human resources training. I conducted a week's professional investigation and practice in the Human Resources Department of Chengdu Electric Power Bureau in combination with my major, which benefited a lot.
The human resources department is mainly responsible for the development and implementation of human resources, the construction and management of middle-level leading bodies, labor, personnel, wages, insurance, professional and technical titles, professional skill appraisal, employee education and training, personnel files, labor protection and retirement management.
The human resources department has a director and a deputy director, and the basic requirements for their professional ethics are: first, they should be caring: they should love their careers, their employees and their leaders. Second, we should have a sense of responsibility: do every "little thing" in our work conscientiously. Every detail of human resource management is very important, and everything is a responsibility. Third, strive for perfection in business: always seek rationalization in everything, be proficient in human resource management, make good use of people, and pursue the best point of combining people with things. Fourth, we should have a modern consciousness of exploration, innovation, unity, coordination, obedience, self-discipline and health. Fifth, we should establish the concept of honesty. Honesty is the foundation of doing things.
Because people's work is the most complicated and meticulous work, the position of human resources director is a position with high requirements for personal character and needs to be put into it with a positive attitude. Want to be a qualified or even excellent human resources director, with the following qualities:
Have a fair, loyal, firm and brave willpower. For human resources directors, only fairness can be selfless, human resources can be evaluated and determined objectively, and the principle of "meritocracy" can be adhered to when selecting, recommending and using talents. We must also have firm and brave willpower to bear the pressures and challenges from all sides in the process of human resources construction and self-work, and adhere to the principle of fairness and integrity.
Have a broad understanding of social science. On the one hand, we can make full use of various social science knowledge or methods to provide technical support for the analysis and discrimination of human nature. On the other hand, a person in charge of human resources should contact people in different occupations and fields at the same time. Extensive knowledge of social science is helpful to improve the ability to verify and identify all kinds of talents, all kinds of talents and talents at different levels, and is also conducive to establishing a wide range of social relations for human resources and creating conditions for building a human resource pool needed by units or organizations.
Have the professional knowledge and ability to realize effective management of human resources. These knowledge and abilities include: the ability of human resource planning management and human resource management manual design; Position analysis and performance appraisal management ability; Ability of salary and welfare management; Human resource development and training capacity; Ability of personnel system management. Of course, as a human resource manager, you should also have organizational ability, leadership ability, expression ability, self-confidence (and interest or hobby in human resource management) and other qualities.
At present, Chengdu Electric Power Bureau is deepening the reform, aiming at strengthening scientific management, improving the quality and efficiency of work and improving the economic benefits of enterprises. Based on the corporate reorganization, commercial operation and legal management of electric power enterprises, the comprehensive coordination, supervision and guarantee functions have been truly established in accordance with the characteristics of modern enterprise system of "clear property rights, clear rights and responsibilities, separation of government from enterprises, and scientific management" and the principle of "simplification, efficiency and unity". To this end, we are doing a good job in setting up institutions, personnel, posts and responsibilities, and standardizing internal institutions and post settings. The Bureau Director's Work Department, Biotechnology Department, Finance Department, Power Marketing Department, Human Resources Department, Safety Supervision Department and other institutions have been set up, among which the Human Resources Department is carrying out effective staffing and post setting, and has adopted a series of measures and ways to rationally organize internal human resources, creating greater economic benefits with fewer personnel: accelerating the pace of power development and creating more hungry jobs; Repatriation of temporary workers and placement of surplus personnel; Control new personnel and "close the entrance" to good personnel; Strictly implement the retirement policy stipulated by the state, and all employees who reach the statutory retirement age will go through retirement procedures on time; To standardize the post conditions, all kinds of personnel must have the following academic qualifications or titles: the middle and senior workers in the main production positions must have technical school or technical secondary school education or obtain the national vocational skill appraisal certificate above senior workers; Management and professional and technical post personnel must have technical secondary school education or intermediate title or above; Logistics service personnel must have a junior high school education or above. Introducing talent competition mechanism, that is, taking competition for posts as the core, breaking the boundaries of cadres and workers in the employment of post personnel; Strengthen labor contract management, strict assessment.
At the same time, in the wage system, we should implement the post skill wage system, standardize the wage distribution system, and strengthen the management of the post skill wage system. The skill wage system consists of basic wage and auxiliary wage. The basic salary consists of skill salary and post salary. According to the relevant documents of the superior, the skill wage is a transitional skill wage standard, that is, after 6 yuan is deducted from the current salary standard of employees, the skill wage standard is temporarily used as its transitional skill wage. Post salary is determined by scientific evaluation according to the degree of labor responsibility, skill requirements, labor intensity, poor working conditions and other factors. Because Luzhou Electric Power Bureau divides posts into production posts, management posts and professional and technical posts, the post grades of each post are determined according to the "post labor evaluation results" respectively, and the corresponding post salary is determined. The highest duty level of the shift supervisor in 220KV substation is 122, and the lowest duty level is 32. For management and professional and technical posts, the highest post level is 192, and the lowest post level is 32. The supplementary salary consists of annual salary, various allowances and subsidies that are not included in the basic salary as stipulated by the state, various bonuses, floating promotion salary and various subsidies determined by the Electric Power Bureau. The post skill wage system is combined with flexible and diverse specific distribution forms. Some post skill wages are linked with bonuses and allowances, and one post is paid, and the on-the-job personnel are paid easily, and the post salary is managed dynamically.
The human resources department is not only responsible for salary and salary affairs, but also for the construction and management of middle-level leading bodies. For example, the post requirements, post levels and number of posts of the directors of the work department, biotechnology department, finance department, power market department and safety supervision department are clearly defined. For example, the position of the director of the finance department requires a college degree or above, with a professional title of accountant or above, and must be a major in accounting and economics, with a post level of 17.
Relevant management and professional and technical work for more than 5 years. As can be seen from the above aspects, the responsibilities and requirements of the human resources department for the director are all-round and play an important role in the whole unit.
The professional investigation and practice these days have inspired people. This is not only a good opportunity for our college students to understand the society, but also a good opportunity to improve themselves and adapt to the society.