1. The information of human resources is richer than that of traditional enterprises. The information of employees in high-tech enterprises in terms of ability, quality, work performance and training development is numerous and scattered, so it is difficult to fully grasp and update it in time. The asymmetry of human resource information makes it difficult to make full use of talents, and the potential loss caused by talent waste is huge.
2. The coordination of human resource management modules is not enough, so it is difficult for department managers and employees to participate in human resource workflow conveniently. There is a lack of effective process integration in the key links such as the selection, use, education and retention of enterprise talents, which makes it difficult for human resource management to fully extend to all departments and specific links.
3. Lack of effective human resource management information system to assist management, and tedious daily work such as monthly wages and benefits, contract insurance and statements consumes a lot of time and energy, which affects more important work such as employee motivation, assessment and development.
4. It is difficult to directly monitor the work process of knowledge workers in high-tech enterprises, and the work results are difficult to measure, which makes the establishment of performance system more difficult and complicated. Many enterprises lack a good performance management platform, from performance objectives, performance process to performance results, it is difficult to carry out scientific and systematic management, and the means of performance analysis and feedback are relatively simple and weak.
High-tech enterprises have a great demand for recruitment, and the talent pool is also very important. Enterprises lack the integration of different recruitment channels, and the talent reserve of enterprises is not systematic and dispersed, which leads to the poor effect of meeting the talent demand of enterprises and affects business development.
Improvement direction
On the basis of analyzing the problems existing in human resource management of high-tech enterprises, how to create a good human resource management mechanism, improve the satisfaction and output rate of knowledge workers, and establish the talent advantage of enterprises is a task facing human resource managers. To solve these problems, Hongjing believes that at least the following management changes should be realized:
1. Human resource information has changed from decentralization to centralized * * * sharing, establishing a company-wide human resource information base, collecting human resource information in an all-round and multi-level way, updating and * * * sharing human resource information in time, so as to give full play to the talent value of high-tech enterprises.
2. According to the company's business strategy, formulate the overall strategy and management system of the company's human resources, establish the * * * sharing mechanism and coordination mechanism of the company's human resources, realize the * * sharing and unified deployment of the company's human resources, training resources and performance management resources, and give full play to the company's overall advantages.
3. Realize comprehensive human resource management, effectively integrate the human resource work of various human resource modules and departments, and straighten out the whole process of talent selection, use, education and retention, so that human resource management can effectively extend and support every link of enterprise management.
4. Establish a self-service center, build a communication platform for human resources departments, managers at all levels and employees, and outsource tedious routine work to eHR system, so that human resources workers can free up time for more effective human resources management strategy work, reduce employee management costs and improve employee satisfaction in high-tech enterprises.
5. Through the establishment of effective internal and external recruitment, training and development, ability improvement and performance management mechanisms, we will realize the construction of talent echelon and constantly strive to enhance the competitiveness of enterprises in corporate culture, talent mechanism and human development.
Hotline: 0 10-622 10089