1. Enterprises should create job security for employees: Employment security stipulates that no employee will be fired for lack of work. The organization provides long-term commitment to employees. This practice will lead to employees' loyalty, commitment and willingness to make extra efforts for the benefit of the organization.
2. Enterprises should choose scientifically when recruiting: carefully select qualified employees in the right way. The average productivity of highly qualified employees is twice that of less qualified employees. In addition, through the selection in recruitment practice, the organization sends a message to job seekers that they are an elite organization, and at the same time sends a message that it has high expectations for the performance of employees.
3. Give employees a high salary: the salary is higher than the salary required by the market (that is, higher than the salary paid by competitors. . High wages tend to attract more qualified job seekers, reduce mobility, and convey the message that companies cherish employees.
4. Reward employees and make them look forward to their own efforts: let those employees who have improved their performance and profitability share the allowance. Employees think this is both fair and just. If the benefits of employees' talents and efforts reach the top, people will think that this situation is unfair, and they will be discouraged and give up their efforts.
5. Implement employee ownership: give employees the benefits of ownership in the organization by providing them with company shares and profit sharing plans. If properly implemented, employee stock ownership can closely combine the interests of employees with those of other shareholders. These employees may have long-term beliefs about their organizations, their strategies and their investment policies;
6. Share information with your employees: provide employees with information about operations, productivity and profitability. Provide employees with an information base to correctly evaluate how their own interests are related to the interests of the company, so as to provide them with the information they need to do what they have to do to succeed.
7. Give your employees the right and authorization to participate: encourage decentralized decision-making and expand the participation and authorization of workers in the process of controlling their own work. Organizations should shift from a hierarchical system that controls and coordinates activities to a system that allows low-level employees to do things that can improve their performance. Research shows that participation can not only improve employee satisfaction, but also improve productivity.
8. Help teams and work redesign: Use interdisciplinary teams to coordinate and monitor their own work. By setting appropriate standards for the quantity and quality of work, teams exert a strong influence on individuals. When the efforts of the group are rewarded, when the group has certain autonomy and control over the working environment, and when the group is valued by the organization, it is more likely to produce positive results from the influence of the group.
9. Do more training and skills development: provide workers with the necessary skills to complete their work. Training can not only ensure that employees and managers are competent for their jobs, but also show the company's commitment to employees.
10. Do cross-use and cross-training: train people to do several different jobs. Letting people do multiple tasks can make the work more interesting and provide more flexibility for managers to arrange their work schedules. For example, it can use trained workers to perform these tasks instead of absent workers.
1 1. There should be symbolic egalitarianism: employees can be treated equally by canceling the manager's canteen and parking reserved space. Reducing the embodiment of social categories may reduce the opposing thoughts of "us" to "them" and provide a feeling that everyone is working hard for a common goal.
12. Pay concentration: reduce the degree of pay difference between employees. When tasks need to be interdependent and work needs to be coordinated with each other, salary concentration can lead to the improvement of productivity by reducing interpersonal competition and improving cooperation.
13. Do a good job of internal promotion: fill job vacancies by promoting employees at lower organizational levels. Promotion increases training and skill development, which provides employees with incentives to "do a good job" and a sense of fairness and justice in the workplace.
14. Organizations must have a long-term vision: organizations must understand that it takes time to achieve competitive advantage through labor, so they need to have a long-term vision. In the short term, firing people may be more profitable than maintaining employment security, and reducing training funds is also a shortcut to maintain short-term profits. However, once you gain a competitive advantage by using these human resource management practices, this advantage may be more lasting.
15. Enterprises should measure practice: organizations should measure employee attitudes, the success of various schemes and plans, and the performance level of employees. Measurement can guide behavior by pointing out "what's important", and it can provide feedback to the company and its employees, telling them how they perform relative to the measurement standard.
16. There is an incisive philosophy in enterprise management: let the basic management philosophy connect various individual practices into a cohesive whole.