Chapter 1 Introduction of Human Resource Consulting
Section 1 The meaning of human resource management
Section II Development and Significance of Human Resource Management
Section III Definition of Human Resource Consulting
Section IV Development and Significance of Human Resource Management Consulting
Chapter II Human Resource Consulting Methods
Section 1 Consulting Methods of Human Resource Planning
Section 2 Human Resource Recruitment Consulting Methods
Section III Consulting Methods of Human Resources Training
Section IV Human Resource Incentive Consulting Methods
Section 5 Consulting Methods of Human Resources Salary
Section VI Human Resource Performance Consulting Methods
Chapter III Human Resource Consulting Tools
Section 1 Human Resource Planning Consulting Tools
Section 2 Human Resources Recruitment Consulting Tools
Section III Human Resources Training Consulting Tools
Section IV Human Resource Incentive Consulting Tools
Section 5 Human Resources Salary Consulting Tools
Section VI Human Resource Performance Consulting Tools
Chapter IV Human Resource Consulting Cases
Section 1 Consultation on Human Resource Management System of LA Company
Section 2 Human Resource Consultation and Diagnosis of ZH Stock Exchange
Section 3 Consultation on Human Resources System of XT Communication Company
Section 4 Human Resources of Beijing HN Commercial Building Co., Ltd.
Chapter V Prospects of Human Resource Consulting
Section 1 Prospects of Global Human Resource Consulting
Section II Development and Prospect of Human Resource Consulting in Asia-Pacific Region
Section III Development and Prospect of Human Resource Consulting in China
Appendix Global Human Resource Consulting Related Websites and Industry Associations
Reference 2. Types and methods of motivation
Types of rewards
The application of motivation theory in enterprise management is varied, but there are two main categories: material motivation and spiritual motivation.
1 material excitation
According to Maslow's hierarchy of needs theory, meeting the material needs necessary for human survival is the lowest and the most fundamental demand. Therefore, rewarding employees' good behavior in the form of money or kind is the most basic means for enterprises to motivate employees.
Material incentives are used to affirm employees' good behavior or punish employees' bad behavior, mainly through salary increase, bonus, housing distribution, vacation, recuperation, tourism and other welfare benefits. Negative incentives include: withholding bonuses, wages and fines.
Pay attention to the following issues in the implementation:
(1) emphasizes performance. Motivation should be based on work performance, which is the embodiment of employees' ability, labor attitude and labor achievements. Speaking with work performance is the embodiment of the enterprise's incentive measures for employees, and it is also an assessment and appraisal activity. To avoid "impression award", "hard work award" and "caring award", only judging "achievement award" according to work performance can motivate all employees.
(2) Reward the correct behavior. Mitchell LaBeaufort, an American management expert, found in his long-term practice that when trying to do the right thing, it is easy for people to fall into the trap of rewarding the wrong behavior, ignoring or punishing the right behavior. As a result, we hoped to get A, but inadvertently rewarded B. We are still wondering why we got B. People often make the mistake of hoping and demanding A, but often get B because he often inadvertently rewards B. La beaufort said that companies make ten common mistakes when rewarding employees:
1) needs better results, but rewards those who seem to be the busiest and work the longest.
2) Require the quality of work, but set an unreasonable completion date.
3) I hope to have an answer to the radical problem, but I reward the method of treating the symptoms.
4) talk about loyalty to the company, but don't provide job security, and pay the highest salary to the latest employees and those who threaten to leave.
5) It is necessary to simplify things, but reward those who make things complicated and trivial.
6) Require a harmonious working environment, but reward those who complain the most and talk without practice.
7) We need creative people, but punish those who dare to be independent.
8) Only talk about thrift, but reward those employees who spend all their resources, and the budget will increase the most.
9) Require teamwork, but reward one member of the team at the expense of others.
10) Need innovation, but punish unsuccessful ideas and reward conformism.
Confucius said, "You can't teach others by analogy." Every manager can compare the ten kinds of mistakes mentioned by La beaufort and see if he has made similar mistakes.
Human resource consultation (HR consultation)