(1) Meaning: Human resource strategy refers to the long-term planning and strategy made according to the requirements of the overall strategy of an enterprise to meet the needs of enterprise survival and development, improve the overall quality of employees, and discover and cultivate a large number of outstanding talents.
(2) Scheme:
? 1, talent exploration strategy: ① introducing talents; ② Borrowing talents; (3) recruiting talents; ④ Cultivate talents independently; (5) directional training of talents; ⑤ Encourage self-study.
? 2. Talent structure optimization strategy: ① Talent hierarchical structure optimization strategy (the top level is equipped with competent strategic decision-making talents, the middle level is equipped with professional talents, and the grassroots level is equipped with experienced operation talents. Form a pyramid-shaped talent level); (2) Optimization strategy of talent discipline structure (product production process and production and operation process should involve economics, technology, management and other disciplines. ); ③ Optimization strategy of talent intelligent structure (ability to use knowledge, understand and analyze problems and actually solve problems); (4) Optimization strategy of talent hierarchical structure (hierarchical structure refers to the professional title structure of talents, that is, the proportion of senior professional title talents, intermediate professional title talents and junior professional title talents. We should optimize the pyramid structure reasonably. ); ⑤ Optimization strategy of talent age structure
? 3. Talent use strategy: ① post rotation strategy; (2) Stepped promotion strategy; ③ The dual-track use strategy of position and qualification? (4) Decentralization strategy? ⑤ Abnormal promotion and use strategy
Second, consultation on the organization of labor process
(1) consultation on improving labor productivity
Labor efficiency: the ratio between workers' production results and labor consumption.
1, current situation analysis
2. Analysis of influencing factors: ① the influence of the change in the proportion of workers on labor productivity (the more direct producers and people who directly create value, the higher the old productivity); (2) the influence of labor time arrangement on labor productivity (appropriate, reasonable and fully utilized, the higher); ③ The influence of technical equipment level on labor productivity.
3. Find ways to improve labor productivity: ① Improve the level of cultural and scientific knowledge of employees and enhance their technical and professional quality and ability. (2) Strengthen scientific and technological development, promote technological progress of enterprises, widely adopt new technologies, new processes, new equipment and new materials, and improve the level of equipment, mechanization and automation. ③ Carry out mass technological innovation activities, rationalization proposals and labor competitions. (4) Strengthening scientific labor organization, streamlining the main body, diverting assistance, reducing staff and increasing efficiency. ⑤ Formulate advanced and reasonable labor quota to save working hours. ⑥ Establish a reasonable salary and reward system to fully mobilize the enthusiasm of employees.
(2) labor organization and quota work consultation
1. Consultation on the form of labor organization: ① Spatial consultation, which analyzes the form of division of labor and cooperation of workers in the process of labor, that is, the form of working groups. (in the form of process specialized operation group or object specialized operation group) (2) consultation in the form of time and analysis of work shift organization.
2. Staffing consultation: understand the personnel structure and status; Whether the staffing method is reasonable; Analyze the proportion of all kinds of personnel; Staffing should be unified and streamlined; Proper placement of overstaffed personnel.
(3) labor quota consultation
Refers to the labor consumption standard stipulated for producing a certain number of qualified products or completing a certain amount of work under certain production technology organization conditions.
1. analysis of labor quota level: compare the existing quota level with the best historical and advanced level in the industry to judge the rationality. Using technical calculation method, that is, through on-site operation (on-site analysis and actual measurement), judge whether the quota is reasonable and whether the time standard is appropriate.
2. Balance analysis of labor quota level
3. Analysis of the method of establishing labor quota.
Empirical estimation method-single piece and small batch production
Analogy and comparison method-standard parts of single piece and small batch production type
Statistical analysis method-batch production type (medium batch)
Technology determination method-mass production type
Three. Salary incentive work consultation
(1) Analysis of the current situation of wage incentive work: 1. Analysis of wage system (structural wage system, floating wage system, post wage system, etc.). ); 2. Analysis of the principles and forms of wage distribution (distribution according to work, coexistence of multiple distributions, etc.). ); 3, the total wage level and average wage level analysis (wage output rate = total wage/net output value; ? Standard labor rate = payroll/sales revenue. If both of them are high, the enterprise's wage payment ability and wage growth ability will decline)
(2) Analysis on the reform of wage incentive work: 1. Analysis of enterprises' independent determination of total wages and wage levels. 2. The monetization and wages of employees' labor remuneration are both involved in the cost reform analysis. 3. Analysis on the establishment of a basic salary system based on post salary and linked with post and contribution. 4. Analysis of expert (capable person) high salary system and commission salary system. 5. Corporate salary strategy consultation: ① post salary strategy scheme ② performance salary strategy scheme ③ salary strategy scheme combining post salary with performance ④ total salary strategy scheme (that is, the strategy of combining quantifiable monetary value incentives paid to employees with various reward values that cannot be expressed in monetary form).
First, the method of human resources strategic consultation
Factors: 1, national reform and policy on labor and personnel system; 2. The development of labor market and talent market; 3. The human resource development ability of the enterprise; 4. Investment level of human resources development; 5. Establish and improve the social security system.
Second, the methods of organizing labor consultation (generally using qualitative methods and quantitative methods)
(1) labor productivity consultation method: 1, planned completion degree; 2. Improvement of labor productivity; 3. Compared with the best level in history, labor productivity; 4. Compared with the advanced level of Khan, the old rate of return.
(2) Consulting method of labor organization and staffing: 1, consulting method of labor organization; 2. Staff consultation method
Labor efficiency quota method-manual operation is the main type of work
Equipment quota method-type of work mainly based on machine equipment operation
Post quota method-auxiliary personnel and service personnel who cannot calculate the quota according to the labor quota.
Proportional quota method-calculate some indirect production personnel and some auxiliary production personnel.
Organizational structure, scope of responsibilities and division of work-the number of computer managers and engineers and technicians
(3) Work quota consultation mode: 1. Negotiation method of labor quota level (comparative analysis method); 2. Consultation method of labor quota balance
Third, the method of salary reward work consultation
(A) investigation and research methods
(2) Trend analysis method
(3) Quantitative analysis method: 1, analysis of total wage payment ability and competitiveness; 2, the total wage growth ability analysis method
(4) employee satisfaction analysis method: 1, salary-contribution analysis method; 2. Employee demand analysis method; 3. Job satisfaction analysis method (survey contents: working conditions, salary reward, promotion, management or supervision and * * *).