Mainly to do the following four aspects.
First, carry out employee career management
& lt/FONT & gt； (A) improve the company's career planning system
In order to give full play to the efficiency of employees in their work, the human resources department should help employees make reasonable career development plans in the company, so that employees have clear development directions and plans. Enterprise-centered career planning focuses on the work itself, emphasizing the laying of various self-development paths for employees in various positions of the enterprise step by step, which is different from individual career planning of employees. Personal-centered career planning focuses on personal career, employees' personal goals and skills become the focus of analysis, and enterprise career planning focuses on clarifying the future demand for personnel. In fact, our career development planning for employees is more from the standpoint of company development.
For enterprises that are currently in the process of transformation from technology-driven to market-driven, senior technical talents and business talents are related to the development destiny of enterprises. Therefore, we should separate technology, business and management functions, add "technology promotion line" and "business promotion line" on the basis of "management promotion line", and set up professional and technical posts, especially advanced technology and business posts, so as to adapt to the trend of detailed division of labor in enterprise development and create enough promotion and development space for professionals, so that they can devote themselves wholeheartedly.
(B) to create a level playing field for the flow of talents
With the deepening of reform, in recent years, many enterprises have adjusted their institutional reform and process reengineering to varying degrees to cope with business development and changes in the external environment. At the same time, in the process of organizational structure expansion and transformation, enterprises have produced a large number of new posts, adjusted posts and vacant posts.
In order to create a fair competitive talent flow environment and formulate a fair competitive talent selection mechanism, a "talent exchange center" can be established within the company, and talent publicity can be implemented, so that energetic and capable employees can have an opportunity to publicly show themselves, and at the same time, the opportunities for selecting outstanding talents by various departments can be increased. In addition, through regular open recruitment and post competition within the enterprise, selecting supplementary personnel can provide more equal opportunities for employees who are interested in developing in new positions and get fair evaluation.
(3) Work with employees to set personal career development goals.
After completing the enterprise's career planning system and talent competition and selection mechanism, we will begin to collect employees' information, including the ability, interest and potential of the target object, so as to help employees understand themselves and confirm their personal abilities and interests. It is planned to hire experts from external consulting companies and directly introduce some practical evaluation scales and tools for internal analysis; Let the evaluation of employees be more professional, which is more conducive to being close to employees and conducting career counseling in the later period.
According to employees' current interest potential, combined with employees' current working conditions, evaluate the career paths that employees can choose inside and outside the enterprise, and combine the changes of career anchors and goals with the changes of employees' career and life stages. Under the guidance of human resources department and other relevant personnel, employees will gradually clarify their long-term and short-term life goals and work goals, and get strategic suggestions to achieve their career goals.
Second, shape a "learning organization"
With the deepening of enterprise reform, the concepts of managers and employees will also change. Train managers in modern management ideas, and use training to promote the transformation of the concept of establishing a modern enterprise system, so that everyone can realize the shortcomings and gaps of the enterprise itself through learning. By studying the management practices and tools of modern enterprises, we gradually feel the shortcomings and gaps of current enterprises and realize that reform is imperative, thus promoting the smooth progress of reform work; At the same time, the training will focus on the skills training of professional managers, focusing on improving the practical operation ability of managers in various departments.
At the same time, the training of employees not only stands at the level of grass-roots technology, but also rises to the level of fully implementing enterprise concepts and knowledge. Focusing on enhancing the professional ability of employees, improving the comprehensive quality level of employees, ensuring the coordinated promotion of all work, and strengthening the education and training of employees. By improving the management system of education and training, insisting on the combination of training and assessment, training and use, the enthusiasm, initiative and effectiveness of employees participating in training are improved, and the post adaptability training of employees is strengthened.
According to the job description of each post and the requirements of different posts and levels, in-depth job training is carried out. When the company introduces new business types, develops new value-added projects and implements new market strategies, it actively predicts the training needs and conducts business skills training in advance.
On the basis of carefully designing employees' career, we should grasp the education and training needs of employees in different positions and different stages of development, highlight personalized training, formulate the company's education and training plan accordingly, carry out employee education and training in a targeted, systematic and strategic manner, and vigorously use seminars, online education, outreach training and other training forms while adopting traditional training methods to stimulate employees' learning enthusiasm and create a strong learning atmosphere. Encourage employees to improve their comprehensive quality through various learning channels, truly improve the quality and personal value of employees and the company's operational performance, realize the company's transformation into a learning enterprise, and form a good atmosphere of advocating knowledge and consciously learning within the company, so that employees and the company can grow synchronously.
Third, scientific performance appraisal and evaluation.
& lt/FONT & gt； In the performance management system, first of all, according to the overall business objectives of the enterprise, the objectives are decomposed into various departments to form departmental objectives. Then, according to the performance indicators of the department and the functions and responsibilities of each post, the key performance indicators of individuals are determined, so that personal performance is linked to the performance of the department and even the organization, and the interests of employees are tied to the enterprise. For each department, the wage gap will be further widened according to the quantity and quality of employees' labor, and employees' income will be linked with enterprise benefits and work performance according to the principle of leaning towards contribution, leaning towards senior management, senior technology and senior marketing personnel.
Improve the scientific performance evaluation system based on the balanced scorecard, and supervise, promote and evaluate the indicators of each department and each employee; Conduct management evaluation according to the mode of the division or profit, cost/expense center; It is also necessary to establish a fair, just and reasonable incentive mechanism to get more for more work and form a corporate culture that gives priority to performance. First of all, five guiding principles of assessment are established for the above work, namely: 1, so as to promote development through assessment and make the performance management evaluation system a compass and vane reflecting the management performance of companies and departments; 2. On behalf of GMO, promote the continuous improvement of key capabilities of various departments by means of assessment; 3. Use the balanced scorecard to construct the basic framework of performance evaluation of companies and departments; 4. Establish and form a customer-oriented inter-departmental cooperation and collaboration relationship; 5. According to the mode of business division, the performance management evaluation system is constructed in the form of business division or profit, cost/expense center.
In order to carry out the guiding ideology in the work of the department, at the same time, five basic principles of assessment index design are formulated accordingly: 1, and the target must be as specific as possible and narrow the scope; 2, whether the goal is achieved or not, as far as possible there are standards and scales; 3. Goal setting must be achieved through hard work; 4. Reflect the relevance between its objective requirements and other tasks; 5. The degree of completion of planned objectives must be related to time. To ensure the scientific and rigorous establishment of assessment indicators.
Fourth, improve the salary, welfare and incentive mechanism.
& lt/FONT & gt； The establishment of salary, welfare and incentive mechanism needs to combine factors such as market, post evaluation results and employee's ability. According to the performance evaluation results, the salary and welfare system should be linked with performance management and post evaluation, and the salary system should be in a good state of "competitive outside and fair inside".
The function of salary and welfare system is to motivate and urge employees to achieve the unity of personal goals and corporate goals in the form of "profit" and achieve a win-win situation. It complements the realization of business goals and the exertion of personal abilities. At the same time, in order to achieve the incentive effect, salary and benefits must also be linked to the promotion mechanism. Therefore, when designing salary, we should pay attention to the following aspects:
1, the enterprise comprehensively evaluates the market situation and its own affordability, and determines the salary orientation of the enterprise;
2. According to the post evaluation results, formulate salary ranges and welfare schemes for different ranks.
3. Design a salary increase plan. So that the salary and welfare incentive mechanism, together with the performance evaluation, can spur and motivate every member of the enterprise to make continuous efforts and be brave in innovation. As long as the HR director does well in the above aspects, I believe that his company will only become stronger and stronger in the future, because we have excellent employees. ......