The quality of an enterprise is not evaluated by the quantity or scale of its resources, but by the efficiency of its utilization of existing resources. The same is true of human resources. Therefore, the quality of human resource management is more reflected in the rational use of human resources by enterprises, so as to "make the best use of people's talents", be competent for their work and be brave in innovation. To achieve these goals, we must first have norms. We can't imagine that an enterprise with many employees coming late and leaving early can realize the deep management of human resources. So we must first formulate some basic systems.
I. Personnel management system
1. Attendance and leave management system: including the definition of working hours, attendance methods, the treatment of being late and leaving early and absenteeism, the definition of leave, leave procedures and approval authority.
2. Labor relations management system: including employee probation setting, probation assessment, contract signing, personnel relations file management, insurance handling and other provisions.
Second, the recruitment and selection system
1. Recruitment system: including the setting of recruitment assessment items (only the names of items such as "interview" and "written test" are determined here, and the detailed items will be determined according to the requirements of actual recruitment positions) and recruitment process. This part is closely related to the "job description" mentioned below, because the "quality requirements" in the "job description" is a measure of the personnel needed for each position.
2. Internal selection and promotion management system: In the initial stage of construction and rapid expansion, enterprises need to hire a large number of management cadres from outside, but in the period of steady development of enterprises, it is best to train and select talents from inside, which can improve the enthusiasm of employees for study and work and cultivate the backbone who are familiar with the enterprise and have feelings. Therefore, it is very important to establish and improve a set of internal selection and promotion management system.
Because the introduction of human resource management is very short, the human resource management of most domestic enterprises is based on this. Most human resource managers or directors do basic work from the perspective of solving specific personnel problems. Perhaps these foundations can meet the needs of the initial stage or small-scale stage of enterprise development. However, if the enterprise has a certain scale, the human resource manager must consider deepening the work to other levels.
The second step is to build an organizational management platform.
After the basic work is done well, the focus of the human resource manager should be to optimize the staffing and combination, so as to achieve the effect of optimizing business management. The staffing mentioned here is not only recruitment, but also organizational planning. For example, what positions should be set up in the business department, who will take them and what effect should be achieved. These jobs require human resource managers to have a good understanding of the business; Company managers must also realize the importance of manpower optimization and development and participate in it. In the process of building this platform, human resource managers participate in enterprise decision-making, which promotes organizational construction and business process construction.
What needs to be done in this step is as follows:
1. Organizational structure construction: including corporate governance structure, corporate organizational structure, functional orientation and division of responsibilities among departments, management authority table, etc. This part of the work must be involved and finalized by the person in charge of the company. The setting of departments should meet the actual needs of the company, and all the work of the company should be completely decomposed into departments, and the responsibilities of each department should not be crossed to avoid the phenomenon of wrangling in the work.
Second, the establishment of position system: including position analysis, position evaluation and position description. Job analysis produces two results: job description and job qualification requirements, which are collectively called job description. Job description plays a very important role in human resource management: it not only clearly shows the requirements of a position, but also is the basis for recruitment, training and assessment, so the preparation of job description is the basis of human resource management. A complete job description mainly includes the following items: job definition, main responsibilities, superior-subordinate relationship, qualification requirements (including education, skills, experience, etc. ).
The third step is to establish a human resources development system.
Human resource management needs are basic, organized and systematic. Therefore, it is necessary to establish an administrative and organizational platform. But the above work can only achieve the purpose of "maintaining peace". In order to "build our homeland", we must also establish a set of human resources development system. As mentioned above, human resources must be developed to create value. The existing human resources of enterprises can often be divided into three parts: undeveloped human resources (people whose intelligence level and knowledge and skills can not meet the requirements); Unused human resources (people who don't need to learn); Developed human resources (people who are playing a role), a qualified human resources manager should be able to clearly analyze the levels of human resources in enterprises, and realize the transformation from the first two levels to the last level through well-designed targeted training activities and incentives.
A human resource manager should have the idea of comprehensive resource management and be very clear about the business process, so as to know which link the thorny problems may appear, and then establish a human resource development system with emphasis, through which the company's policies, management, training and education are passed on to the company's managers and employees.
The system mainly includes the following parts:
1. Training and development system: A good human resource management should identify talents, reach the level of "teaching students in accordance with their aptitude, with a clear aim", cultivate key employees, establish a "cadre talent pool", and provide enough skilled, enthusiastic, basic and trustworthy talents for the sustainable development of enterprises.
This system includes training management process and training system (this part can be done in detail, according to the order of employees entering the company, new employees' induction education, etiquette training, work skills training, job rotation training, etc. Can be formulated; According to the different requirements of each position for employees, the training plan, management training system and employee career development plan for each position can be formulated.
What needs to be emphasized here is that what we need to cultivate and can cultivate is not only the skills of employees, but also the good character of employees. A good personality is the internal motivation for a person to do the right thing according to the highest standards of behavior under any circumstances. A good character can only come from deep inside. So many people think that a good character can only be born. Actually, it is not. It is entirely possible to achieve a good character in training. An excellent human resource training plan should include training employees' honesty, responsibility, initiative, patience, perseverance and creativity, and actively strengthen them in rewards and punishments.
Second, performance management system: performance management should be said to be the most difficult task in human resource management. The difficulty lies in the refinement and quantification of assessment indicators, the universality of their implementation, and the fact that they are too sensitive to directly involve interests. However, performance management is a must for excellent enterprises, because enterprises need to make it clear that "rewarding diligence and punishing laziness", not encouraging hard-working employees and not punishing employees who cut corners will breed bad atmosphere in enterprises.
Performance management system mainly includes: performance management system, performance management process, debriefing management system, department and individual performance appraisal management methods.
Reporting on work is also a new concept that we have only come into contact with in recent years. The staff of each post must report the work of the previous stage to the immediate supervisor regularly (once a year or once every six months), which is different from the simple year-end summary, because the debriefing is mainly aimed at their own post responsibilities and work plans, and the completion is very clear rather than general; Another report is face-to-face communication. The supervisor can clearly understand the subordinates' understanding and efforts, the problems encountered in the work, and point out the areas that need improvement. Regardless of the assessment results, I am afraid that many smart managers can turn the year-end assessment into a communication and counseling, which is what employees expect.
3. Salary incentive system: including salary and welfare management system, bonus assessment system, scheme linking performance assessment with salary incentive, key talent incentive scheme, non-economic incentive scheme, work suggestion incentive scheme (incentive-suggestion system), etc.
Non-economic incentive schemes have been highly valued abroad, and can also be combined with enterprise welfare schemes (of course, our "welfare" here does not simply refer to material welfare). For example, the establishment of annual leave system, the construction of staff leisure center, the optimization of staff working environment, reimbursement of a certain number of books for employees and so on.
Work suggestion reward scheme. The big problems of enterprises are all composed of small problems, and the detailed problems of enterprises will be first discovered by employees in various positions in the course of work, and often they can design the best solutions. Therefore, the incentive scheme of work suggestion is very important, which can not only improve the workflow of enterprises, but also improve the sense of responsibility and enthusiasm of employees, strengthen vertical communication and reduce complaints.
4. Introduce or develop human resource management information system: Modern enterprise human resource management system based on Internet platform includes recruitment management, file management, salary management, training management, contract management, performance appraisal, career planning, evaluation center and other modules. It can not only improve the work efficiency of human resource management department, but also help to standardize the business process of human resource management department and provide value-added services for enterprises and employees. We can plan human resources according to the enterprise strategy, select suitable talents for the enterprise through reasonable recruitment technology and evaluation technology, improve organizational and personal performance through job analysis technology and corresponding performance evaluation system, and let enterprise leaders know the various situations of employees conveniently and timely. These are all jobs that human resource management information system can do for us. It is also the inevitable trend of modern human resource management to use modern analysis and evaluation methods to serve human resource management.
The fourth step is to build a healthy and excellent corporate culture.
Every failed enterprise has its own reasons for failure, but a truly successful enterprise must have some good corporate culture if it can survive for a long time. A good culture can form a good organization and ultimately produce excellent performance.
Corporate culture refers to the business philosophy, values, philosophy, cultural traditions and work style of an enterprise. It is manifested in the overall spirit, moral standards, value standards and management methods of all members of the enterprise. Toyota's corporate culture is to "gather talents, make good use of capable people, attach importance to the cultivation of employees' quality, and establish a good internal image of the company." "Once a retired Toyota employee found that the wiper of a Toyota car parked on the side of the road was broken, and he offered to help the owner repair it. In my opinion, if the corporate culture achieves this goal, it is successful. Because it can make employees realize that they are a part of their own enterprise at any time, and they should safeguard the reputation and image of the enterprise.
The construction of enterprise culture should run through from top to bottom. The human resource manager is the designer, builder, disseminator and defender of corporate culture, and the company leadership is the practitioner and reformer of corporate culture. Why does the human resource manager undertake such an important task in the construction of corporate culture? Because people are the carrier of culture, human resource managers are responsible for the work and the construction and dissemination of corporate culture.
Corporate culture construction is divided into surface layer, middle layer and deep layer. Surface construction includes enterprise CI design, work environment beautification, etiquette training, etc. The construction of middle level is mainly the formulation and implementation of enterprise system. Deep corporate culture is the common belief of every employee in the enterprise, including corporate values, business philosophy, entrepreneurial spirit, ethics, cultural traditions and so on.
Enterprise spirit is a highly personalized cultural feature. Every successful enterprise has its own unique entrepreneurial spirit. For example, the famous Sony company's "continuous pioneering spirit", IBM company's "IBM is service" spirit pursuit, Hewlett-Packard company's "respect for personal value" spirit, and so on. Most successful enterprises have similar entrepreneurial spirit. These spirits generally include the following contents: patriotism, innovation, competition, service, unity and democracy.
And there are many characteristics of successful enterprise values, such as pursuing the best, respecting every employee, encouraging every employee to make suggestions for the enterprise, respecting every employee's labor achievements, supporting innovation, allowing failure, mobilizing all employees, realizing the importance of profit, establishing quality and service awareness, perseverance and so on.
We can learn from the corporate culture of excellent companies and create our own culture in combination with the actual situation of enterprises.
These are the four steps that I think are necessary to establish a complete and standardized human resource management system. In the process of establishment, we can implement it step by step. How to implement it effectively? We must realize that human resource management, like strategic management and marketing management, is a kind of management technology, and we should treat human resource management technology as seriously as other technologies. Because of its diversity and complexity, human resources need a perfect and suitable implementation system. For example, when the performance evaluation system is implemented, there are various necessary links and steps (just like the necessary procedures for goods entering and leaving the warehouse). Failure to do any of them or failure to do them well may affect the quality of the next work or make it impossible to carry out it at all. Therefore, I suggest that when implementing each system in this system, we can make a detailed implementation plan according to the following steps.
First, the inspection and improvement process of the system. Relevant departments and personnel should participate in the preparation process of the system. After the establishment of the system, we should solicit opinions from all sides, especially those closely related to the system, and make adjustments to make it as reasonable and perfect as possible.
Second, the training stage of the system. At present, most enterprises are not "unable to follow", but "have laws to follow" and "have laws not to follow". There are two main reasons for "non-compliance": First, the system is not well publicized, and employees do not understand the "law". How can they "act according to law"? Second, managers' enforcement is not enough, and there is no reward for "breaking the law" and no punishment for "breaking the law", which leads to the natural failure of the system. Therefore, systematic publicity is very important. The Human Resources Management Department shall organize personnel related to the system to give a detailed explanation, and explain the person in charge of implementation, rewards and punishments, etc. , thus promoting "law enforcement."
Third, the trial stage of the system. The system can be run in practice for a period of time, and its shortcomings are found and improved during the actual operation. However, it should be noted at this stage that the trial does not mean that it can not be complied with. Even if there is a problem with the system, it should be punished if it violates the relevant regulations in the trial stage. Otherwise, it may be difficult to work in the formal implementation stage of the system.
Fourth, the formal implementation of the system.
Daily work is generally:
First, establish files of all employees.
Second, clarify the company's organizational structure and clarify the responsibilities of each department.
Third, establish a job description.
Fourth, improve various systems such as salary, welfare and insurance.
Five, do a good job in human resource structure analysis, demand analysis, trend analysis, to prepare for the development of human resource planning.
Six, standardized management, the whole chapter organizational system.
Seven, human resources development work.