Generally speaking, intellectual property rights refer to the exclusive rights that citizens, legal persons or other organizations enjoy according to law for their intellectual achievements in the fields of science and technology, literature and art, etc. The results of mental creation mainly include inventions, literary works, trademarks, service marks and enterprise names, which are mainly divided into patent rights, trademark rights, copyrights and trade secrets. Intellectual property rights can create benefits for enterprises and promote knowledge innovation, and promote social progress and human development through these two points.
Second, there are some problems in the intellectual property rights of enterprises in China. First, the content of intellectual property rights has not been formulated from the perspective of enterprise's own development;
Second, before paying attention to intellectual property rights, especially when applying for related patents, there was no investigation and analysis, which led to the content being applied by others;
Third, the relevant content is not rigorous, which leads to the inability to safeguard their rights and interests when they are infringed by others in the future, because it is their own problem;
Fourth, intellectual property protection only pays attention to China and ignores international content;
Fifth, the management of human resources is lax, employees are easy to leak content, and the technology is relatively backward and the safety index is low.
Third, how to strengthen the human resource management measures involving intellectual property rights in enterprises and do a good job in human resource management involving intellectual property rights. The key is that enterprise managers are aware of the importance of intellectual property rights, and there is a system guarantee on the whole, and this process should meet the requirements of relevant national laws and regulations, combined with human resource management. The main measures are as follows:
1. Enterprises should improve the recruitment system. Enterprise managers should improve relevant rules and regulations and improve the recruitment system. On the one hand, each work link should have detailed job responsibilities, clear reward and punishment system, especially departments closely related to enterprise intellectual property rights, and strictly demand employees' responsibilities and rights restrictions. This process can appropriately improve the recruitment conditions, such as academic qualifications and education level, attach importance to the examination of recruitment information, especially the background investigation of intellectual property rights, and avoid joint liability for unfair competition; On the other hand, we should establish a professional team responsible for intellectual property rights, improve our understanding of functions and responsibilities, cooperate with the human resources management department, refine recruitment, pay attention to ability, and also consider the ideological and political realm. Through the recruitment system, all new employees can be guaranteed to have a certain awareness of enterprise intellectual property rights and the responsibility to protect enterprise intellectual property rights.
2. Pay attention to the daily management of human resources. For the existing employees in the enterprise, the human resource manager should pay attention to cultivating the quality and ability of the employees. On the one hand, through training to improve the professional ability of employees, especially the improvement and supervision of confidentiality, employees' sense of responsibility should also be improved; On the other hand, managers should consider problems objectively, avoid subjective prejudice, pay attention to tapping potential talents in the daily work of employees, and provide excellent human resources for enterprises.
3. Avoiding employee job-hopping and reducing excessive turnover through various systems is the key to the stability of enterprises, especially the positions closely related to intellectual property rights of enterprises. If the personnel in this position change frequently, it is easy to cause information leakage, which is not conducive to protecting their intellectual property rights. Frequent employee resignations will also make other employees panic and reduce their enthusiasm for work. Avoid frequent job-hopping, enterprises should have a good atmosphere, and human resource management should pay more attention to humanistic care, give more care to employees, and let employees feel real warmth. Pay attention to the psychological fluctuation of employees, work from the needs of employees, and cannot blindly enforce management. This lack of humanization system does not meet the requirements of the times. In terms of salary and welfare, we should also pay attention to rewarding outstanding employees, especially those who have contributed to the protection and creation of intellectual property rights, so that employees can constantly think positively and promote innovation.
In a word, the intellectual property of an enterprise is the key link of its long-term development, and we must focus on all the contents related to intellectual property in the process of human resource management. In addition to the contents mentioned in this paper, enterprises should also pay attention to improving the level of informatization, perfecting related technologies and paying attention to social responsibility, so as to establish a good corporate image and brand, and lay the foundation for building an intellectual property culture through the implementation and enforcement of enterprise intellectual property management norms.