Three, April every year is the highest frequency enterprise staff job-hopping season, also is the enterprise busy recruiting season. However, quit people complain that good enterprise too not seek, enterprise also complain that the exclamation said laosanjin talent less and less. From the Angle of strategy, how to promote the enterprise human resources management work? The author thinks that, the current enterprise in the human resources management in the following three must be prepared to work:
First, we must make strategic human resources planning management work
Any enterprise especially group enterprise once and future development of matching talent strategy, finally sure to restrict the further development of the enterprise, it is of no doubt. Human resources development and integration is a long-term work, should be with the company strategy combinations, career combination for the premise, human resource development activities, based on the professional behavior and the core values of human resources quality model.
The human resources department should not just be management department, and should be a value creation of department. Human resources management is the fundamental objective of attracting, cultivation and retain talents, and through ascension staff personal performance to improve the organizational performance. Human resources to create value, its base to be able to understand and implement the overall strategy. Seeking truth from facts, at present a lot of human resource management in enterprise HR people their own weaknesses and common fault (in the other said), causing them to in this respect and enterprises to form thinking resonance, so enterprise top must pay attention to the human resources department and supervise the work effectively carried out.
Second, must prepare the post analysis
Job analysis is a human resource management of one of the basic work, because it for human resources planning, recruitment and employment, job evaluation, performance management and training development links all have important function of support, so you need to work as the analysis of the human resource management link is the logical starting point, we have now actually is often easy to ignore work analysis, causing the human resources management lost integrity and consistency.
To do a good job analysis the work, the key point is to present situation in post Settings to collect and classification, responsibilities survey analysis, post work workload survey three module effort:
1. Post Settings status collection and classification module corresponding produce "post Settings status questionnaire".
2. Post responsibility investigation analysis module corresponding produce "post responsibility status questionnaire".
3. Post work workload survey module corresponding produce "post of the workload questionnaire", "instantaneous observation form", also can use 5 W1H analysis and ECRS analysis method to carry out.
Third, must be prepared to employee training and talent reserve work
Staff ability insufficient, it will be through the organization of targeted training activities, the development potential employees, improve the work ability; To organize various scene simulation forms of management training, and constantly develop and promote the management cadres ability of management. Through the strict examination, pass the internal looking for work in position, through the training is still can not adapt to the work of the staff, should be eliminated. Training mechanism is to ensure the effective operation of the exit mechanism of foundation.
To avoid a key position talent out and enterprise can find will be competent and suffer a loss, the enterprises must have a lasting development person strategic vision and design enterprise succession plan. Enterprises should strengthen internal talent market construction, implementation of multiple career development planning and management, the standard key positions and succession training process such as construction and retain talents, cultivating talents
First, we must make strategic human resources planning management work
Any enterprise especially group enterprise once and future development of matching talent strategy, finally sure to restrict the further development of the enterprise, it is of no doubt. Human resources development and integration is a long-term work, should be with the company strategy combinations, career combination for the premise, human resource development activities, based on the professional behavior and the core values of human resources quality model.
The human resources department should not just be management department, and should be a value creation of department. Human resources management is the fundamental objective of attracting, cultivation and retain talents, and through ascension staff personal performance to improve the organizational performance. Human resources to create value, its base to be able to understand and implement the overall strategy. Seeking truth from facts, at present a lot of human resource management in enterprise HR people their own weaknesses and common fault (in the other said), causing them to in this respect and enterprises to form thinking resonance, so enterprise top must pay attention to the human resources department and supervise the work effectively carried out.
Second, must prepare the post analysis
Job analysis is a human resource management of one of the basic work, because it for human resources planning, recruitment and employment, job evaluation, performance management and training development links all have important function of support, so you need to work as the analysis of the human resource management link is the logical starting point, we have now actually is often easy to ignore work analysis, causing the human resources management lost integrity and consistency.
To do a good job analysis the work, the key point is to present situation in post Settings to collect and classification, responsibilities survey analysis, post work workload survey three module effort:
1. Post Settings status collection and classification module corresponding produce "post Settings status questionnaire".
2. Post responsibility investigation analysis module corresponding produce "post responsibility status questionnaire".
3. Post work workload survey module corresponding produce "post of the workload questionnaire", "instantaneous observation form", also can use 5 W1H analysis and ECRS analysis method to carry out.
Third, must be prepared to employee training and talent reserve work
Staff ability insufficient, it will be through the organization of targeted training activities, the development potential employees, improve the work ability; To organize various scene simulation forms of management training, and constantly develop and promote the management cadres ability of management. Through the strict examination, pass the internal looking for work in position, through the training is still can not adapt to the work of the staff, should be eliminated. Training mechanism is to ensure the effective operation of the exit mechanism of foundation.
To avoid a key position talent out and enterprise can find will be competent and suffer a loss, the enterprises must have a lasting development person strategic vision and design enterprise succession plan. Enterprises should strengthen internal talent market construction, implementation of multiple career development planning and management, the standard key positions and succession training process such as construction and retain talents, cultivating talents
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