Traditional Culture Encyclopedia - Traditional culture - How to carry out employee relationship management

How to carry out employee relationship management

Introduction: Employee Relationship Management, is being more and more attention by more and more companies, more and more companies pay more attention to harmony. How should companies conduct employee relationship management?

How to carry out employee relations management one:

First, strengthen the entrepreneur's own training.

Many entrepreneurs in China? But it's only a decade or less, and it's in the? The first is the "barbaric" one, which is a group of people who have grown up under the environment. They have many excellent qualities such as diligence and acumen, but they also have fatal weaknesses, such as opportunism, excessive market orientation, and serious dependence on the path to success. The real entrepreneur is a leader, with leadership style and strong charisma, good at building a team and leading this team to manage the enterprise, his first task is to build a platform rather than do everything himself. Growing from business owners to entrepreneurs, need to strengthen their own training, first of all, to cultivate their own entrepreneurial spirit, have a dream to have a future, do business is not only to make money, and secondly, should be open-minded, so that the mind to go out to all kinds of experts in the group, to the entrepreneurial community, to the competitors to go.

Secondly, improve the assumption of the humanity of the employees.

The assumption of human nature already has a mature theoretical system, namely, the theory of x and y. The theory of x believes that employees are born lazy, work for life, avoid responsibility, no ambition, etc.; the theory of y believes that employees are born industrious, able to self-restraint, the courage to take responsibility, the ability to create, and have a high level of demand. All entrepreneurs, consciously or unconsciously, have their own assumptions about human nature in the management process, under which they may be ? harsh? ,? tough? , will emphasize coercion, threats, close surveillance, and tight control, or they may be focusing on the process of creating opportunities, unlocking potential, removing obstacles, encouraging growth, and providing guidance. People are complex and multi-faceted, different levels and types of employees should be targeted to choose different management styles, usually high-level talent intrinsic drive will be a little stronger, they want more respect and authorization. The ultimate goal of perfecting the assumption of human nature for employees is to determine how to manage different employees from a human nature perspective.

Third, strengthen the construction of corporate culture.

Use culture to guide employees, coordinate employees, motivate employees, restrain employees, cohesive employees. The construction of corporate culture must be based on the basic direction of the Trinity, the inheritance of the existing culture, how to dig, carry forward the existing corporate culture resources advantage, build their own characteristics of corporate culture; adapt to the future development of enterprises, how to find the existing culture and the company's strategy contrary to the components, to be removed; market-oriented, how to adapt to the requirements of the future competition, to establish a market-oriented corporate culture.

How to carry out employee relations management II:

First, the establishment of effective information channels.

Timely and accurate information is the basis for business decision-making, many business managers rely on the accuracy of the information is low, not in the decision-making process of the current situation of employee relations and the future development trend to make accurate judgments. To this end, enterprises must establish an effective information channel, this channel is manifested in two aspects: First, the formal reporting system, the enterprise to establish an effective reporting system to monitor the business areas, reporting system to achieve financial indicators and non-financial indicators and process indicators and results of the indicators and to lift; Second, the informal channel, all effective managers are very concerned about? Tidbits of information?

These are the most common ways to get the most out of your business, and the most important thing is that they are not the only way to get the most out of your business.

Secondly, employees participate in management.

Whether it is a state-owned enterprise or a private enterprise, whether it is a large enterprise or a small enterprise, whether it is a listed company or a non-listed company, it is necessary to pay attention to the participation of employees in the management. Employee participation in the management of the first need for organizational security, from the perspective of corporate governance and ultimate decision-making to ensure the expression of employee views, such as the Supervisory Board, the decision-making committee of the employee representatives to ensure; second, optimize the individual interests of the employee and the actual related processes and systems, from the pre-consultation, management seminars, decision-making after the vote on the three perspectives of the employees to ensure that the management of the initiative of the understanding of the decision-making process and participate in the decision-making. Employee participation in the management process on the one hand is the process of employee representatives to express their views, but also employees understand the process of accepting the management program, participation is not all the staff say, not the staff's blind resistance, is ? We? Taking into account the interests of all parties *** with the decision-making . The process.

Third, optimize the human resource management mechanism.

The traditional human resource management mechanism includes the recruitment system, training system, compensation and incentive system, performance management system, career planning system, which is the embodiment of an enterprise's human resource management concept. The human resource management mechanism is the most direct expression of the enterprise's employee relations, and these specific systems reflect the enterprise's concept of talent, that is, for talent, what the enterprise supports and what it opposes. First of all, we hope that this concept is clear and strong, rather than ambiguous and contradictory; secondly, human resource management mechanisms must be able to unify the interests of individual employees to the overall interests of the enterprise, which is the personification of the enterprise, the personality characteristics of this character embodies the collection of shareholders, customers, society, management, ordinary employees and other interest groups.

Fourth, the careful handling of employee relations management when layoffs.

When the financial crisis hit, layoffs or disguised layoffs became the response of many companies. This is a typical failure of layoffs when the management of employee relations. Layoffs are not necessarily bad, but must be used with caution, because it is a huge damage to the corporate culture. Within traditional Chinese culture, it is often emphasized that an organization is a family, everyone is a brother and sister, and no one should be left behind, which makes it humane. What is the correct approach? Combine staff redundancy and enterprise development, turn waste into treasure, the key to this is to establish and enterprise development strategy consistent with the human resources planning system, especially based on the core competitiveness requirements of the construction of the training system, the combination of staff redundancy and training, to promote the transformation of human resources; if you must lay off staff, to combine it with performance appraisal, to ensure that the layoffs of the fairness and reasonableness of the key to this is the performance appraisal of the The key is the fairness and reasonableness of the performance appraisal.

Fifth, the establishment of employee assistance programs.

At the time when employees need help the most, the enterprise to lend a helping hand, will make all the employees feel warm. In the process of establishing an employee assistance program, we must adhere to the following points: First, the establishment of an assistance fund, assistance fund is not only from the profits of the enterprise, but also need to come from each employee's donation, even if the amount is very small, but also reflects the care between employees; Second, a clear assistance program to the organization to ensure that such an organization is usually the trade unions or the Ministry of Human Resources, so that the assistance is a part of the responsibility of the enterprise; Third, the The establishment of assistance standards, what matters, what people are eligible to enjoy what level of assistance; four is to ensure that the implementation of the assistance program open and transparent process, so that more employees to understand the care of the enterprise's employees, to ensure that the implementation of the assistance program process is fair and reasonable, and really play a cohesive staff to motivate the purpose of the staff.

  • Related articles

copyright 2024 Traditional Culture Encyclopedia All rights reserved