Essay on enterprise talent management

About enterprise talent management thesis

In the ordinary daily life, we all have the experience of writing thesis, thesis is very familiar with it, thesis is a kind of comprehensive style, through thesis can directly see a person's comprehensive ability and professional foundation. I believe that many people will find it difficult to write the paper, the following is my carefully organized essay on enterprise talent management, just for reference, I hope to help you.

Enterprise talent management paper 1

Abstract:

With the arrival of economic globalization and information technology, the competition among enterprises has changed from the competition of capital to the competition of talent, talent determines the technology, talent determines the enterprise, talent determines the development, and how to retain the talent is a lot of enterprises need to seriously think about the How to retain talents is a problem that many enterprises need to seriously think about. Now many state-owned enterprises have a serious problem of brain drain, which has become a bottleneck restricting the smooth development of state-owned enterprises. This article is aimed at the causes of this phenomenon and the solution to discuss.

Keywords: State-owned enterprises, brain drain, causes and countermeasures

In the face of increasingly fierce market competition, only enterprises with high-quality human resources team can survive in this era of competition. In the process of economic globalization, who has high-quality talents and bring this advantage into play, who can grasp the initiative of development, so as to take advantage of the competition. It can be said that the competition between countries and countries and the competition between enterprises and enterprises is essentially the competition of talents. However, due to various reasons, the problem of talent loss in state-owned enterprises is relatively serious, how to retain talent is now many state-owned enterprises to think about the problem.

First, the reasons for the loss of talent in state-owned enterprises

First, the state-owned enterprises, the level of employee pay and treatment is low. Because of China's regional economic development is not balanced, in terms of living, working and scientific research conditions are far less developed areas, in the same labor intensity, income differences. It is this imbalance and difference that leads to a part of the brain drain. In addition, the distribution of unreasonable, some state-owned enterprises, "pot rice" phenomenon exists, is also an important cause of the loss of talent in state-owned enterprises.

Secondly, the lack of scientific and reasonable performance appraisal mechanism in state-owned enterprises, there is a serious phenomenon of "seniority" in the enterprise, can not correctly recognize the working ability of young talents, so that young talents rarely have the opportunity to play talent. In addition, in the recruitment assessment, should strengthen the excellent talent introduction of enterprise programs, for more talents to provide opportunities and platforms to display their talents. On the contrary, if the state-owned enterprises can not give play to the advantages of the enterprise, can not provide good conditions for the development of talent will lead to the loss of talent.

Again, the state-owned enterprises in some of the grass-roots units because they bear the burden of ensuring regional economic development and normal life of the residents, distributed in the work and living conditions are more difficult areas, the lack of living and working conditions will affect the enthusiasm of the staff work. In our country's electric power enterprises, for example, there are some grass-roots units in the mountains or suburbs, living environment is more closed, information and transportation inconvenience, which to a certain extent make the staff, especially the young staff of personal life and development is limited.

Finally, there is a gap between the personal development design of talents and the development planning of enterprises. In the state-owned enterprises, most of the outstanding talents after rigorous selection, personal expertise recognized, but after entering the grass-roots units, in the actual work due to the lack of personal development plans and the actual understanding of the enterprise, so that the actual working environment and conditions can not be well adapted to, resulting in the loss of talent.

Second, the state-owned enterprises countermeasures to the loss of talent

First of all, we must establish a pay system that fully reflects the value of the talent's labor, and improve the distribution system. In the work to appropriately raise the level of staff treatment, for outstanding performance and contribution in the work of outstanding talent in the treatment should be set up reward mechanism. This can improve the enthusiasm of the staff, stimulate the enthusiasm of the staff, and enhance the staff's sense of competition, so as to enhance the overall competitiveness of the enterprise. On the contrary, if the salary treatment is not reasonable and effective distribution, the staff's enthusiasm and efficiency will be affected, which will affect the good development of the enterprise.

Secondly, improve the assessment mechanism to achieve fair employment, efficient employment. In practice, through the performance appraisal, each employee's work situation is evaluated comprehensively, so as to be placed in the appropriate position, to achieve the efficient matching of people and jobs. At the same time, in the selection of talent, state-owned enterprises should develop a flexible and standardized selection system, from a variety of aspects of the talent assessment, to achieve scientific and efficient selection of talent, to avoid the phenomenon of talent waste.

Again, state-owned enterprises should continue to improve their production environment and infrastructure. As an important part of economic development, state-owned enterprises should learn from domestic and foreign advanced production experience and introduce relevant production technology in the process of continuous improvement of their own production capacity, improve production methods, improve the production environment, provide good conditions for the efficient development of enterprises, and then improve the competitiveness of state-owned enterprises in the market. In addition, in the perfect production facilities at the same time should also strengthen the importance of the working conditions of employees, such as some of the grass-roots power companies, to maximize the protection of employees' safety operations and to ensure that the basic requirements of life, but also in the spare time can also be added to enrich the life of the staff, the use of a variety of ways to improve the staff's enthusiasm for the production and the cohesion of the staff.

Finally, the introduction of state-owned enterprises, most of the talent for the university graduates, this kind of talent is characterized by a strong professional knowledge but lack of practice. So when entering the actual work, especially into the grass-roots units, will be due to the lack of a correct understanding of the actual work and self-generated discomfort and choose to leave. Therefore, for the selected talents should be in the work of a good training program, so that they set up the correct concept of work, encourage down-to-earth from the grass-roots level, and continue to enhance the adaptability of self-generated and working ability. And state-owned enterprises also need to carry out some activities to strengthen the communication and exchange of employees, guide the career design of employees, the combination of corporate strategic goals and personal goals, and constantly explore the value of talent. Through the enterprise and staff *** with the efforts of the enterprise to make good development at the same time can also promote the realization of their personal plans to enhance the cohesion of the staff.

Three concluding remarks

The brain drain of state-owned enterprises is a kind of objective phenomenon in the process of the development of the market economy is difficult to curb, resulting in the phenomenon of both the enterprise's own reasons as well as the staff's personal reasons. If the enterprise can realize its own defects and take some measures to make it change, at the same time, employees can also develop a reasonable career planning, set up a correct concept of employment, then the phenomenon of state-owned enterprises can be curbed, so as to better promote the good development of state-owned enterprises.

References:

[1]Yang Lianwen, S Construction Enterprise Talent Loss Causes Countermeasures Research [D]. Shandong University,2011.

[2]Li Jun. A state-owned railroad enterprise-LY factory talent loss countermeasures research [D]. Southwest Jiaotong University,2006.

[3]Xu Xiaoying. Adhering to the use of the first, to prevent the loss of talent - the new situation of state-owned enterprises and countermeasures to analyze the reasons for the loss of talent [J]. Entrepreneur World (Theory Edition),2010.08.

[4]Shi Jinyuan. Analyze the reasons and countermeasures of talent loss in state-owned enterprises[J]. Mechanical Management Development,2010.06.

Enterprise Talent Management Paper 2

Abstract:

Talent is the most valuable resource of the enterprise, and the management of the enterprise is mainly the management of people. For this reason, enterprises should focus on the principles of human resource management, update the idea of human resource management, and study the impact of leadership art on human resource management. Thus, the enterprise can really make the best use of the talent, and make the best use of the talent.

Keywords:

Human resources; management; principles; leadership; ideology

Enterprise talent, is the most valuable and decisive resource in all the wealth of the enterprise. Modern enterprise management, in the final analysis, is to master the modern management science knowledge and modern scientific and technological knowledge of talent, to modern enterprises to implement successful scientific management, and constantly improve the modernization of enterprise management. Human resource management emphasizes that there are no mediocre talents, only improperly used talents. Accurate description of the position of the enterprise and objective evaluation of employees is the premise of arranging appropriate positions for each employee. People have thoughts, desires and needs, and at the same time, they are also malleable, and some personality traits can be changed. Therefore, managers should pay attention to fully explore human potential and discover talents while accepting the guidance of theories. A scientific management techniques, an effective talent management mechanism, will create an enterprise's majestic development, a glorious journey. Therefore, the scientific talent management system is to be developed and explored.

First, the prospect of management analysis

(a) the core issue of management is the management of people

Human resource management is from the perspective of resource development and utilization. Around the personnel matching, performance appraisal, salary and compensation issues such as comprehensive and systematic discussion, and to combine this discussion with input and output analysis, in order to improve the operational efficiency of the enterprise services, the management of the enterprise is very important. The development trend of modern enterprise management is: the theory and methods of human resource management to replace the traditional personnel management, and gradually become a business manager's **** knowledge.

(b) Comparison of traditional personnel management and human resource management

(1) The traditional personnel management emphasizes the "management", focusing on the constraints and control of the labor costs associated with the employee is only regarded as the cost of labor, and try to control and reduce, rather than focusing on the development of human resources and value-added in itself.

(2) human resource management is to see people as resources, and creative, the most valuable resources, is a special resource that can bring great returns. The systematic coordination and control of enterprise talent absorption, configuration, assessment, treatment, development and other aspects of the realization of corporate benefits and employee value.

Second, the enterprise talent management mystery

The use of talent is the purpose of enterprise talent development, talent management is the necessary conditions for the development of enterprise talent. An enterprise can only grasp the use of talent and management in order to make the enterprise talent development work done effectively, in order to bring economic development to the enterprise, in order to make the enterprise thriving, enduring. However, an enterprise's talent management from which aspects to start?

(a) the principle of talent management

21st century enterprise talent management should be subject to the laws of socio-economic, political, scientific and technological development, but also subject to the law of growth of talent and the development trend of talent. Therefore, talent management activities can not rely solely on the subjective consciousness of the moment to manage, but also must establish a relatively perfect in line with the historical trend of talent management principles, so that talent management gradually towards scientific, systematic, modernization, institutionalization. Its main principles are:

(1) the principle of competence.

(2) the principle of coordination.

(3) The principle of leniency.

(4) The principle of optimization.

(B) the change of the idea of employing people

So far in some enterprises in the talent management system is not perfect, there are some old rules and regulations are not conducive to the growth and use of talent, is the drawbacks of enterprise development. So in order to make enterprise talent management towards systematic scientific track it is necessary to emancipate the mind, seek truth from facts, clear the backward, obsolete ideological concepts, the courage to free from those old views of the wrong point of view, to master and use the new period of the scientific point of view of the use of people. Therefore, the change of talent management system, the change in the idea of employing people. A taboo on nepotism "pro"; two taboo on nepotism "capital"; three taboo on nepotism "by virtue of"; four taboo on nepotism "by the way ". So the development of enterprises, talent management, leaders have become the top priority.

(C) leadership charisma

Leadership in the management of the organization's operation and development plays a central and dominant role in determining the direction and level of the normal operation and development of an enterprise, the leader in the leadership process of mastering the laws of behavior to help improve the effectiveness of leadership. So how to show leadership charisma? It can be shaped from the following aspects:

1, the theory of leadership style. The so-called "leadership style theory" refers to the leader in the leadership activities of the more fixed and the use of the sum of behavioral methods. Leaders are individualized in their work style. Of course, each leader has its own set of fixed style, but ultimately should be from the development of the enterprise. In the book "Principles of Management", the style of leadership is divided into three types: centralized leadership, democratic leadership and laissez-faire leadership. These three leadership styles will bring certain economic benefits to different enterprises and different periods of time. Therefore, our leaders should be specific problems to be analyzed.

2, communication. In the enterprise, whether it is the highest level of leadership or grassroots management personnel must communicate with their subordinates, the main rules of communication are:

(1) Interaction should be proactive, to take the initiative to understand some of the situation of the subordinate, and to give the appropriate `help, promote its penitentiary.

(2) strength to be large, broad-minded, especially when misunderstood by subordinates, do not be calculating, grumbling, try to explain.

(3) to dare to appoint those who have opposed their own, including practice has proved against the wrong people, to give equal appointment to mobilize their enthusiasm.

(4) When a subordinate encounters difficulties, motivate him, care for him, and help him.

3. Humanization. Humanized management is also gradually becoming a modern trend of enterprise management, but how can an enterprise implement humanized management? Its main measures are:

(1) the use of flexible working methods, implore employees to put forward proposals, to listen to what they can contribute, to let them decide how to do.

(2) suitable intermittent rest, because rest is like sharpening the knife, in order to wood cut fast must be willing to sharpen the knife time.

(3) Congratulations on every success. Successful moments are unforgettable, the enterprise can push for this unforgettable, you can let all the staff to go to the dashing relaxation and entertainment.

(4) congratulate the employee's birthday. Enterprises can organize small birthday parties, so that employees can experience the atmosphere of "home".

4, the use of authority. The realization of an enterprise's organizational goals, (page 68) (continued from page 50) power is a necessary condition. The purpose of the leader's use of power is to ensure the effective realization of organizational goals. But how to correctly and effectively use the power?

(1) To correctly allocate power, according to the functions of each department of each employee, the task, the scientific distribution.

(2) Do not overstep your authority. Superiors should not interfere with the work of subordinates within the scope of their authority, and subordinates should not be able to point fingers at the decision-making of their superiors.

(3) To scientifically and clearly formulate a standardized system to ensure that the allocation of power, to do in practice.

(4) in the use of authority and democratic management, combined with the ideological work and also with the managers of the combination of teaching.

(5) to reward and punish clearly.

(D) the art of motivation

Management in the so-called "incentive" refers to the managers to use a variety of management tools to stimulate the needs of the managers to stimulate their motivation, so that they move forward towards the desired goals of the psychological process. However, motivation is an art. What kind of incentive can make the staff's enthusiasm to reach the highest, the enterprise's interests to maximize. American psychologist Herzberg put forward the two-factor theory. It emphasizes that managers must pay attention to how to make subordinates get satisfaction from their work. Managers must be good at distinguishing between the two types of factors that exist in management practices, and they must give basic satisfaction to health care factors to eliminate employee dissatisfaction, and they are also required to motivate in a targeted manner. Employee enthusiasm and inner potential is the fundamental driving force of enterprise development, only continuous motivation can be fully realized. However, this story tells us that incentives are variable, not a layer of constant, only according to the actual situation to give the appropriate incentives in order to prevent incentives fatigue period.

The 21st century is dominated by the knowledge economy, the essence of the knowledge economy is science and technology, the core is talent. With the development of China's market economy, the management of talent has become the focus of enterprise management. The effective way is to realize the standardization of enterprise talent management, legalization. This is not only the inevitable requirements of the development of the market economy, but also an important guarantee of long-term development of enterprises.

References

[1]Qin Zhihua. Human Resource Management [M]. Beijing, People's University of China Press, 2000.

[2]Wang Zekun. Management of the sky [M]. Beijing:China Textile Press,2006.

[3]Zhang Longzhi,Pan Tianmin. Enterprise talent development [M]. Liaoning: Liaoning Appointment Press.

Enterprise Talent Management Paper 3

Abstract:

With the development of productive forces, China's socialist market economy has made great progress. In the environment of rapid economic development, the status of talent is more and more important. This has become an enterprise's **** the same cognizance. Talent is the core competitiveness of an enterprise. If enterprises want to get real progress and development, they must rely on the talents led by the enterprise. Therefore, it is particularly important for enterprises to establish the concept of human-centered cultivation of talents. This paper discusses the importance of human-centered enterprise administration and how to implement human-centered enterprise administration based on the cultivation of talents.

Keywords: People-oriented enterprise administration talent training

The so-called talent training, that is, for the training and development of talents. Talent cultivation mode is different because of the different guiding ideology of the center. The purpose of the talent training mode is to cultivate enterprise administration talents, through the cooperation between some schools and some enterprises will realize the goal of talent training and many other external factors organically combined to achieve the expected effect of training talents by enterprises and schools. Many modern enterprises in the process of development have encountered a talent bottleneck, the lack of human resources seriously impede the development of enterprises. So the concept of "people-oriented" was put forward. Requirements from the workers, people-oriented, care for employees. Respect for the existence of each employee's value. To fully mobilize the enterprise staff to create wealth for the company's enthusiasm, so that employees take the initiative to participate in the construction of the company. To solve the problems encountered in the process of enterprise development, especially the talent bottleneck. The theory of human-centered cultivation of talents can effectively promote the rapid and stable development of enterprises, and realize the maximization of corporate profits.

First, the importance of human-centered talent training program, the need

People can not be seen from the outside, each employee may be a potential talent. Therefore, the implementation of people-oriented enterprise administration personnel training program becomes more important. If the enterprise can provide employees with appropriate opportunities and environment, the enterprise will be possible to explore more talent. Therefore, enterprises should focus on the quality training of employees. Put the quality training on the first place of enterprise administrative personnel training, as the primary goal, fully mobilize the enthusiasm of the staff. The full utilization of human resources as the top priority, the use of democratic management means to strengthen the ideological construction of the staff. So that employees have good self-management ability and good self-restraint.

1, the importance of people-oriented business administration. The importance of people-oriented enterprise administration and management personnel training. People-oriented is the core of the socialist scientific concept of development. Enterprises must fully recognize this and actively follow. Respect the position and role of the company's employees as masters in the company. Mobilize the enthusiasm of employees to create more wealth for the enterprise. Favorable to the rapid development of enterprises, enhance economic efficiency while enhancing corporate vitality, the formation of a virtuous cycle. In the modern economy and society, rather than competing with each other, it is better to say that the competition between the talents of the leaders of the enterprises. First-class products based on first-class enterprises, and the formation of first-class enterprises based on first-class talent. All three to do the best in order to occupy a favorable position in the market, in order to ensure the benefits of the enterprise, so that the core competitiveness of the enterprise can be enhanced.

2, the necessity of people-oriented business administration. The necessity of people-oriented enterprise administration and management personnel training. People-oriented in the enterprise, that is, in the enterprise, the staff as the center, people promote things, through the strengthening of the management of the enterprise staff, to promote the management of the bit thing. Thus promoting the overall management process of the enterprise. Therefore, the enterprise in the employment or in the recruitment, the rational use of talent is very important, can effectively avoid the waste of resources and human capacity. As the administration of the enterprise, it is necessary to make the best use of people like making the best use of things. To take the issue of benefits, promotions and salary increases to avoid the loss of talented people.

Second, how to adhere to the people-oriented theory

People-oriented seems simple, the implementation is not easy, the implementation process directly affects the development of enterprises. People-oriented is not just a simple policy, but a systematic process. Not only has a high degree of ideology, but also has a certain policy itself. Closely related to enterprise administration and management. To make the best use of people, the scientific allocation of talents. According to different character to put different people in their respective suitable positions. Favorable to the development of enterprises. On the contrary, the talent configuration is unreasonable, it will reduce the efficiency of the whole enterprise, resulting in order chaos, employee complaints into the wind, the company is not stable, not to mention the development of the company. So for the reasonable allocation of the company's employees is crucial to always adhere to the theory of people-oriented to do the following aspects:

1, fully mobilize the enthusiasm of each employee of the company. Through the use of various means, including material and spiritual aspects to try to stimulate the enthusiasm of the company's employees. So that employees take the initiative to participate in the company's various construction and wealth creation. For the enhancement of corporate efficiency, the quality of corporate development to ensure the substantial increase in corporate income is of great significance.

2, the implementation of democratic management in the company. To focus on the spiritual pursuit of the enterprise staff, enhance the initiative of the staff's creativity. Employees have to exercise their participation in the company's business administration and management and even some of the decision-making aspects of the democratic rights. This not only reflects the company's people-oriented business philosophy, but also give full play to the staff's initiative and creativity, is the enterprise's staff not only enjoy human rights, but also can give full play to their talents, for the cultivation of corporate talent and mining.

3, strive to improve the quality of their own staff, where the quality of the staff refers to their own inherent qualities, which is the staff's valuable assets, but also an important asset of the enterprise, is the staff's work is necessary, directly affecting the level of management of the enterprise. Therefore, it is very important for employees to cultivate their own quality.

4, improve the staff's self-restraint, and this as an important element of enterprise management. Enterprises should guide their employees to establish a correct and scientific world view of life and values, to establish the correct direction for employee self-management, and constantly enrich the connotation of employee self-management. Employee self-restraint is the important foundation of enterprise administration, good self-management for enterprise administration has an important role, conducive to the enhancement of the effect of enterprise administration. Favor the formation of a good corporate culture.

5, the scientific and rational use of human resources. This is the basic requirement of people-oriented administration. Rational allocation of human resources can greatly reduce the waste of corporate resources, to achieve substantial corporate savings at the same time to a certain extent to improve the productivity of enterprises.

Three, people-oriented enterprise administration talent training methods and measures

1, the enterprise should establish the concept that every employee is a talent. Adhere to the people-oriented administrative management, so that every employee of the company to participate in the management, and strive to create an atmosphere of full management. People-oriented theory can not only stay in the written and verbal, to be practically applied to the company's administrative management of specific actions. For example, you can strengthen the technical aspects of the construction of the enterprise to enhance and innovate so that employees can directly with the administrative staff to discuss the problem. Strengthen the construction of internal LAN, employees can directly express their opinions and suggestions through their own mailbox. At the same time, the enterprise should actively participate in the implementation of staff encouragement policy, if the staff's suggestions have a certain degree of feasibility, to give appropriate rewards and praise, including material and spiritual. This will greatly mobilize employees to participate in the construction of the company's enthusiasm, conducive to the excavation and cultivation of corporate talent.

2, people-oriented administration should also emphasize people-oriented team spirit. Enterprises should focus on the cultivation of teamwork spirit of employees. So that the spirit of teamwork as an important part of the corporate culture. Enterprises to tap the potential of employees to play the staff personality at the same time, pay more attention to the spirit of mutual cooperation between employees, as well as the team spirit of the entire enterprise. Conducive to the formation of a harmonious working atmosphere, to provide a strong backing for the stable development of enterprises. So that the enterprise in the society of many enterprises to stand out, bravely meet the risk, face the challenges from all sides.

3, the enterprise with vigorously encourage employees to learn independently. Enterprises strongly encourage employees to learn independently, and to actively create a good working environment for employees to learn, the most direct way is to set up a library within the enterprise, and store some books related to the company for employees to read and learn in their spare time. Benefit from the growth of the company's employees and quickly adapt to the development of the company. Or the company can hold regular staff training, for the stable development of the enterprise to lay a solid foundation of talent.

4, focus on the level of human resources management of enterprises to improve and improve. Enterprise administration is the enterprise's human resource management has the function of strategy implementation, staff motivation and even management experts. Therefore, its essence that human resource management. Strengthen the supervision of human resource management, to find and cultivate some of the enterprise talent as a performance standard, mobilize the human resources department to recruit the initiative. At the same time, enterprises should supervise the human resource management department. Make it and other company departments to maintain a harmonious relationship.

Fourth, Conclusion

The 21st century is the most in need of talent, national enterprises in all sectors of the demand for high-quality talent is increasingly strong. Therefore, it is imperative to adhere to the people-oriented administrative personnel training program, only to practice hard to survive in the rapid development of society. The excellent leader of the enterprise or the excellent manager of the company should first of all be an excellent human resource manager. This will bring out the enterprise team will be more from full of passion, in the same industry has a very high competitiveness. Enterprises want to survive and develop, must establish people-oriented administrative personnel training mode. This is the trend of the times, but also the new situation of enterprises to achieve the necessary requirements. For the stable development of enterprises and resist external risks to provide strong support and protection.

References:

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