How to change from traditional personnel management to modern human resource management

Reprint the following information for your reference.

Transformation from traditional personnel management to modern human resource management

Simply put, human resource management is the management of human resources, and its specific meaning includes: according to people's psychological and behavioral laws, correctly study, guide and motivate people's thoughts and behaviors, and rationally arrange, use and manage people, so as to fully develop and mobilize people's positive factors, obtain the best economic benefits, and make people develop in an all-round way. Human resource management is a science, which is based on and closely related to psychology, sociology, management and other disciplines. Compared with the traditional concept of personnel management, it can be said to be a new discipline, which needs in-depth discussion by theoretical researchers and practical workers both in theory and in practice.

First, the inevitability of the transformation from traditional personnel management to modern human resource management

1, the so-called traditional personnel management is a series of management activities such as planning, organizing, directing, coordinating and controlling personnel work by using scientific principles, principles, systems and methods. It mainly includes personnel file management, personnel entry and exit, salary, promotion, post fluctuation, post change, rewards and punishments, etc. It emphasizes the implementation of personnel system and is an important part of management activities. From the perspective of administrative functions, traditional personnel management is mostly tactical and administrative, such as organizing employee recruitment, new employee training, basic skills training, salary calculation and payment, attendance management, organizing cultural and sports activities, and personnel file management. These large amounts of daily work are usually called "personnel work". Because this part of the work is the daily management work of some enterprises, it cannot have an impact on the core values of enterprises in essence, and the personnel department basically has no right to formulate and adjust the system, so it is difficult to adjust the management policies and systems in time according to the actual situation. The personnel department is not prominent in the enterprise, and tends to the general administrative department, paying more attention to transactional management. The form and purpose of its management is to "control people" without paying attention to personal performance. People are not regarded as resources to be developed in enterprises. In addition, after the 1980s, with the gradual deepening of reform and opening-up, the traditional personnel management mode and economic foundation changed from basic adaptation to basic inadaptability. Especially after the 14th National Congress of the Communist Party of China decided to establish a socialist market economic system, the contradiction between the traditional personnel management mode and the economic base became increasingly acute. Today, the traditional personnel management model has been completely unable to meet the needs of the development of the new situation, and the disadvantages of the traditional model have increasingly hindered the healthy and orderly development of the national economy.

2. The so-called Human Resource Management refers to the effective management and use of employees by the organization. It is to discover, invest in "mining" and use human resources, including employment and employment, manpower allocation, motivation, education and training. Its connotation is to mobilize people's enthusiasm, give play to people's creativity and turn human resources from potential into wealth through certain means. It goes far beyond the traditional category of personnel management and is a brand-new and important field in management. In the past ten years, the development momentum of human resource theory has far exceeded that of personnel management, because the former can give people, especially the leaders of administrative leaders at all levels and enterprises and institutions, a brand-new vision, which is in line with the historical trend and the world trend, and the general direction of China's reform and opening up, so the vigorous development of human resource theory in China is inevitable. It is promoted by administrative leaders and coordinated by experts and scholars. More importantly, it can meet the strong demand of many entrepreneurs to run their enterprises well. The demand of society has added infinite help to the theory of human resources. In line with this mighty trend, the theory of human resources management and development has taken root and blossomed in China.

3. In addition, the traditional concept of personnel management is based on the cost center, and the personnel department is regarded as the consumption center with concentrated cost. It advocates that it is one of its core tasks to reduce human resources as much as possible through all feasible measures, control the labor cost of enterprises and reduce personnel management costs. This concept reflects the enterprise's emphasis on short-term profits, and the most prominent slogan is "reducing people and increasing efficiency". After several years of practice, reducing the number of employees may not necessarily increase efficiency, because the performance of enterprises is not only affected by employees, but also by many factors, such as the special geographical location limiting employment channels, and the laid-off employees have not left the enterprise. Although they didn't create profits for the enterprise, the enterprise still had to pay their living expenses and social insurance, which consumed the profits of the enterprise. However, the modern human resource management department is different. It is the "profit center" of an enterprise and creates value for the enterprise. Enterprises invest in human resources such as knowledge, ability and health, and the rate of return is much higher than other forms of investment. In recent decades, the sustained growth of American economy has mainly benefited from the investment in human resources.

Second, the characteristics of modern human resource management

Modern human resource management is a process of using scientific methods to coordinate the relationship between people and things, deal with contradictions between people, give full play to people's potential, give full play to their talents, get the right people and have the right people to achieve organizational goals.

1. Modern human resource management takes "people" as the core, people as "capital" and people as the first resource to develop. It not only attaches importance to selecting people by events, but also attaches importance to determining people by events, so that employees can actively and creatively carry out their work. It is a "service center". The starting point of management is "people-oriented", considering the differences of people's personalities and needs and the objective environment.

2. Modern human resource management belongs to dynamic management, which emphasizes a dynamic and psychological adjustment and development, regards human resources as workers' own wealth, attaches importance to development and use, and emphasizes the all-round development of personnel. According to the organizational goals and personal situation, we will make career planning, continuous training and continuous horizontal and vertical post adjustment for employees, so as to make the best use of people, make the best use of them, and make the best use of them.

3. Modern human resource management adopts both rational management and emotional management. Pay more attention to people's feelings, self-esteem and values, people-oriented, encourage more, punish less, authorize more, command less, give full play to everyone's specialty and reflect everyone's value as much as possible.

4. Modern human resource management pursues innovation, constantly innovates technology, and improves scientific methods such as assessment system and evaluation system. Most of them are active development type, and are endowed with many organizational reform functions according to the present situation and future of the organization. By participating in reform and innovation, human resource management practices are in the process of organizational change (merger and reorganization, organizational layoffs, business process reengineering, etc.). ) has been implemented, including improving employees' adaptability to organizational change, properly handling various human resources problems in the process of organizational change, promoting the process of organizational change, and working as a corporate change promoter in a planned and targeted manner.

5. The subject of modern human resource management is the subject of market operation, and its behavior is influenced by market mechanism, so it must follow the common laws of the market and the unique laws of human resource management itself.

6. Modern human resource management has risen to the decision-making level and directly participated in the planning and decision-making of the most important top management of enterprises. As a participant in enterprise strategic decision-making, provide strategic-based human resource planning and system solutions, incorporate human resources into enterprise strategy and management activities, and combine human resources with enterprise strategy.

Third, the significance of modern human resource management in management

Marx believes that production activities are the most basic activities of human beings. Engaged in productive economic activities must have two elements, one is to have a certain number of workers, that is, human factors; Second, there must be certain equipment, tools and raw materials, that is, material elements, so that the combination of the two can form productive forces. Therefore, in modern management activities, it is divided into two aspects: one is the management of means of production and labor process, that is, the management of things by people, which shows the relationship between people and things; On the other hand, people-to-people management is also personnel management. In social productive labor, material factors are impossible to be lacking, but they are dead factors and passive factors; And people are active factors and positive factors. Therefore, the center of modern management is the management of people. Without scientific management of people, it is impossible to give full play to the role of things. Moreover, in 2 1 century, social productive forces are highly developed, science and technology are advancing by leaps and bounds, and people pay more and more attention to management. Personnel management is increasingly regarded as a key link in modern management.

1. As the core department of an enterprise, human resource management is an important part of its business strategy, which mainly contributes to its business strategy by promoting its long-term sustainable development. The function of human resources covers all aspects of organizational construction, cultural construction and system construction. By integrating strategy, organization and system with corporate culture, we can ensure the implementation and realization of corporate strategy and promote the long-term stable growth of enterprises.

2. Human resource management requires human resource managers to fully consider the advantages and disadvantages of the enterprise's own resources on the one hand, and the opportunities and threats facing the outside of the enterprise on the other hand, and actively analyze and diagnose the current situation of human resources and the human resources of competitors. , so as to provide all kinds of valuable human resources related data for decision makers accurately and timely, assist decision makers to formulate specific human resources action plans, and support the implementation and realization of corporate strategic objectives.

3. No matter from the work objectives, management objects, management methods, management rules or work guidelines, human resource management has unique contents and scientific laws to follow. At present, when the economic system and scientific and technological system are undergoing in-depth reform, we should carry out the healthy synchronization of political life such as personnel management, consolidation of political system, economic system and economic system reform, and strive to conduct in-depth research from the actual needs of political power construction and national economic construction and the needs of future development, so as to improve the scientific level of personnel management and ensure the sustained and healthy development of the country under the conditions of market economy.

4. Human resource management can flexibly formulate various human resource policies that meet the needs of enterprises according to national and local personnel laws and regulations and combined with the actual situation of enterprises, so as to systematically establish a human resource management system and serve the strategic business objectives of enterprises. At the same time, it can also coordinate labor relations, strengthen occupational security, safeguard the legitimate rights and interests of employees, promote the development of employees, realize a "harmonious" production and operation environment, and establish a common profit for employees and enterprises.