The method of realizing people-oriented management in enterprises

Lead: People-oriented management is a new management concept that has appeared in enterprises in recent years. So-called? People-oriented management? That is, attaching importance to people's dominant position, people-oriented, attaching importance to people, respecting people, caring for people and shaping people's humanistic management.

Methods for enterprises to realize people-oriented management. The main problems of people-oriented management in Chinese enterprises

At present, although most enterprises in China strongly advocate people-oriented management, there are many problems in the implementation process. For example, we still rely on the enterprise system to manage employees, failing to truly establish a people-oriented management concept, failing to see the enthusiasm and initiative of employees, and failing to give full play to their potential.

Some people have the idea of seniority in the use of talents, some people lack objective and scientific basis for the selection, training and use of talents, some people lack effective systems for the management of talents, and lack the awareness of using legal means to manage talents. Specifically, the people-oriented management of enterprises in China mainly has the following problems.

1, personnel recruitment, training and development system is not perfect.

In all aspects of enterprise management, enterprises in China do not pay attention to finding and using talents, attracting and cultivating talents, and creating a mechanism and environment conducive to the growth of talents, ignoring the key position of talent competition in enterprise market competition. There is a lack of objective and scientific basis and perfect system in personnel recruitment, training and development.

Although pre-job training is provided to employees, the training rate is far lower than that of many excellent enterprises. There is no practical training method, and employee training is not included in the normal track. In the final analysis, enterprises still do not pay full attention to the role of people, tap their potential, and give full play to the intelligence of employees.

2. Lack of scientific personnel incentives.

Unscientific and imperfect incentive mechanism is one of the main problems in implementing people-oriented management in Chinese enterprises. Only pay attention to material rewards, ignoring other needs of people, thus not fully mobilizing the enthusiasm and initiative of employees. Although some enterprises recognize the combination of material incentives and spiritual incentives, they do not fully consider the needs of employees, and think that all employees' needs are the same, ignoring the incentive effect of differentiated salary means.

In addition, due to the unreasonable connection between enterprise wage income and performance, the internal wage structure of enterprises fails to reflect the value of talents, which leads to unfair feelings of employees, low enthusiasm and poor stability of personnel.

3. Neglect the enterprise culture construction of enterprise values and entrepreneurship.

Since the reform and opening up, remarkable achievements have been made in the construction of corporate culture in China enterprises, but there are still various defects and deficiencies. The source of enterprise culture-entrepreneur culture still stays in the traditional stage, which hinders the leap of enterprise culture to a higher level.

Practice shows that entrepreneurs' ideas and values determine the development direction and level of entrepreneur culture, which is one of the key factors in the construction of enterprise culture. However, many entrepreneurs' ideas and values are limited to economic aspects, lacking a deeper understanding of corporate culture and ignoring the cultivation of corporate values and entrepreneurial spirit by corporate culture.

Second, China's enterprises to implement people-oriented management countermeasures

1. Establish a scientific and reasonable mechanism for selecting and employing people.

Selecting and employing people is the key link of people-oriented management, and enterprises in China must formulate scientific strategic planning and scientific people-oriented management system. In modern enterprises, every job will have an interactive effect on the whole enterprise. No matter which job goes wrong, it will have an impact on the whole enterprise. Enterprises must correctly select and use every employee.

Enterprises in China should focus on the overall strategy of enterprise development, formulate a strategic plan of people-oriented management from selecting and employing people to educating and retaining people, supplemented by corresponding scientific and strict rules and regulations, so that enterprises can reasonably select and employ people, educate people in time, effectively retain people, fully mobilize the enthusiasm and creativity of employees, and fundamentally ensure the realization of enterprise strategy.

2. Strengthen democratic management and empower employees to participate in enterprise management and decision-making.

In an enterprise that implements people-oriented management, every employee is the real master, and there is a cooperative division of labor between managers and ordinary employees. In the work order, all employees are encouraged to think strategically about their work, take the quality of work as their responsibility, and form an independent work order from bottom to top. For business operators, it is important to do a good job of authorization, so that every employee can enjoy power, information, knowledge and remuneration, so that everyone feels empowered. Only by respecting and trusting employees and giving full play to their intelligence can they do their best to serve the company.

At present, the democratic management of state-owned enterprises in China is still quite a lot, and the enterprise workers' congress is in name only. Some senior managers of enterprises are used to having the final say by one person, and employees' labor enthusiasm is not high. The workers' congress is the authority for workers to implement democratic management. Any major enterprise matters within the scope of the functions and powers of the workers' congress must be submitted to the workers' congress for discussion and consideration according to law. To strengthen democratic management, we must strictly implement the procedures for the workers' congress to exercise its functions and powers, ensure that the workers' congress fully exercises its functions and powers, and give full play to the important role of the workers' congress in promoting democracy.

3. Pay attention to the learning and training of employees.

A very important aspect of implementing people-oriented management is to attach importance to the learning and training of employees, and treat it as an important work of the human resource management department of enterprises. Facing the challenges of globalization, high quality and high efficiency, training is more important. Through study and training, on the one hand, it can help talents to increase their knowledge and improve their skills to adapt to new challenges and requirements and meet the needs of work; On the other hand, it is beneficial for enterprises to learn and master the advanced technology of the industry, and maintain their innovative ability continuously, thus improving the efficiency of enterprises and gaining competitive advantages.

4. Constantly improve the labor welfare security system.

Security demand is one of the basic needs of people. Employees are required to work in a clean, safe and orderly environment, get rid of the threat of unemployment, and hope that life will be guaranteed when they are old and sick. These are just and reasonable demands. Therefore, enterprises should pay more costs to establish and improve the labor welfare security system that meets the requirements of employees, in exchange for employees' loyalty to the enterprise and long-term return on investment.

In order to protect the legitimate rights and interests of workers, adjust labor relations, establish and maintain a labor system adapted to the socialist market economy, and promote economic development and social progress, the state has taken various measures to promote employment, develop vocational education, formulate labor standards, adjust social income, improve social insurance, coordinate labor relations, and gradually improve the living standards of workers.

In the process of perfecting the labor welfare security system, we should increase the macro-control role of the government. The government should make necessary adjustments to the ratio of employees' wages to enterprise costs to make it more reasonable. For enterprises with good operating efficiency, a certain proportion of income should be used to improve the wage level of employees, so as to avoid the surplus labor being occupied by the owners of enterprises or restructured enterprises for free because of the low wages of enterprise personnel. Reasonable provisions should be made on the salary level of temporary workers, and mandatory provisions should be made on their work-related injuries, medical care and other labor insurance to change the situation that the temporary workers are underpaid and the corresponding social security is not implemented.

5. Establish a fair and reasonable incentive system.

The purpose of motivation is to comprehensively use various incentive means to promote the improvement of human behavior efficiency by meeting certain needs. To establish and improve an effective enterprise incentive mechanism, we should not only emphasize the material form of incentives, but also emphasize the spiritual form of incentives. Fully mobilize the enthusiasm and creativity of employees through material incentives, spiritual incentives, training incentives and negative incentives.

In the process of motivating employees, we should adhere to timeliness, accuracy and flexibility. Timeliness means that incentives should be timely, and too early or too late will affect the effectiveness of incentives; Accuracy means that the direction of motivation should be accurate, the prize should be awarded and the penalty should be punished. At the same time, we should master the scale of rewards and punishments and avoid combining leniency with severity. Flexibility refers to choosing incentives according to time and people. In order to achieve and improve the incentive effect, we can comprehensively use various incentive methods to realize real people-oriented management.

6. Create a good atmosphere and a good corporate culture.

People-oriented management is closely related to corporate culture, which is about human culture. It is like the soul of an enterprise, the product of mutual understanding among enterprise members and the crystallization created by employees. Only the corporate culture recognized by employees can be observed by * * *.

Establishing a people-oriented corporate culture, accelerating the harmonious development of enterprises and adhering to the people-oriented Scientific Outlook on Development are the cultural concepts of people-oriented management gradually formed in the long-term business practice. Corporate culture management takes corporate culture construction as the guidance, integrates educational corporate culture construction into corporate management, pays attention to shaping people with the power of culture, and enables employees to establish correct values, noble ethics, rigorous scientific style and realistic work attitude, so as to improve the overall quality of enterprises.

People-oriented corporate culture requires that all activities of the enterprise should be carried out in the spirit of caring and caring for people, and pay full attention to the all-round development of people. Building a people-oriented corporate culture requires enterprises to explore new ways of corporate behavior under the guidance of the people-oriented corporate philosophy, based on the social and cultural background in which the enterprise is located, and with the continuous changes of the corporate environment, so as to realize the integration of organizational goals and personal goals.

At the same time, China's corporate culture is a socialist corporate culture, which is bound to be guided by socialist ideological principles, moral norms, codes of conduct and collectivism values.

Generally speaking, enterprises should establish a set of perfect people-oriented management mechanisms, including incentive, pressure, restraint, guarantee, choice and other mechanisms, and provide a good institutional environment, so as to cultivate a team of employees with a sense of participation and responsibility, make employees in a positive state of automatic operation, cultivate their spirit of striving for progress and working hard for organizational goals, and maximize the enthusiasm and creativity of employees.