Human resources professional defects?

Advantages and disadvantages of modern human resource management

One point is the application of enterprise performance management. The disadvantage i

Advantages and disadvantages of modern human resource management

One point is the application of enterprise performance management. The disadvantage is that it pays too much attention to performance, lacks humanized factors of change and development, and is not flexible enough in the state of reinforcement.

Are there any obvious defects in domestic human resource management at present that can be studied?

As far as the present situation of human resources in China is concerned, the six modules of human resources are still outstanding, and their application in enterprises is not deep enough.

In fact, in many enterprises, only recruitment has received more attention, while other modules have not been fully applied.

There is also a research direction for your reference, that is, the informationization level and technology of the human resource management industry, and there is still much room for improvement, including the intelligent operation of software and platforms in human resource management and the direction of big data.

What are the advantages and disadvantages of the technology of human resource management evaluation center?

Advantages: For today's enterprises, accurate identification and rational allocation of internal human resources has become a key factor affecting the development of enterprises, and accurate and effective talent evaluation is the basic work for enterprises to optimize human resources management. The technology of evaluation center includes many evaluation methods, which are suitable for talent evaluation in different scenarios of enterprises and can provide more accurate and complete decision-making reference for enterprises.

Disadvantages: First of all, all kinds of evaluation methods in the evaluation center technology have professional requirements, and both the use process and the interpretation of the final results need to have certain professional accumulation; Secondly, for enterprises, the evaluation center is a project that needs to be continuously built and updated. Only by constantly updating the evaluation content in combination with the enterprise's own applications and scenarios can the accuracy of its evaluation results be continuously improved.

The deficiency of human resource management specialty itself.

Advantages:

1. It breaks the traditional examination system in which superiors assess subordinates, and can avoid the phenomena of "halo effect", "central trend", "tightness or looseness", "personal prejudice" and "blind spot" which are very easy to appear in traditional examinations. It is difficult for an employee to influence many people, and the information obtained by management is more accurate.

2. It can reflect the different views of different evaluators on the same evaluator.

3, to prevent the assessed behavior of quick success (such as only committed to performance indicators closely related to salary).

4. More comprehensive feedback information helps to improve the various abilities of the assessed.

Disadvantages:

1, the evaluation cost is high. It takes a lot of time when a person has to assess multiple peers, and the cost increase brought by multiple people participating in the assessment may exceed the value brought by the assessment.

2, become a way for some employees to vent their personal anger. Some employees do not face up to the criticisms and suggestions of superiors and colleagues, turn work problems into personal emotions, and use the opportunity of assessment to "express personal grievances".

3. The assessment and training work is difficult. The organization should train all employees in the assessment system, because all employees are both examiners and examinees.

What are the defects of human resource management specialty?

Two things don't attack the good side,

One is the lack of social recognition. In many companies and enterprises, there is still the idea of doing personnel before, especially in the mainland.

Second, there are not many real graduates, and there is theoretical training in the school. There is no good starting point for development, which also causes low social recognition.

It is wrong to say that enterprise management focuses on science, and this liberal arts is also true for management. Science is the foundation, and liberal arts is the idea. Management does involve a lot of numbers, but none of them are profound or difficult. If you want to engage in theory, you must have a good mathematical foundation.

What are the advantages and disadvantages of formal human resource management?

Advantages:

Breaking the traditional examination system in which superiors assess subordinates can avoid the phenomena of "halo effect", "central trend", "tightness or looseness", "personal prejudice" and "blind spot" which are easy to appear in traditional examinations.

? It is difficult for an employee to influence many people, and the information obtained by management is more accurate.

? It can reflect the different views of different evaluators on the same evaluator.

? Prevent the behavior of the assessed who are eager for quick success and instant benefit (for example, only work hard on performance indicators closely related to salary).

? More comprehensive feedback information helps to improve the various abilities of the assessed.

Disadvantages:

The evaluation cost is high. It takes a lot of time when a person has to assess multiple peers, and the cost increase brought by multiple people participating in the assessment may exceed the value brought by the assessment.

? Become a way for some employees to vent their personal anger. Some employees do not face up to the criticisms and suggestions of superiors and colleagues, turn work problems into personal emotions, and use the opportunity of assessment to "express personal grievances".

? Assessment and training are difficult. The organization should train all employees in the assessment system, because all employees are both examiners and examinees.

In fact, many companies have invested heavily in this area, and the effect is not good. Because it looks ideal, it is difficult to do.

Defects of human resource management design

Defects in human resource management:

The choice of human resource management strategy ignores environmental factors, and the construction of human resource management system lacks competitiveness.

The staffing plan is not comprehensive and there is misunderstanding about the training mechanism.

The incentive mechanism is insufficient, and the performance appraisal mechanism needs to be improved.

The legitimacy of salary and welfare management needs to be improved.

The rational development and utilization of information resources need to be strengthened.

What are the defects of human resource management specialty?

Defects in human resource management:

1.

The choice of human resource management strategy ignores environmental factors, and the construction of human resource management system lacks competitiveness.

2.

The staffing plan is not comprehensive and there is misunderstanding about the training mechanism.

3.

The incentive mechanism is insufficient, and the performance appraisal mechanism needs to be improved.

4.

The legitimacy of salary and welfare management needs to be improved.

5.

The rational development and utilization of information resources need to be strengthened.

Advantages and disadvantages of human resources development and management

1. With the development of modern personnel theory and the formation of modern management concept system, people, as the first factor of productivity, are listed as the first among the main resources, because people have subjective initiative and the ability to use other resources, which can create wealth. The so-called management is the art of doing things according to people's will. It can be said that human resource management in modern management concept is the core of corporate culture.

2. The evaluation center technology developed rapidly after World War II. It is the main form of modern personnel evaluation and is considered to be the most effective evaluation method for senior managers. A complete evaluation center generally takes two or three days, and the evaluation of individuals is conducted in groups. Subjects form a group, and a group of testers (usually the number of testers and subjects is 1: 2) conduct a series of evaluations including psychological tests, interviews and multi-scenario simulation tests. The evaluation results are comprehensively obtained on the basis of systematic observation by many testers. Strictly speaking, the evaluation center is a procedure rather than a concrete method; It is a personnel evaluation process of organizing and selecting managers, not a space or place. It consists of a number of evaluators, who use various subjective and objective personnel evaluation methods to evaluate the abilities of the subjects for specific purposes and standards, so as to serve the organization in selecting, promoting, identifying, developing and training individuals. The biggest feature of the evaluation center is to pay attention to scenario simulation. An evaluation center contains multiple scenario simulation tests. It can be said that the evaluation center not only comes from scenario simulation, but also is different from simple scenario simulation, which is an organic combination of various evaluation methods. The evaluation center has high reliability and validity, and the conclusion is of high quality. However, compared with other evaluation methods, the evaluation center needs to invest a lot of manpower and material resources, and it takes a long time, is difficult to operate and has high requirements for testers.