What is the human resource management system of the troika system

What is the human resource management system of the troika system

salary management system, performance management system, training management system

on the human resource management system

to establish a set of scientific and effective human resources to the management system, the modern enterprise human resource management to really go to the enterprise's strategy and business services, it is necessary to set up a human resource management system suitable for the characteristics of this enterprise, including five basic tasks: recognition perception, selection pick, employment placement, parenting professional, retention preservation, and the human resources system. Resource management system, including five basic work: knowledge perception, selecting people pick, using people placement, education professional, retaining people preservation.

Knowledge of people as the basis, selecting people as a guide, using people as the core, educating people as the driving force, retaining people for the protection of the work, so in the management of human resources, the function should be established in order to recognize the human resources management system. Therefore, in the management of human resources, we should establish a work analysis system based on human knowledge, a recruitment and selection system based on human selection, a configuration and use system based on employing people, a training and development system based on educating people, and a performance and compensation system based on retaining people. The establishment of these five systems is a sign of good corporate human resource management and an important aspect of its implementation mechanism.

I hope the above answer is helpful to you!

How to position the human resources management system

The work of the major modules of human resources has its own focus, but the major modules are inseparable, like a biological chain, the lack of any one link will affect the imbalance of the entire system. HR work is an organic whole, the work of each link must be in place, and at the same time, according to the different situations, and constantly adjust the focus of the work to ensure that human resources management to maintain a healthy operation, to ensure that the work of the whole system, and to ensure that the work of the whole system is not only the work of the whole system, but also the work of the whole system. To ensure that human resource management to maintain a healthy operation, and support the ultimate realization of the strategic objectives of the enterprise!

(1), human resources planning: 1, organizational setup, 2, the adjustment and analysis of the enterprise organization, 3, the analysis of the demand for enterprise personnel supply, 4, the development of enterprise human resources system, 5, the preparation and implementation of the budget for human resources management costs; (international human resources management 1, career development theory 2, the internal assessment of the organization 3, organizational development and change; 4, plan) Organizational career development; 5, Comparative International Human Resource Management Overview 6, Development of Human Resource Development Strategic Plan 7, Performance Factors at Work 8, Employee Empowerment and Supervision)

(2), Recruitment and Configuration: 1, Recruitment Needs Analysis, 2, Job Analysis and Competency Analysis, 3, Recruitment Programs and Strategies, 4, Recruitment Channel Analysis and Selection, 5, Recruitment Implementation, 6, Special Policies and contingency programs, 7, exit interviews, 8, measures to reduce employee turnover

(3), training and development 1, theoretical learning, 2, ad hoc evaluation, 3, survey and evaluation, 4, training and development, 5, needs assessment and training, 6, the composition of the training proposal, 7, training, development, and staff education, 8, the design of the training, systematic approach, 9, development of the management and business leadership; development of themselves and others, 10, ad hoc evaluation, 10, the development of the management and business leadership; development of Yourself and Others, 10, Ad hoc Management: Ad hoc Development and Management Practices.

(4), performance management: 1, performance management preparation stage, 2, implementation stage, 3, appraisal stage, 4, summary stage, 5, application development stage, 6, performance management interviews, 7, performance improvement methods, 8, behavior-oriented appraisal methods, 9, results-oriented appraisal methods.

(5), payroll and benefits management: (compensation, incentives and benefits) 1, compensation, 2, building a comprehensive compensation system (job evaluation and salary levels, salary survey, compensation plan, salary structure, the development of compensation system, adjustment of the compensation system, labor cost accounting), 3, benefits and other compensation issues (welfare insurance management, the design of corporate welfare programs, the design of the corporate supplemental Pension Insurance and Supplemental Medical Insurance design), 4. Evaluating performance and providing feedback.

(6) Labor Relations: 1. Employment Law, 2. Labor Relations and Society, 3. Industrial Relations and Society, 4. Labor Negotiations, 5. Unionization and Labor Negotiations (Safety, Security and Health, Safety and Health Programs Safe and Healthy Work Environment Promoting Safety and Health in the Workplace Managing Health and Safety in the Workplace) Human Resource Management and Competition 1. , 2, Human Resource Management issuance as well as the environment, 3, Human Resource Planning, 4, Job Analysis, 5, Personnel Recruitment 6, Training and Development of Employees 7, Employee Performance Appraisal 8, Productivity Enhancement Programs.

How to put the human resources management system on the ground

Enterprises to build the human resources management system needs to be established for different types of positions, we commonly referred to as hierarchical classification of human resources management system, hierarchical refers to the human resources management approach / method because of the different levels of positions, classification refers to the human resources management means and methods of the nature of the work of different jobs and job categories, for example, grass-roots level. For example, the management incentives of grass-roots employees and senior management cadres are different, and the assessment and management methods of R&D and technical employees and production and sales positions are also different. Therefore, enterprises need to systematically consider and accurately locate and design their human resource management system in the construction of hierarchical and categorized human resource management system.

Huaheng Zhixin has summarized three different oriented human resource management system design schemes in its consulting practice: (1) competency-based human resource management system, (2) performance-based human resource management system, and (3) role/responsibility-based human resource management system.

How to build a human resource management system

The construction of human resource management system in SMEs

With the development of China's market economy, the intensity of competition has been intensified, and most of the industries have entered the micro-profit era. Cost control as one of the main competitive means in the micro-profit era, its role and effect is more and more obvious. In such environmental conditions, more and more small and medium-sized enterprises began to recognize the importance of human resources management, because the scientific human resources management system can effectively build the enterprise's business management framework, so that the enterprise and people, people and things, things and things and the internal departments of the enterprise, the enterprise internal and external and other kinds of relations more coordinated, in order to effectively improve the efficiency of the staff and the efficiency of the organization's operation while The purpose of reducing the cost of management.

Although the advanced human resource management system in its practical application of the effect is significant, but for most of China's small and medium-sized enterprises how to build their own human resource management system is a difficult problem. The first reason is that the development of these small and medium-sized enterprises in China are very short history, a low starting point, the foundation of human resources management work is very weak, on such a basis to quickly and comprehensively implement a set of scientific human resources management system is tantamount to a "long time sick people under the medicine", so not only is it not possible to make the patient cured, and even the patient directly pushed to death or death. The patient will not only be impossible to make the patient cured, but will even push the patient directly to death or the edge of death. In the field of Chinese medicine, the method of treating the chronically ill is to regulate them, that is to say, to adopt a gradual and orderly treatment method combining nourishment and treatment, and in respect of the use of medication, not only is it required to prescribe the right medicine for the symptoms, but also to give full consideration to the patient's physical capacity. In addition, small and medium-sized enterprises (SMEs) are small in scale, relatively scarce in the possession of various resources, including human resources, and relatively weak in their initial investment capacity, with a low risk-resistant capability. Under such circumstances, how to find a breakthrough, so that the scientific human resources system can be successfully implemented is the key to the success or failure of the entire work.

Through this study, combined with my past management experience, I believe that the construction of human resources management system in small and medium-sized enterprises should pay attention to the following aspects:

1. full participation, do a good job of human resources management of the groundwork

Human resources management is theoretically the work of human resources management department, but in the actual operation of the process of human resources management department is not possible to complete this work alone. But in practice it is impossible for the human resources management department alone to accomplish this work. Although the staff of human resources management departments have their own advantages in mastering the theory of human resources management and the application of management tools, their grasp of the actual work of various departments and posts is far inferior to that of the actual operators of various tasks. For this reason, the human resources management department in carrying out the basic work of human resources management system construction must be other relevant departments, and even all the staff with the cooperation, "behind closed doors" type of work out of the things can not stand the test of practice. Therefore, the human resources management department in the job analysis, job responsibility analysis, the preparation of operating instructions, the establishment of competency model and performance appraisal of the content, the setting of indicators and other basic work, must be from the organization of all levels of staff support and assistance. Only established on such a basis of human resource management system can be scientific, reasonable and feasible.

2. find a key point to start, smooth progress

Human resources management is a systematic project, involving the enterprise recruitment, employment, evaluation, education, retention process in all aspects, each aspect is closely linked with the organization of the work of all levels, the slightest disjunction will affect the operation of the entire system, so the comprehensive construction of human resources management system and the implementation must be taken into account with the various levels of the enterprise to implement the system. Therefore, the comprehensive construction and implementation of HRMS must take into account the cooperation with various departments and positions within the enterprise. At the same time, each specific process in the human resources management system contains many specific modules, each module contains many specific tasks. China's small and medium-sized enterprises due to the quality of employees, management basis, investment capacity and other factors, generally want to fully implement a scientific human resources management system is unlikely to succeed. The only way is to find a key point to start within the enterprise, and then step by step, smooth progress.

Looking for human resource management system to promote the work of the key points generally from the enterprise's most basic, the weakest link to start, such as: enterprise basic management work is poor enterprise first from the sound internal management system, clear job responsibilities, clear job evaluation content and indicators, etc. to start; internal workflow is not clear enterprise to start from the clarity, standardize the internal workflow of the enterprise to start; internal departments, positions, and the workflow of the enterprise to start. The internal workflow of the enterprise should start from clarifying and standardizing the internal workflow of the enterprise; the enterprise should firstly straighten out the internal organizational relationship and clarify the *** position of each position in the organization, and so on. If you take into account the overall quality of the staff within the enterprise can not really understand and accept the construction of human resources management system, can improve the overall quality of the staff through a variety of means at the same time, you can choose to try in the relatively high quality of the staff group, such as in the middle management of the enterprise to promote the first and so on.

Enterprises, regardless of where to start the construction of human resources management system, we must effectively adhere to the principle of gradual and orderly progress, one step after a stable start to take the next step, steady and steady, and constantly promote, do not be in a hurry to blindly venture, or else the words are bound to fall on the face of a bruise.

3. system design and promote the full consideration of the audience

Through the previous content, we learned that the construction of enterprise human resources management system involves every work and every position within the enterprise, is a full participation in the work. Employees do a good job of the basis of its not only to effectively understand the meaning of the work carried out, but also to the work of the requirements of the various processes can be clearly grasped. If the staff can not understand the actual significance of the work itself, or can not grasp the relevant requirements and processes of the work, they in any case will not be able to successfully complete the work. Therefore, enterprises must consider the factors from the audience when implementing the construction of human resources management system. The specific requirements of the system design is to strive for simplicity and clarity, so that all employees can understand and accept, and the speed of progress should be in line with the staff's ability to bear.

The development of China's small and medium-sized history is very short, and basically in the reform and opening up the policy guidance, to "feel the way, the development of" the form of establishment, not only the immaturity of the management system is not only the quality of the workforce is also uneven, too much ahead of the curve, advanced concepts and theories are very difficult to be accepted. It is difficult to accept the concepts and theories that are too advanced. Therefore, enterprises must consider this aspect of the establishment of their own human resources management system, that is to say, we can not just go after perfection. Too advanced, too scientific, too perfect program for China's current small and medium-sized enterprises is very advanced, in the process of concrete implementation of resistance is also very large. The construction of human resources management system is a long-term, systematic project, each enterprise should look at the long term, based on their own reality, to start from the simple to avoid complexity, and gradually from the simple to the complex, and constantly develop and improve, and ultimately realize its advanced and scientific. If from the beginning of the one-sided pursuit of its advanced and scientific, often because the enterprise staff can not understand, accept and affect the implementation of its effect, and even lead to halfway. This enterprise not only can not get the expected results, but also directly affects the staff of the scientific management of the degree of trust, which has a huge negative impact on the development of the enterprise.

4. position setting and management as reasonable as possible, the assessment content, standards should be operable

One of the basic work of the human resources management system is to set up and manage the position, and position setting and management has several basic principles, one is that everyone has something to do, and everything has someone to do it; the second is to put the right people into the right positions; the third is to adhere to the principle of coordination and high efficiency. If an enterprise in the job setting and management can really act in accordance with these principles, its workforce must have a strong fighting force. But in the reality of work, because there are "taken for granted" outside the influence of many variables, so that our work in most cases can not be perfect. In this case, we can only be based on their own actual situation, do their best to work to the best degree. On the enterprise position setting and management of this work, although we can not do perfect, completely scientific, we also want to do as reasonable as possible, because the position setting and management is one of the basic elements of the construction of enterprise human resources management system, the more reasonable, the whole system also tends to be more scientific.

China's small and medium-sized enterprises due to a variety of objective reasons caused by the inherent shortcomings, so that its job setup and management of many problems, including job setup or job responsibilities are not clear, the disconnect between people and jobs, jobs and jobs confused and other phenomena is a common problem in these enterprises. To establish a scientific and standardized human resources management system, we should try to solve these problems, so that the enterprise's job setting and job management as optimized as possible. The key to realize the optimization of job setting and management is that under the guidance of the three principles of "everyone has something to do, everything has someone to do", "put the right person in the right position", "coordination, high efficiency", etc., the internal organization should be clearly defined. Under the guidance of the three principles, each department within the organization, the specific work content of each post, and accordingly determine the job setup; based on the job content to establish the job qualifications, and accordingly review the conditions of each post on the incumbent; clear post identity of each employee. Only in this way can we really do "set up posts", "post selection", "the amount of talent with people".

Do "set up posts for the matter", "selected for the post", "the amount of talent with people" only to complete the job set up and management of part of the work, another important part of the work Another important part of this work is the post work effect, achievement assessment. The traditional Chinese job evaluation method has a distinctive subjective color, often based on the subjective opinion of the leader can determine the merits of a person, or even decide a person's life. Such a way of job evaluation has been popular for thousands of years on this piece of land in China, which has accomplished and destroyed many people. With the progress and development of society, people gradually realize the limitations of this kind of job evaluation, so the advanced job evaluation methods from abroad began to be popular in China. The basis of these advanced and scientific job evaluation methods is the collection and analysis of a large amount of objective information, without which there is no scientific job evaluation. Therefore, we set the job responsibilities at the same time we should be based on the job content of these positions to set up a clear standard of work, the process of comparing these work standards with the actual work of each person is the process of job evaluation. In the real world, only things that can be quantified have the attribute of mutual comparison, so we must adhere to the quantification of the indicators in the evaluation of the content and standard setting of the work, can not quantify the evaluation of the content and indicators is meaningless.

5. The construction of the human resources management system can not ignore the staff's career planning and development

Maslow's hierarchy of needs of human beings is divided into life, security, emotion, respect, self-worth of the realization of the five levels, and constantly improve their own level of needs is human nature, an old Chinese saying "people walk high, water flows low" is also the same. The old Chinese saying "People go to higher places, water flows to lower places" is also about this truth. A person in an enterprise to find their own position is not to hope that they always stay in this position, but hope that this position as a starting point for the gradual realization of their own value of life. If the enterprise in the pursuit of their own development at the same time ignore the personal development of employees, the enterprise is very difficult to retain talent. We all know that in the modern business competition, the competition for talent is the key, if an enterprise does not have the ability to retain talent, it is bound to be eliminated in the ruthless competition. Therefore, an enterprise to be invincible in the fierce competition, we must establish their own "retention" mechanism. Retention mechanism to put it simply is in the pursuit of enterprise development at the same time, to the staff's career planning and development as an important work to grasp. Employee career planning and development is also an important part of the enterprise human resources management system, so we can not have the slightest negligence in the process of establishing enterprise human resources management system.

What is a competency-based HRM system?

The design of human resource management system often varies according to the different development strategies of the enterprise, the different stages of organizational development, and the different status quo of the personnel's ability in the enterprise

In the consulting practice, Huaheng Zhixin has summarized it into three kinds of main oriented human resource management system, and the competency-based human resource management system is one of them, which mainly includes: the qualifications of personnel's ability to upgrade/improvement oriented, the standard construction of talent with competency as the core, and the competency-based human resource management system. The standard construction of competence-based talent selection system, the assessment system based on employee competence enhancement and improvement, and the employee promotion career planning and training system aimed at realizing employee competence enhancement.

This is also found on Baidu

How to start the establishment of human resource management system for a newly established company

See! Matsumoto Electric is how to establish and get a good human resource development management system!

Matsumoto Electric was founded in 1992, after 7 years of hard work, innovation, has become a professional engaged in building electrical appliances (switches, sockets, dimmers, speed controllers, energy-saving lamps) research and development and production and sales of high-quality manufacturers. There are nearly 1,000 employees, capital of 200 million yuan, 20,000 square meters of plant land, the formation of an annual output of 20 million sets of electrical accessories capacity. And has developed and produced a number of products that are well known in the market and have strong competitiveness, constructing a new competitive advantage. By virtue of the advantages of talents, scientific management, exquisite technology, advanced technology, excellent quality and perfect service, we have realized the extraordinary and leaping development, and rapidly risen to the top of China's construction electrical industry. The reason why Matsumoto Electric can win the first round in the fierce competition in the market is entirely dependent on the party's policy of reform and opening up, in time to seize this once-in-a-lifetime opportunity, so that in the unpredictable market economy, "the sea" in the fight out of the way suitable for the development and growth of the enterprise. Then, in the process of the second venture, the company's decision-makers decisively proposed: "the implementation of brand-name strategy". Here, I think the most critical move is the talent must be one step ahead, actively broaden their thinking, broaden their horizons, from a holistic, all-round, multi-angle to consider the total amount of concentrated in the development, quality improvement and configuration of the reasonable three aspects. Emphasize that human resources development must be compatible with the needs of enterprise development, integrated arrangements, forward thinking, careful planning, in the total amount of human resources, quality and structure, to be coordinated with the scale and speed of enterprise development, to achieve the growth of talent and enterprise development in synchronization. Focus on forecasting and planning, training and assessment, selection and use, introduction and excavation, configuration and regulation, incentives and protection of the six links. Now it is gratifying that the company's leadership team from a strategic height, decided to set up a "human resources department", to enhance the status and role of human resources in the enterprise development strategy.

Human resources will become the first major resource in the 21st century: economic advantage depends on scientific and technological advantage, and scientific and technological advantage stems from the advantage of human resources. The role of human resources has never been so prominent as today, it as a strategic resource for enterprise development in the strategic management of the enterprise occupies a very important position, causing more and more domestic entrepreneurs attach great importance and great concern. As the Nobel Prize winner in economics Schultz, in the United States since this century, the rapid development of the economy and industry for comment, pinpointed that: "in the contemporary economic development of the United States, the talent capital has occupied a significant position. For example, 90% of the product updates in the United States since the turn of the century have relied on the intelligence of talented people rather than on traditional labor or capital." Therefore, relying on the development of human resources in order to obtain science and technology, the initiative of economic competition, to win new advantages in development, has increasingly become the focus of international competition.

In order to better adapt to the needs of the development of the market economy, to win the future competitive advantage, and vigorously promote the brand-name strategy, it is inevitable that we must cultivate and create a knowledge of the market situation, familiar with the international trade of the export-oriented economic management personnel as a support point. Only in this way, in order to maintain the enterprise in the fierce market competition invincible. Over the years, although the company has made a lot of efforts and work in human resources development, but the strength is still not enough, the gain is very small. Then in the promotion of brand-name strategy today, the Ministry of Human Resources should have a clear position, a deep understanding of the future development goals, direction of efforts, focus and countermeasures ideas, efforts to establish rules and regulations to stimulate the vitality of human resources as the Ministry of Human Resources officially launched the breakthrough.

I think we should follow the principle of "strengthen management, rationalize functions, standardize business, clear responsibilities, strong coordination, efficient operation", increase efforts to promote the work of the Ministry of Human Resources gradually on track, and strive to create a new situation in the near future. Human resources development and management work must be closely linked to the company's development strategy, in order to achieve sustained and steady growth of the enterprise services, and according to the characteristics of modern human resources development and management, requirements, and the development of human resources development strategy to match the brand strategy and long-term planning, and to be vigorously implemented; at the same time, we need to combine the actual situation of the enterprise, follow the laws of market competition, and set up in line with the requirements of the internationalization, with competitive incentives, fair and standardized and scientific and technological innovation. At the same time, we should take into account the actual situation of the enterprise, follow the law of market competition, and establish a human resource development management system that meets the international requirements and has the characteristics of competition and stimulation, fairness and standardization, as well as scientific efficiency. It includes: organization optimization design, human resources process reengineering, talent forecasting and human resources strategic planning, talent selection technology design program, employee recruitment standards, job planning and job description, performance appraisal implementation plan, compensation and benefit system, rewards and punishments, employee proposal system, cadre appointment and dismissal management regulations, excellent and top-notch talent management implementation methods, cadre rotation system, internal talent market system, employee career design and human resources management system. The business standards and work standards of employee career design and human resource management are focused on making human resource management move from generalization, static, incomplete operability and incomplete assessability to precision, dynamics, certainty, operability and assessability, so as to establish an index system combining quantitative and qualitative, make up for the shortcomings or errors that may be brought about due to subjectivity and empirical. Enhance its objectivity, rationality and scientific, so that we establish the human resources development management system in the company to promote the implementation of the management system can be more recognized by the executives, to reduce the implementation of the process of conflict and friction, with a view to receiving better results for the implementation of the Matsumoto Electric brand strategy to play its due role.

The human resource development management system consists of human resource strategic planning system, recruitment system, performance appraisal system, compensation and welfare system, deployment and placement system and training and development system.

First, the establishment of a strategic human resources planning system. Human resources planning is the company's manpower demand and supply to make analysis, forecasting and assessment, is an important part of the company's development of strategic planning system, which focuses on the realization of the company's strategic objectives in advance to prepare for the required talent and to provide a strong talent as a safeguard, and human resources management activities for the company to provide guiding recommendations. It includes: ① verification of existing human resources, the key is to identify the existing human resources, quantity, quality, structure and distribution; ② analysis of existing human resources development and use of existing problems; ③ forecast future human resources needs, to determine the amount of personnel needs; ④ development of matching policy to ensure that the demand for the supply of the same; ⑤ to determine the specific plan of action or countermeasures; ⑥ to improve the feedback adjustment.

Second, the establishment of personnel recruitment and hiring system. Recruitment is based on the company's development needs, through job analysis (job content, responsibilities, experience, education and skills, etc.), to determine the number of people, categories, working conditions, qualifications, the preparation of job descriptions, job specifications and employment program, under the guidance of human resources planning to the excellent, suitable talent into the, and to make the applicable people in the right position, is to give full play to the It is the basic strategy of making the best use of talents and talents to the fullest, and it is also a key move for enterprises to retain talents. It is not easy to do a good job in recruiting personnel, which involves the system of corporate recruitment policy, the selection of recruitment channels, the design of job application forms and the standardization of recruitment procedures. Recruitment system includes: ① talent selection technology design (situational simulation, psychological character, labor skills, adaptability, comprehensive quality and development potential test); ② job analysis, job design and job specification; ③ recruitment and hiring program; ④ talent assessment program.

Third, the establishment of an open performance appraisal system. Employee salary determination, promotion and demotion, rewards and punishments, qualification determination, ability to confirm the need for employees to have an objective and fair, scientific and reasonable assessment and evaluation. Performance appraisal is a difficult and key point in the enterprise human resources development and management work, which must be treated seriously and highly valued, to develop a set of performance appraisal implementation program in line with the actual situation of Songben and with strong operability, and to vigorously promote the implementation of the program within the company. Performance appraisal is a comprehensive and objective examination and evaluation of performance, character, talent, quality, potential, strengths, weaknesses, personality, ambition and other aspects, so as to conclude how competent the appraisee is for a given position and whether training is needed. Performance appraisal is divided into management personnel, engineers and technicians, marketing personnel, production managers, operators and other categories of personnel evaluation criteria and assessment program. The purpose of performance appraisal is: firstly, to help employees to recognize their potential ability and give full play to this ability in actual work, in order to achieve the purpose of improving the work of employees and promoting the development of employee training; secondly, it can be used as an important basis for wages, bonuses, job promotion, mobilization and dismissal; thirdly, it is conducive to the improvement of the work of human resource management of Matsumoto Electric. From the regular performance appraisal to identify problems and lessons learned in a timely manner in order to improve the future improvement.

Fourth, the establishment of full training and development system. Practice has proved: full education and training as the main means of human resources development, is the development of human potential, improve the overall ability and quality of people's strong guarantee. All-employee education and training system should consider the following aspects: ① lifelong education system, the establishment of a learning organization; ② the development of purely technical training to knowledge training, skills training and attitude training in three areas as the core of the all-employee education and training system; ③ the establishment of the external training of trainers, internal professional training institutions and post-training training team; ④ the formation of on-the-job training, semi-off-the-job training-based. The training network is multi-level, multi-channel and multi-form. Among them, case analysis, simulation training, seminars and other situational training methods have been widely used in recent years and are worth learning from. The direction of enterprise education and training is diversified, generally divided into the decision-making level, management, professional and operational level, forming a Songben characteristics, all-round, three-dimensional training network system to adapt to and serve the needs of market competition. The full education and training system should include training effect evaluation, tracking feedback and correction to improve.

Fifth, the establishment of deployment and placement management system. The deployment of placement management refers to the enterprise activities necessary for a job, assigned to the practitioners who should serve in this position. How to rationally, scientifically, and effectively allocate is a major issue facing the future development of Matsumoto Electric, and should not be taken lightly. Through the job analysis, psychological quality, professional knowledge and comprehensive ability assessment required for configuration management, we can accurately grasp the ability, character and strengths of the practitioners, so as to facilitate the use of talent and reduce the waste of talent, i.e., to realize the purpose of the right person in the right position. This includes: the professional staff rotation system, the implementation of middle-level cadre rotation, cadre promotion regulations, functional qualification system, specialized job system, the internal talent market interim management approach, the staff career system, the exit interview system and so on.

Sixth, the establishment of competitive and attractive compensation and welfare system. The establishment of a complete set of wages, incentive system and welfare benefits protection system is a basic and urgent work of modern enterprise human resource management. Because a fair, reasonable and standardized incentive mechanism is the source of power to attract talents, retain talents, give full play to the majority of employees' work initiative, enthusiasm and creativity, and make suggestions or contribute talents for Matsumoto Electric to create another brilliant future. It includes: wage management system (wage management, wage form management and wage system management of three major components); medical insurance system; social pension and retirement system; and housing, children's education, annual leave, foreign travel, employee shareholding, the end of the year dividends and other welfare protection system, the real establishment of a brand-new "career to retain people, feelings to retain people, interests to retain people "The first time I saw this, it was a very good time for me to go back to the office.

High score request: BI refers to what? How is the relationship between him and the human resources management system?

First, BI that Business Intelligence (Business Intelligence) for short. BI Business Intelligence describes a series of concepts and methods to assist in the development of business decisions through the application of fact-based support systems. BI Business Intelligence technology provides companies with the technology and methods to quickly analyze the information, including the collection, management and analysis of information, which will be transformed into useful information, and then distributing it throughout the enterprise.

Second, the relationship between BI and human resources management system

BI can provide real-time, accurate and reliable human resources information and statistical analysis for the human resources management system;

such as: the basic structure of the personnel (gender, age, length of service, education, specialty, geography, etc.) analysis, staff turnover and turnover analysis, KPI assessment data analysis, talent pool data analysis. analysis, etc.

The optimization of human resources management system includes performance appraisal

What does the optimization of human resources management system refer to?

If human resource management certainly includes performance management, human resource management system also naturally includes performance.

What is the business system of human resource management

First, organizational structure design and job analysis

Second, the development of human resources planning

Third, employee recruitment and configuration

Fourth, employee training and development

V. Employee incentives and performance appraisal

Sixth, the design and development of the employee compensation system

Seven, Employee file establishment and management

viii. Labor relations and effective organizational communication

.