From the twenty keywords all-round look at the development of human resources

From twenty keywords all-round look at the development of human resources

The Internet makes human resources management based on data, and data to speak of the decision-making way to become possible, so that the human resources value measurement management to enhance the effectiveness of the management of human resources effective way, the following is what I have collected from twenty keywords from the all-round look at the development of human resources for your reference, I hope to help friends who need it. can help friends in need!

From the twenty keywords all-round look at the development of human resources

1, human capital value management era

Human resource management through the stage of personnel administration, human resources professional function management stage, strategic human resource management stage, now being Entering the human capital value management stage, into the human capital value management era.

This judgment is based, on the one hand, on the optimal practice of Huawei's virtual limited shareholding plan, Vanke's business partner system, and Alibaba's human capital partner system, and, on the other hand, on the several changes in the macro-economic and social environment:

Firstly, innovation and human capital have become the intrinsic driving force for the sustained prosperity of China's economy and the transformation and upgrading of enterprises. Second, human capital has truly become the dominant element of enterprise value creation, especially knowledge innovators and entrepreneurs have become the dominant element of enterprise value creation.

2. Human Resource Effectiveness Management

Human Resource Effectiveness Management includes the contents of efficiency, effectiveness, and value-addedness, etc. At the operational level, we put forward the "two paths" and "ten initiatives". "

The human resources effectiveness management includes efficiency and value-added content.

Two paths: one is to improve the efficiency of human resources, improve per capita labor productivity, improve the output of human capital units; the second is to enhance the ability of human resources value creation, enhance the value of human resources to create energy and value-added human capital. (The ten initiatives include: omitted here.)

3, the Internet big data HR

The Internet makes human resources management based on data, and data to speak the decision-making way possible, so that the human resources value measurement management to enhance the effectiveness of the management of human resources effective way.

Data-based HR is reflected in: big data for human resources management to provide forward-looking analysis and insights into the dynamic changes in human resources, future trends in forecasting; for human resources decision-making and measurement of management to provide sufficient basic data support; based on big data to establish human resources **** enjoyment of the platform for human resources function optimization and the design and delivery of product services.

Typical practices such as Google's big data-based platform to analyze and redefine HR functions, and big data-based employee management model.

4, to the value creator as the basis

Enterprises in the end who is the basis? I think we should take the customer value as the basis, and the customer value comes from the human value creation, so the enterprise should also take the value creator as the basis.

Value creator-oriented is to respect the value of human creativity, so that value creators, sustained contributors to get returns; through the competition elimination mechanism to let the value creators have dignity, have a sense of achievement, so that lazy people, do not create value of the people have a sense of shame, and even to be Amoy; opportunities and resources to tilt to the value creators to stimulate the vitality of the creation of value to enhance value creation capabilities.

5, HR business-driven (three-pillar model)

In the new business environment, human resource management to promote the strategic landing and business development, to become the internal driving force of business development. Under the business-driven orientation, the functions of human resource management need to be reconstructed. Now many world-class enterprises are commonly used in the "three-pillar model", that is, the human resources department is divided into business partners (HRBP), the Center of Expertise (COE), *** enjoyment service center (SSC).

6, innovation and entrepreneurship drive

To stimulate the innovation and entrepreneurial energy of talent, the first is to establish an innovation and entrepreneurship driving mechanism, to provide employees with entrepreneurship and innovation platforms, such as Haier advocated the "employee creativity". The second is to respect the micro-innovation of employees, especially the micro-innovation of non-core personnel. The Internet era, in fact, is the revolution of human value creation, that is, the value of human creativity and efficiency can be amplified, small people can pry big business, create big value, micro-innovation may also bring disruptive innovation. Thirdly, enterprises should also increase their investment in R&D and technological innovation, and give full play to the leading role of innovation of knowledge innovators.

7, comprehensive recognition of incentives

Comprehensive recognition of incentives refers to the full and timely recognition of the value of the contribution of employees to the organization and the work effort, and in a timely manner to give special attention to the recognition or reward, so as to motivate employees to develop their potential to create high performance.

On the one hand, with the new generation of employees increasingly becoming the main body of human resources, the traditional pay incentives are difficult to meet the expectations of employees, and it is difficult to stimulate the inner potential of employees and value creation energy. On the other hand, it is the need to stimulate the talent`s innovative entrepreneurial energy. To build a comprehensive recognition and incentive system that meets the needs of employees and pulls them to develop. Let the evaluation of all the time, everywhere, so that employees in the enterprise to do all the work, conducive to business and conducive to personal growth of behavior can be recognized and have taught incentives.

8, the staff collective action (group wisdom action)

In the Internet era, the enterprise "opinion leader" may no longer only from the business executives, but in the microblogging, microblogging, the community has the influence of the small people. He may be an ordinary employee in the enterprise, but he can influence, represent or convene a large group, initiating group behavior, such as collective labor-management confrontation behavior and collective strike behavior. For enterprises, it is necessary to learn to communicate effectively with "opinion leaders", to understand the value of employees, to take the initiative to influence the employee community, to input positive energy, and to prevent the situation before it occurs. This is a great way to look at the collective action of employees on the Internet from the perspective of labor-management relations.

9, intelligent robot labor replacement

The future development trend is that a large number of manufacturing enterprises by intelligent robots for labor replacement, is bound to bring a revolution in the mode of labor organization, into the industry 4.0 era. Embodied in: First, technological innovation to replace manpower, the second is to rely on intelligent robots to save, replace manpower. Labor to create value will be the transition to knowledge to create value, workers really realize the transformation from physical labor to mental labor.

Industry 4.0 era, the operation of the class of employees from the past high labor efficiency, production accidents less production of skilled workers to intelligent, information technology, integration, integration of diversified technology-based talent transformation.

10, labor compliance and law-abiding costs

The harmony of labor relations, determining the effectiveness of an enterprise's human resources investment. Tension in labor relations will inevitably lead to an increase in labor costs, affecting the intrinsic motivation of the workers, especially the emergence of a large number of strikes, groups of events related to the value of the human capital will bring about the depletion of the value of the employer as well as the loss of property.

Therefore, in the future, enterprises in the labor relations, first, from the shareholder value priority strategy (treating workers as costs) to the shareholders' value and human capital value balance of human resources management strategy; second, from the idea of drilling the legal loopholes to compliance with the law, reducing the cost of illegal enterprises.

11, corporate anti-corruption and self-discipline behavior

The enterprise bigger and bigger at the same time, the executives have more and more resources, if the executives lack of integrity and self-discipline, can not do the "profit out of a hole", the fortress will be attacked from the inside, the decline of enterprises into inevitable. Inevitable. With the national "anti-corruption" wave of the vast and turbulent, corporate anti-corruption has become more and more important means of effective constraints on the behavior of executives, but also on the behavior of executives integrity and self-discipline of the inevitable requirements.

12, iterative innovation in human resource management

Iteration is the activity of repeating the feedback, so that the customer is involved in the design and improvement of the product, continuous feedback and iterative refinement, so that the products and services gradually close to the needs of customers. In the era of mobile Internet, the new generation of employees on the career stage, new thinking, new methods, new needs emerge, which requires human resources managers to get out of the "closed door" of the management of the status quo, to the employees to go to the customer to go to the employee to constantly tap the needs of the employees, according to the needs of the innovation and to provide the corresponding human resources products or services.

13, cross-border human resources value creation network

In the Internet era, the symmetry and transparency of information, customers, employees, interactive participation, integration, barrier-free expression of the value of the demands and expectations, *** with the composition of the customer value and human capital value as the key connection point of the mesh value structure. In the mesh value structure, customers and employees across the border, cross-border labor organization, cross-border professional functions, which requires human resource management with cross-border thinking, upward, to undertake the enterprise's strategic and business change needs, human resource management will continue to touch and influence the enterprise's strategy, and stand more and more strategic point of view to the management of human resources, planning human resource management activities, guiding the behavior of human resource management

14, fragmented time management and micro-HR

The complete work and life time is "fragmented" is a significant feature of the Internet era, and has become an irreversible trend, the enterprise human resource management is not as good as to change the concepts and ideas in the appropriate control on the basis of one hand, and on the other hand, the human resource management activities to guide the behavior of human resource management, become a strategic partner and change agent. On the basis of control, on the one hand, the complete work of the micronization, decomposition of fragmented time can be completed, can be the same work, on the other hand, the fragmented time of the staff for effective integration of management and model innovation, tap the fragmented time of the human resources value of the energy, such as guiding the staff in the fragmented time to put forward rationalization proposals, to participate in micro-innovation activities, participate in micro-improvement and so on.

15, fan human capital management

Internet era, the boundaries between employees and customers blurred. Employees are customers, customers are employees, the two roles are interchangeable, the talent value creation boundary and the scope of the expansion, such as the enterprise human resources product services extended to the value chain of the customer, while the customer can also be with the staff of the product and technological innovation, the formation of interactive value creation community.

The hardcore fan base of an enterprise is not only an important participant in product design and development, but also a promoter of the enterprise's business and brand promotion, and in a sense is also an important human capital of the enterprise. How to integrate the fans into the human capital value creation system of the enterprise through the innovation of organizational methods, and evaluate the value contribution of the fans and give them a return, will become a new function of human resource management.

16, gray-scale leadership

"Gray-scale leadership" refers to the chaotic, uncertain state, leaders should say goodbye to the kind of non-competitive that is cooperation, non-life that is death, non-black that is white, and other conflict thinking and methods, but to change into a kind of can in the chaos, the movement of various complex factors intertwined. Instead, they should change to a way of thinking and methodology that can control their own pace and rhythm in the movement interwoven with various complex factors, and make a smooth transition between black and white. "Shades of gray leadership" includes five aspects: visionary leadership, cross-boundary leadership, competitive leadership, cross-sector and cross-cultural leadership, and "authentic" leadership.

17, talent customer value experience

The Internet era so that the communication distance and cost of people tend to zero, the symmetry of information and information transparency, so that employees are more free to express their own emotions and value of the changes and in the formation of the community of employees *** knowledge and opinion leaders, the enterprise's human resources products and services. R & D design and provision of human resources products and services to pay more attention to the emotional needs of employees and value realization needs, and increase the value of human resources products and services experience. Increased experience does not mean greater capital investment, but rather a leaner, more personalized HR product.

18, "go to the enterprise loyalty" and "non-employee dedication"

The Internet era is a real talent sovereignty era, is an employee at any time may be fired bosses squid era. The Internet era is a time of true talent sovereignty, a time when employees can fire their bosses at any time. Although many bosses are trying to solve the problem of recognition of values, cohesion and employee loyalty through culture. However, it must also be recognized that this era no longer simply emphasize organizational loyalty, but more emphasis on professional loyalty and professional loyalty. The greatest wealth of the enterprise is not how many talents, but how much knowledge they have, how much talent they can use, talent to use as the basis, not talent is no longer business ownership but value creation circle belonging to the system.

19, HR global human resources platform

On the one hand, as Chinese enterprises are increasingly internationalized, Chinese enterprises need global shipping talent, global integration of talent, the need to establish cross-cultural global human resources supply chain and management platform. On the other hand, China's economic development today, from a macro point of view, we need to create an environment (optimize the institutional environment), to be able to absorb global talent, so that global talent for my use, so that China not only become the center of global economic growth, but also become the center of the global excellent talent gathering.

20, mobile Internet learning network

In the Internet era, learning has really become a way of life: learning while walking, learning while entertaining, learning while working, learning everywhere, everywhere. At the same time, mobile Internet learning has become a new fashion and presents new features: fragmented learning, dry dissemination, interactive **** enjoy community, self-selection and self-invitation, self-media dissemination, case material self-production and self-marketing, self-playing and self-recorded learning **** enjoyment, teachers recommended by everyone to come up and so on a new model, for enterprises and employees, will face a new learning revolution.

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