How to build human resource management system

Construction of Human Resource Management System for Small and Medium-sized Enterprises

With the development of China's market economy, the intensity of competition has been intensified, and most of the industries have entered the era of micro-profit. 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 departments within the enterprise, within the enterprise and outside the enterprise and other kinds of relations more coordinated, in order to effectively improve the efficiency of the staff and the organization's operational efficiency 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 terms of medication, not only is it required to prescribe the right medicine for the right condition, but also to take into full consideration the patient's body's ability to withstand the disease. 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 capacity. 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 resource management is a systematic project, involving the enterprise recruitment, employment, evaluation, education, retention of all aspects of the process, each aspect of the organization and the internal levels of work are closely linked to the slightest disjointed will affect the operation of the entire system, so the human resources management system of the comprehensive construction and implementation must take into account with the internal 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 staff, management basis, input 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 so on. ; enterprise internal departments, each position belongs to the fuzzy relationship between the enterprise first of all to straighten out the internal organizational relations, clear positions in the organization of the specific position 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 various means at the same time, you can choose to try in the relatively high quality of the staff group, such as in the enterprise in the middle management personnel to be the first to implement and so on.

Enterprises from wherever they start to carry out the construction of human resources management system, we must effectively adhere to the principle of gradual and orderly progress, one step after a steady walk and then start to take the next step, steady and steady, and constantly promote, do not be in a hurry to get things done and blindly venture, or else you 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 enterprise human resources management system involves the construction of the enterprise's internal work and each position, 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 a work itself, or can not grasp the relevant requirements and processes of this work, they in any case can not successfully complete this 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 policy guidance, to "feel around, while the development of" the form of establishment, not only the management system on the immaturity of the quality of the workforce is also uneven, too much ahead of the advanced concepts and theories is 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 of 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, the standard 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 a few basic principles, one is that everyone has something to do, and there are people who have to do everything; 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 setup 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 job setup and management of this work, although we can not do perfect, completely scientific, we also want to do as reasonable as possible, because the job setup and management is one of the basic content of the enterprise human resources management system construction, 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 work confusion and other phenomena is the existence of these enterprises in the general problem. To establish a scientific and standardized human resources management system, we should try to solve these problems, so that the enterprise's job setup and job management as optimized as possible. The key to realize the optimization of job setting and management is "everyone has something to do, everything has someone to do", "put the right person in the right position", "coordination, efficiency" and so on. 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 post 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", "amount of talent with people".

Do "set up posts for the matter", "selected for the post", "the amount of talent" only completed the job setup and management of part of the work, another important part of this work is the effect of the work of the post, the results of the work. Another important part of this work is the post work effect, achievement assessment. China's traditional 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 data, without which there is no scientific job evaluation. Therefore, we set up 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 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.