How to manage and develop human resources in enterprises

The human resource outsourcing service market has gone through the initial stage of development, and has entered the stage of take-off and consolidation since 2. It is predicted that from 22, the human resource outsourcing service market will become mature and the competition will stabilize. By then, China's demographic dividend will no longer exist, and enterprises will seek more recruitment and employment relationship management services to better hire and retain employees. So how do enterprises manage and develop human resources? Methods for enterprises to manage and develop human resources

1. Establish an effective recruitment system

Nowadays, human resources are increasingly becoming one of the most important resources for enterprises to gain core competitive advantages. Personnel selection is one of the important channels for enterprises to obtain human resources supplement, and it is also the only channel for external talents to enter the enterprise. Therefore, it is more important to successfully carry out recruitment activities and establish an effective recruitment system. The essence of establishing an effective recruitment system is to be clear in the recruitment process: what kind of people to recruit, when to recruit how many people, and how to recruit the right people.

First of all, job analysis should be made before recruitment, and a clear and detailed job description and job description should be made. Timely job analysis can well grasp the internal job demand dynamics of the company and input fresh blood for the company in time. Clear and detailed job requirements and job descriptions can ensure that the company recruits people who may not be the best but are the most suitable for the job requirements. Job analysis is the basis of human resource management, the first condition for companies to carry out recruitment, training and salary management activities, and it plays a decisive role in the establishment of the company's recruitment system.

Secondly, develop a reasonable forecasting process of the company's human demand changes. Generally speaking, the forecast of human demand changes is corresponding to the development strategy of the organization and the internal and external environment in which the organization is located. The forecast of human demand mainly refers to the forecast of quantity, quality and structure. A reasonable forecasting process of human demand changes not only improves the initiative of recruitment, increases the timeliness of recruitment, and enhances the adaptability to the market and competitors, but also helps the company to reduce the human risks that may be encountered in the process of business development, thus improving the relevant interests of the company. The forecasting process of human resource changes is an essential and important link in establishing a modern scientific recruitment system. It is a change from traditional transactional recruitment: advertising, telephone calls and interviews to modern predictable scientific recruitment, and it is a change from quantity to quality.

Thirdly, create rich recruitment channels and flexible recruitment methods. The recruitment of personnel can be implemented by internal recruitment and external recruitment. Internal recruitment can ensure that the new employees recruited have high loyalty to the company; At the same time, internal recruitment can also motivate employees in existing positions to make continuous progress, so that the growth of the company can be synchronized with the growth of employees. There is a lot of choice for external recruitment, which can ensure that many outstanding talents are recruited; At the same time, external recruitment exerts pressure on the original employees of the company invisibly, forming a sense of crisis and stimulating fighting spirit and potential. However, internal recruitment and external recruitment can also dampen the enthusiasm of internal employees, and bring about the phenomenon that foreign employees are not acclimatized. In the recruitment process, we must weigh the advantages and disadvantages, and combine internal recruitment with external recruitment to truly recruit suitable talents.

Second, establish a perfect training system to make training an attractive treatment

In today's society, the development of modern science and technology leads to the rapid update of knowledge. After a few years, more than half of the knowledge that a college student has just entered the enterprise will be eliminated. Therefore, all kinds of training of enterprises play a vital role in the long-term development of enterprises. Training is the hope project of enterprises.

comparing the current training situation of the company, we will find that there are still some shortcomings in the training system of the company. First of all, the company's training is a bit out of touch with the company's needs. When the company made the training plan at the beginning of the year, it did not go deep into the grass-roots level to investigate the training needs, but compiled it according to the existing positions of the enterprise. However, due to uneven employees, different training needs and tight production tasks, training often does not receive the expected results; Secondly, the training effect of the company has not been assessed and confirmed. Because the training effect is not assessed, training often becomes a formality, and it doesn't make much sense for many employees to participate in the training. The enthusiasm of employees to participate in training is not too high; And there is no link between ability improvement and reward and punishment. Employees' ability to participate in training has been improved, but the company did not commend them, which greatly reduced the enthusiasm of employees to participate in training. /

In view of the above shortcomings, it is particularly important to improve the training system. Training is not simply teaching employees, but a perfect system. Every link is very important, from the content of training to the evaluation of training effect to the reward and punishment of training. Perfecting the training system is the need of an enterprise's own continuous growth, and it is also an important guarantee for an enterprise to have its own talent team. According to the current training situation of the company, in order to make the company's training more effective, we should improve the training system from the following aspects:

First, the company should describe the quality (culture, ability and professional quality) of the existing posts before making the training plan. The post quality description shall be truthfully filled in by the personnel of this post. Through the job description, we can master the quality status of the existing personnel in the enterprise, and at the same time, it can also be used as a detailed basis for how to make training plans. Secondly, investigate the training needs. Training demand survey is the basis of training and an important part of improving training system. According to the urgency, difficulty and cost of training in the training results, list which training is urgently needed, which can be slowed down, which needs external training, which can be trained internally, which can be trained by departments themselves, and the annual training cost budget, etc.

Thirdly, the assessment system should be strictly combined with the survival of the fittest. Any system, without assessment, will be useless. Therefore, the assessment results must be combined with the immediate interests of employees, salary increase, promotion and elimination of the last place. And the assessment of training effect must be concise and clear, and hit the nail on the head. The results of the assessment must be announced to the employees themselves, and good employees should be encouraged. However, for employees who have not achieved the training effect, a training plan can be clearly made for them, and if they still fail to meet the requirements within a certain period of time, the only thing waiting for him is to finish class. Finally, let training become the self-need of every employee. It is not enough for an employee to rely only on the training provided by the enterprise, but also to constantly learn from himself. Enterprises should let employees know that learning is not just to make a living, but a way of life. Let employees study consciously, constantly improve their self-level and better serve the enterprise.

Third, improve the salary system, compare the salary with the heart

If training can make employees serve the enterprise well, then a perfect salary system can better retain talents, which is the main basis for an enterprise's attractiveness. Every employee wants to be recognized by his colleagues, enterprises and society, and the most important expression is his salary. Designing and managing salary system is the most difficult task of human resource management. If an effective salary system is established, enterprises will enter the cycle of expecting innovation; And if these systems fail, then what follows is that employees are disheartened. Improve the salary system, so as to compare the salary with the heart, and exchange the salary of the enterprise for the mood of the employees.

if you want to compare salaries, the most important thing is to provide competitive salaries. Providing employees with competitive salary means that they cherish this job as soon as they enter the door and make every effort to bring out their skills. Higher pay will bring higher satisfaction, and with it lower turnover rate. A well-structured and well-managed performance pay system should be able to retain excellent employees and eliminate those with poor performance.

Secondly, we should pay attention to the inner reward. Intrinsic reward is the reward based on the task itself, such as the sense of competence, achievement, responsibility, attention, influence, personal growth and valuable contribution to the work. In fact, for knowledge-based employees, there is a considerable relationship between internal compensation and employees' job satisfaction, so that employees can get the greatest satisfaction from the work itself. In this way, the company can transform employees from relying mainly on a good salary system, so that employees can rely more on internal rewards, and also make enterprises get rid of the cycle of encouraging employees only by money and raising their salaries again.

Thirdly, in order to care about the salary, it is necessary to strengthen communication with employees and let employees participate in the design and management of the compensation system. The leadership of the company should communicate with employees, open up relevant salary information, and let employees know that they can get and pay corresponding rewards through hard work. Involving employees in the design and management of compensation system is helpful to the formation of a compensation system that is more suitable for employees' needs and more realistic. Exchange the sincerity of the company management for the trust and confidence of employees.

In the improvement of the salary system, it is also very important to have a fair evaluation system. If there is no fair evaluation system, the salary system will become a nominal one. When the company formulates the salary and remuneration, the principle is to determine the salary according to merit, that is, employees have the opportunity to get a salary increase by continuously improving their performance level and contribution to the company. It is very important to evaluate employees' performance fairly, openly and justly. At the same time, the evaluation should also vary from person to person, and truly be people-oriented.

a perfect salary system is an effective incentive way for the company, which can better stimulate the enthusiasm and fighting spirit of employees and devote themselves to their work, which not only makes employees feel that they have realized their life ideals, but also has a sense of satisfaction and belonging to the enterprise, and the enterprise will also maximize profits and truly achieve a win-win situation for both enterprises and employees.

fourth, rationally allocate human resources to maximize enterprise profits

It is not enough for an enterprise to have a sound training system and salary system. Because there may be another problem, that is, the efficiency of enterprises is not high. This requires a reasonable allocation of human resources.

human resources are the most valuable resources of an enterprise, which are more valuable than other resources such as technology and capital. The ultimate goal of an enterprise is to make a profit. Only by rationally allocating human resources can the profit of an enterprise be maximized. In the rational allocation of human resources, we must experience people-oriented, that is, put the most suitable person in the most suitable position at the most suitable time. People are the center of configuration, and everything should be carried out around people.

the rational allocation of human resources should first predict how many jobs there are in the enterprise, which jobs need to be filled, and what are the specific requirements of this position. It is very important to understand the nature of jobs, and don't blindly recruit senior talents, otherwise it will often form the phenomenon of high talents and low allocation, resulting in great waste of talents and losses to employees and enterprises.

secondly, consider the practical ability and potential ability of employees. Practical ability is accumulated by a person's previous study and experience; The potential ability is mainly based on a person's interest, personality, temperament and so on. For work with clear job responsibilities, we can focus on practical ability; For those with unclear job responsibilities, more consideration should be given to potential abilities.

through the double measurement of posts and people, the right people are put in the right posts, so as to realize the rational allocation of talents. The rational allocation of human resources can well motivate employees to maximize their potential, which is more effective than salary incentives and is a relatively high level of human resource management; At the same time, it is also the most effective way to retain senior talents.

from recruitment to training, salary management and rational allocation of human resources is a major problem in human resources management of an enterprise. If reasonable arrangements can be made, it will be found that talents are actually around, and enterprises can achieve rapid development by relying on talents around them. The goal of human resource management

The goal of human resource management refers to the responsibilities and achievements that enterprise human resource management needs to complete. Human resource management should not only consider the realization of organizational goals, but also consider the personal development of employees, emphasizing the all-round development of individuals while realizing organizational goals.

human resource management objectives include the objectives and tasks of all managers in human resource management and those of special human resource departments. Obviously, the two are different. The objectives and tasks of professional human resources departments are not necessarily those of all managers, but those undertaken by all managers are generally the objectives and tasks that professional human resources departments should complete.

whether it is a specialized human resource management department or other non-human resource management departments, Mr. Zhong Kefeng, a human resource expert, believes that the objectives and tasks of human resource management mainly include the following three aspects:

1. Ensuring that the organization's demand for human resources is met to the maximum extent

2. Maximizing the development and management of human resources inside and outside the organization and promoting the sustainable development of the organization

3. Maintaining and motivating the internal human resources of the organization. Job characteristics of human resource management

Compared with other resources, human resources have the following basic characteristics:

1. The time and timeliness of the generation process of human resources

That is, the growth and maturity of any human resources are carried out and completed under a specific background of the times.

2. Initiative of human resources

Initiative is a fundamental nature of human resources, which embodies the essential difference between human resources and all other resources.

3. timeliness in the use of human resources

4. sustainability in the development of human resources

5. consumptiveness in the process of human resources being idle

6. special capital of human resources

7. capital of human resources.