Problems and solutions of enterprise people-oriented management

Introduction: people-oriented management is a new management concept that has emerged in enterprises in recent years. The so-called ? People-oriented management?

1, the main problems in the current enterprise human-centered management

1, the enterprise human resource management? Traditional color? thick, modern human-centered management concepts indifferent

The current enterprise human resource management is reflected in the? Management, light development? The management concept, over-emphasis on the mission of the enterprise and labor, work discipline, more than the use of one-size-fits-all administrative orders on the deployment of employees, management and supervision. In the enterprise human resource management, there is no real establishment of the concept of "human resource is the most important asset of the enterprise". Human resources is the most important asset of the enterprise? The humanistic concept, ignoring the differences in the personality of the staff, not fully valued the potential of the staff to explore and utilize.

2, the enterprise human resource management incentive mechanism is not sound, affecting the enthusiasm of the staff, the initiative to play

The enterprise incentive mechanism is not sound in: First, in the material incentives are not effective, due to the enterprise to use the status of the management of the position, the wages and benefits to be directly linked with the status of the employee's position and position allocation, and the main distribution of the position, therefore, the incentive mechanism is not sound, the incentive mechanism is not sound, the incentive mechanism is not sound. Through their own job level to improve the willingness to improve personal material gains and the scarcity of high-level positions in the contradiction is increasingly prominent. Second, the role of spiritual incentives is small. At the end of the year, the evaluation of the first and second place in turn, resulting in? Advanced? The gold content is not high,? Pacesetter? The role of the honor is not prominent, the role of spiritual incentives is very limited.

3, enterprise employees to realize self-worth of the narrower channels, employees comprehensive free development development channel is not smooth

enterprise employees to realize self-worth of the channels are mainly job promotion and professional and technical job promotion, and this is only two promotion channel is not enough smooth, the performance of the following: First, the competition mechanism of the promotion of the imperfect, the incentive effect of the job promotion is greatly reduced. First, the competition mechanism for job promotion is not perfect, and the incentive effect of job promotion has been greatly reduced. The strict control of the number of posts, the appointment mechanism of cadres who can go up but cannot go down, the low credibility of the selection of personnel, and the low level of seniority? The prevalence of the phenomenon of "seniority ranking" has made the majority of people in the civil service more and more vulnerable. The prevalence of the phenomenon, so that the majority of people on the job promotion? The only wooden bridge? Lamenting the ocean, and then depressed and idle. Secondly, the proportion of professional and technical positions is too low, the sharp contradiction between supply and demand, the role of incentives for employees greatly weakened.

Second, the use of people-oriented concepts to enhance the level of human resources management of the reality of the inevitability

1, adhere to? People-oriented? is the implementation of the scientific concept of development of the inevitable requirements

China's current Constitution clearly stipulates the status of the people in charge, which is the same as the Chinese **** production party to? Wholeheartedly serve the people? For the fundamental purpose is the same, the party's top ten established the scientific concept of development theory, that is, the requirement to always realize, maintain and develop the fundamental interests of the broadest masses of people as the starting point and starting point of all the work of the party and the state, but also? People-oriented? The concept of practicing. In the enterprise human resource management, to implement the requirements of the scientific concept of development, it is necessary to respect, understand, care for and encourage employees through the use of people-oriented concepts.

2, practicing? People-oriented? Is the enterprise to realize the economic and social benefits of the unity of the need

The enterprise is the basic cell of the national economy, is the whole national economy, the healthy and orderly development of the foundation, in order to achieve the integration of the economic and social benefits of the enterprise, the enterprise's human resources management must adhere to the? People-oriented?

3, the application of human-centered management is to enhance the level of human resources management of enterprises must be the way

Since the 1980s, the field of Western management emerged in the field of new, revolutionary management concepts, whose core is the "people-centered", the "people-centered", the "people-centered", the "people-centered" and the "people-centered". The core of the concept is the "people-oriented" concept. The management concept, which is based on full respect for people, trust, it is believed that all employees of the enterprise is the management of the subject and object of the unity, and therefore the enterprise should fully respect all employees. Personality, the application of human-centered management concepts of selection, training staff, maximize the reasonable needs of employees to meet the creation of a good corporate culture, contributing to the goals of employees and corporate goals consistent.

Third, to strengthen the concept of people-oriented management, to enhance the level of human resources management initiatives

1, set up a modern concept of people-oriented management, respect and trust people

The modern concept of people-oriented management is to adhere to the ? People-oriented? The enterprise's all work to mobilize human enthusiasm and creativity as the center, pay attention to the human nature of human resources management, more attention to the training of human resources, development, to do only talent is lifted, in the selection of talent unconventional, break the status of the enterprise really need to pick up the talent, please come in, use up. Respect for the staff's personality, labor and all rights and interests, continuous management innovation, strengthen the staff's sense of ownership, allowing competition within the enterprise, the correct face of failure, trust, respect for employees.

2, vigorously create a good environment for employees to achieve success, pay attention to spiritual incentives, caring for people

Business managers and human resources management departments to know people well, on the basis of a full understanding of and trust in the bold use of the potential of the staff, entrusted to the task of maximizing the use of their talents, vigorously with the strengths of the talent. Tolerance, circumvent its shortcomings, timely praise and praise of the staff's achievements and flashpoints, business managers in the work of the staff to care, trust, authorization, in life with a sincere, friendly attitude of concern for employees, considerate staff, pay attention to humane care, to create a good environment to make the best use of talent, talent.

3, strengthen education and training, promote the overall development of staff, development of human

First, strengthen the political and ideological education, promote patriotism and collectivism, and vigorously improve the ideological and moral quality of the staff and awareness of compliance. The second is to strengthen the professional moral education, the formation of love and dedication, loyalty to the professional moral sentiments. Third, to strengthen the professional knowledge and skills training of employees, to establish? Lifelong learning The concept of lifelong learning, to work in the learning, learning at work, learning and work to improve, so that the enterprise really become a hotbed of training, development of talent, and improve the staff's ability to sustain self-development.

4, improve the incentive mechanism, help employees to realize self-management, motivation

Business managers should pay attention to the employee's state of health, emotional state, work efficiency, creativity, job satisfaction, etc., through the sound and perfect incentive mechanism, scientific inducement of the employee's motivation to promote employees to the corporate goals and their own needs. The company's goal is to help employees realize self-management and improve their job satisfaction by improving the incentive mechanism, so as to stimulate the employees to continue enthusiasm and creativity.

5, adhere to the concept of people-oriented management, and constantly innovate the management mode, pay attention to employees, the development of people

Business managers should respect the dignity and value of employees, pay attention to the personal needs of employees, treat each employee equally, so that employees feel that they have the opportunity to develop, so that employees can actually appreciate the value and importance of the work that they engaged in. The value and importance of the work, so as to stimulate enthusiasm for work, more fully play their own initiative, the formation of honor and disgrace with the enterprise and ***, with the belief that life *** survival, so that employees will work from the external motive force into the internal force, consciously their own and the enterprise into the value of the life of the joint body.

6, the scientific management and the necessary supervision of the combination of good, good people

Enterprise human resource management adhere to the concept of people-oriented, not the staff of the indulgence of the necessary supervision should be. Business managers, should set an example, to develop a necessary and effective supervision system to promote the staff in the standardized system within the scope of activities, the development of reward and punishment clearly defined rules and regulations, the performance of the talent to be encouraged to enhance the poor performance of employees to be the necessary disciplinary sanctions, the implementation of effective management of the target, to the staff to the appropriate pressure to produce the motivation of the work to promote the benefits of the enterprise. The goal is to improve the efficiency of the company.