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Three Major Tasks To Be Done In Enterprise Human Resource Management

2014/4/1 15:13:00 42

how to enhance human resource management from a strategic perspective? I believe that the current enterprises must do the following three tasks in human resources management: 
 first, we must do a good job in strategic planning and management of human resources 
 any enterprise, especially the group enterprise, once it lacks the talent strategy that matches the future development, will ultimately restrict the further development of the enterprise. The development and integration of human resources is a long-term work. The human resource development activities should be conducted on the premise of company strategic combination and career combination, and a human resource quality model based on professional behavior and core values should be established. 
 HR department should not be a management department but a value creating department. The fundamental goal of human resource management is to attract, nurture and retain talents for the company, and improve organizational performance through improving individual performance. The foundation of human resources to create value lies in the ability to understand and execute the company's overall strategy. Practically speaking, at present, many HR people who are engaged in human resource management of enterprises have their own weaknesses and common faults, which make it difficult for them to resonate with enterprises in this respect. Therefore, the senior managers must attach importance to and urge the human resources department to carry out the work effectively. 
 Second, we must do well the post analysis work .
 job analysis is one of the basic tasks of human resource management. Because it plays an important supporting role in human resource planning, personnel recruitment and recruitment, job evaluation, performance management and training development, job analysis should be regarded as the logical starting point of human resource management. In fact, we often ignore job analysis, resulting in the loss of integrity and consistency in human resource management. 
 to do the job analysis well, we should focus on the following three modules: the status quo of job collection and classification, the investigation of job responsibilities, and the workload investigation of post work: 
 1., the status quo collection and classification module of post establishment corresponds to the "job placement status questionnaire". 
 2. job responsibility investigation and analysis module corresponds to "job responsibility status questionnaire". 
 3. the workload investigation module of post work corresponds to the "post workload questionnaire" and "instantaneous observation record table", which can be carried out by 5W1H analysis and ECRS analysis. 
 Third, we must do well in staff training and talent reserve work /p >
 lack of employees' ability to work can develop staff potential and improve their work ability through targeted training activities, and organize all kinds of scenario simulation training for managers, and constantly develop and enhance management capabilities of management cadres. Through rigorous assessment, qualified people can find jobs in the workplace, and they should be eliminated through training. The training mechanism is the basis for ensuring the effective operation of the exit mechanism. 
 in order to avoid the withdrawal of key post talents, enterprises can not find the competent person and suffer losses. Enterprises must have a sustainable development strategy for talents and design succession plans for enterprises. Enterprises should strengthen the construction of the internal talent market, implement diversified career development plans and management, standardize the construction of key post successor training process, retain talents and cultivate talents.