Abstract: Human resource management is the source of the power of enterprise development

Abstract: Human resource management is the source of the power of enterprise development, the fundamental guarantee for the sustainable development of enterprises. In an increasingly competitive society, talent shortage, enterprises are to survive, we must strictly control all aspects of human resources and barriers, so that human resources management really assisted the growth of enterprises.
To understand the management of human resources, we must know what is human resources. A definition of human resources in social or business, to promote social or business progress all the physical and mental, according to this definition, combined with China's current situation, the human resources in two situations: First, all employees of the enterprise, another enterprise for the company to contribute to real people. The first case, all employees of the enterprises are business value creation, so the human resources management to cover the entire enterprise. The second case, some people take the relationship into the enterprise, not to create value in their daily work, these people are not corporate human resource management range.
Human resource management position in business management is second only to the Strategic Enterprise Management. The scope of management: the matching of people and things; match the needs of people with the remuneration for work; cooperation and coordination of people; work and coordination.
The purpose of the corporate human resource management can be summarized as "5P": Perceive (to know people), the premise of human resources management to achieve business goals while looking for outstanding talent to meet business requirements; of Pick (selection), the starting point of human resources, find and open up channels of human resources, to attract talented people into the enterprise, the selection of the right people for the enterprise configuration to the corresponding positions; Profession (Education), the means of the power of the human resource management, continuous staff training, development of staff potential, employees to master the enterprise now and in the future work required knowledge, abilities and skills; Placement (the employer), but the core of human resource management, so that employees make the best use in their own jobs Exalted, through scientific, reasonable employee performance implementation of reasonable, fair and dynamic management process evaluation and quality assessment of employees, such as promotions, transfers, rewards and punishments, termination, dismissal, etc., is the highlight of the corporate human resource management; Preservation (keeping), the purpose of enterprise human resource management, retain talent, to create a good working environment for employees to maintain the enthusiasm of the staff, existing staff satisfaction and peace of mind in the work of the enterprise.
Corporate human resource management, job analysis is the main event. The job analysis is a necessary condition for a job within the organization through research and analysis on some kind of job work activities to determine the nature, content, responsibilities, methods of work and the duties incumbent should have.
The job analysis is divided into the job description and job specification. Job description, that the job description is written in the manner described to illustrate the need to engage in work activities as well as equipment used in the work and working conditions information file. Work specification is used to describe the minimum requirements of the staff commitment to a particular job must have the specific skills, knowledge, abilities and other personal characteristics such as files. Thus, the analysis that the two positions, first, to provide for the work itself; is clear commitment of the behavior and eligibility requirements.
Job analysis in three areas: job analysis, environmental analysis, analysis of the quality of personnel. Post analysis of the name of the main analytical positions, tasks, rights and responsibilities, working relationships and workload. Environmental analysis is nothing more than analysis of the enterprise where the natural environment, social environment, of course, the enterprise's security environment is also taken into account. The quality of personnel analysis requires the analysis of staff capacity, quality, experience, physique and personality.
The job analysis interviews, questionnaires, typical examples of analysis and observation. The interviews in particular should pay attention to eliminate the wariness of those interviewed, after all, the interview is not an interview. Questionnaire, which is the most difficult to grasp the questionnaire design. Debu comprehensive questionnaire design, will lead to the survey obtained information is not persuasive; Debu-friendly interface design of the questionnaire, respondents not willing to fill in, the investigation of the effect with little success; the questionnaire there is no feedback mechanism is not conducive to research of the follow-up questions in the questionnaire, and so the end result. Typical examples of analysis of the law to distinguish it with the typical case analysis. Observe the law must be observed permission, or suspects there peeping. Other methods such as the practice of law, the staff person involved in have first-hand information, it is also critical for the final analysis results.
Human resource planning is the primary task under the corporate strategic planning, human resources, both resources, but also a unique wealth of enterprises, assets, can have but gone, the enterprise was fatal injury. Human resource planning has two aspects: the human resource demand forecasting and human resources, supply forecasting.
Mainly four: First, the management staff to determine the human resource demand forecasting method, which is a judgment based on experience and the status quo and forecast, this method is built on the premise that history will repeat itself, and is only suitable for companies in stable condition in short-term forecasts. Second, the Delphi method, based on the feasibility of convergence of the principles of the Delphi method, gathering the views of many experts, an effective short to medium term. Third, regression analysis, requires a certain measure the knowledge, mainly through theoretical analysis and mathematical analysis to identify the influencing factors. Conversion ratio analysis method, this method is accurate, simple understanding of the relationship between the role of the relevant factors and staffing needs, but to estimate the volume of business of the plan period, the per capita volume of business and productivity growth rate for accurate estimates, and consider only the artificial demand for the total amount of unspecified differences of the different categories of employee needs.
Supply forecasting of human resources: skills inventory method, which is used to reflect the characteristics of the staff capability list, including training background, previous experience, holds a certificate, has passed the examination, in charge of capacity assessment, but This method is the lack of awareness of the job situation; management personnel replacement chart, only for important positions in the management of these enterprises, the lack of understanding and analysis of the general positions; outside the enterprise labor supply, accurate and comprehensive understanding of the outside of the organization mobility status, but at the same time, but the lack of awareness and analysis of information flow within the organization and staff.
In front of about key management, then business people come from? Staff recruitment like to pick the right seeds, selected and then carefully cultivated to grow into strong trees then become a pillar, otherwise overhead enterprise. Recruitment must first determine the needs, the lack of people, lack of the number of positions which the male to female ratio; The next step is the recruitment stage, this period, the development of recruitment plans, choose a recruitment channel to determine the method of recruitment, job information to determine the recruitment of personnel and location ; then the selection stage, the stage of written tests, interviews and other tests to select business-related positions required personnel, which, written test is to weed out unqualified persons, the interview is to select the successful applicants; recruitment and deployment phase, hired prior to a probationary period; recruitment assessment and feedback phase, select the appropriate assessment of the recruitment results, summarizes the advantages and found shortcomings in order to do better next time.
Follow-up of human resource management is performance management, compensation management, and staff training, continuing education and other staff.
Human Resource Management is the source of the power of enterprise development, the fundamental guarantee for the sustainable development of enterprises. In an increasingly competitive society, talent shortage, enterprises are to survive, we must strictly control all aspects of human resources and barriers, so that human resources management really assisted the growth of enterprises.