How to do a good job of enterprise human resource management

I. Introduction

As the most active factor in productivity, man's subjective initiative plays a huge role. As one of the most important resources in the enterprise, human resources management will become more and more a key factor for the long-term stable development of enterprises. Therefore, to do a good job in enterprise human resource management, we must combine the characteristics of the enterprise itself, attach importance to the cultural construction of the enterprise, pay attention to the innovative human resource management model, and do a good job in recruiting, training, and assessing talents. Only scientifically and effectively Developing and utilizing the human resources of the enterprise can promote long-term and stable development of the enterprise.

Second, how to do a good job in human resources management

1. Effectively integrate corporate culture into human resources management

Modern corporate culture pursues the core idea of people-oriented, while human resource management is also human-based management, and there is a close relationship between them. Corporate culture is a guide for human resources work and plays an important role in promoting human resources management. The goal of human resource management is to enable employees to improve their own quality and work skills under the supervision of corporate culture and spiritual beliefs, to bring economic benefits to enterprises while enhancing their market competitiveness. Therefore, it is necessary to change the traditional employment system and principles, and effectively transfer the development focus of enterprises to the use of talents. We truly rely on employees, respect employees, and develop employees so that each employee has self-confidence to realize internal needs. At the same time, we must pay attention to the change and optimization of management methods, actively communicate with employees, provide employees with fair opportunities for training and promotion, and enable employees to meet their own needs, thereby exerting their subjective initiative and bringing maximum benefits to the company. As a multi-level and multi-angled value, corporate culture is an important mechanism in human resource management, which has promoted the recruitment training and motivating employees in practical work. Therefore, the corporate culture recognized by employees has narrowed the distance between enterprises and employees, increased cohesiveness, made employees have a better sense of belonging, promoted human resource management, and made human resources management work more Smooth and more efficient.

2. Emphasis on the great role of innovation in human resource management

In this new era of economics in which the network and information technology are material, knowledge is the dominant factor, and the talents who master innovative knowledge are the main driving force for social and economic development. Knowledge innovation, first of all to build a learning organization, continuous learning, improve the quality of staff, so that employees at all levels can initially self-management and self-monitoring. Implement knowledge management, realize technical exchanges and other exchanges, adjust imbalance patterns within the enterprise, change the conventional management model, and gradually shift to a new management model. From a macro perspective, through the training of individual employees, the company's overall ability can be improved to achieve a win-win goal. In addition, we must actively cultivate a culture of innovation, people-oriented, establish a sense of ownership, strengthen teamwork, foster entrepreneurship, and rely on cultural forces to drive the talents of enterprises to cooperate and play an effective role. In a constantly innovating cultural environment, companies can create better conditions for human resource management, and companies can achieve greater value.

3. Strengthen human resources training

Human resource training refers to the company's output of corporate culture and professional knowledge, with the aim of improving the professional skills of employees' work ability. On the basis of training, it provides basic conditions for the development of talent work. For the training of employees, we must pay attention to scientific and rationality, clarify the needs of employees, analyze the needs of human resources training, analyze the needs of human resources, professional knowledge, etc., and develop reasonable training content and effective training. . Training based on the position of employees or work skills, mainly including expert teaching, practice development and other training methods, the choice of appropriate training methods also directly affect the quality of training. And the training results should be evaluated and accepted, and the training results of the employees should be evaluated through practical operation tests, oral tests, and written tests. By understanding the training effect and clarifying the value of the training, the training system can be continuously innovated and optimized to achieve the corresponding training effect.

4. Improve the performance appraisal system

As an important part of the human resource management process, performance appraisal provides accurate information for many aspects of human resource management, so as to form a scientific human resource management system. The selection of personnel for enterprises, judging whether the analysis is suitable, the promotion and deployment of on-the-job employees, can not judge the ability of employees based on corporate decision-making or personal preference, and deploy the positions of employees, but need to do this through fair and objective performance appraisal. Evaluation, this is conducive to the optimal allocation of human resources.

The distribution of remuneration in human resource management must follow the principle of fairness and efficiency. Therefore, the remuneration distribution and rewards of enterprises must be based on the performance appraisal standards of employees, and according to the distribution of labor, accurately measure the quantity and quality of labor, in order to achieve relative fairness and efficiency. To bring advantages to human resource management. The purpose of performance appraisal is not to distribute benefits, but to find problems and improve problems through assessment, so as to find ways to improve, improve the level of managers, and improve the capabilities of employees.

5. The correct use of incentives

The incentive for employees in human resource management is some satisfaction with the needs and wishes of employees. Incentive is the core of human resources management for people-oriented enterprises. If enterprises want to survive and develop for a long time and continuously improve their comprehensive competitiveness, they need to adopt a variety of effective incentives. According to Maslow's hierarchy of needs, different incentives, such as salary incentives and welfare guarantee incentives, goal incentives, career incentives, emotional incentives, participation management incentives, and honor incentives, enable different needs of employees at different levels and levels. Satisfy, so that it can maintain excellence and progress.

Third, the conclusion

In short, do a good job in human resources management, require the managers of enterprises to continuously improve their knowledge of human resources management, find a human resource management method that is in line with the company's own development, in order to better carry out human resources management work, for the long-term business Steady development provides talent protection.