Human Resource Management of Haier Company Based on Orders

In the era of knowledge economy, the competition among enterprises has changed from the competition for natural resources and capital to the competition for human resources. Only the competition for human resources is the final competition, but only effective human resources management can promote social and economic development. Let's look at the human resource management of Haier company according to the order.

Firstly, according to the connotation of single aggregation and dispersion model

The premise of gathering and dispersing in order is to have? Single? , and then around? Single? Let's gather people and resources to do things together, and only when things are done can we stand on our feet? Single? Come and distract people and resources. Therefore, the first condition for the orderly implementation of aggregation and dispersion is to be clear? Single? . The objects of gathering and dispersing include not only talents, but also various other resources. The scope of aggregation and dispersion is infinite, because the resources of globalization are endless.

1. Connection between convergence and divergence: Convergence and divergence are not isolated, but organically combined with prepayment and development according to order. The gathered talents also pursue the affirmation of their own value, maximize their potential, become entrepreneurs and be their own CEO. These are also the embodiment of people-oriented management.

2. Gathering and dispersing process: According to a single gathering and dispersing process, the opportunities are equal and the mechanism is open and transparent. When we gather and disperse in order, we will consider the aspects of prepayment and development according to the order, and everyone will have the opportunity to participate. All links, from grabbing orders to PK, are guaranteed to be fair and just. This is also an important prerequisite for respecting, gathering and developing people.

3. Aggregation and dispersion development: Aggregation and dispersion according to a single unit is not solidified and closed, nor is it passively arranged, but is self-driven, constantly challenging high goals and pursuing Excellence and leadership, that is, continuous dynamic optimization.

Secondly, the treatment is carried out according to a single aggregation and dispersion mode.

The goal of orderly gathering and dispersion is to break the organizational boundary under the open organization and make the excellent people and resources from outside accessible, which is equivalent to introducing? Negative entropy? To keep the organization alive. The single machine collection and distribution process is shown in figure 1. The above process has been closed-loop in Haier information platform, which can be displayed and operated in real time. The specific solution consists of four parts:

The first part makes it clear that the demand for human resources comes from strategy and market objectives;

The second part constructs an open interactive platform for human resources, which solves the source problem of human resources. This interactive platform can quickly explore and search all kinds of social networking sites and websites in various professional fields, dynamically gather people and resources on the interactive platform, and conduct these people and resources at the same time? Portrait, and then match the needs of strategy and goals, prioritize and display on the platform. In addition, this platform can realize real-time dynamic interaction among resources, people and small and micro organizations;

The third part solves the problem of how people and resources enter Haier platform, mainly through four small processes: self-declaration, public bidding, PK three preliminaries and signing contracts;

The fourth part is dynamic optimization. After people and resources enter the platform, it is not once and for all, but dynamic, which can be basically divided into three situations: the first situation, the development trend is very good, and high rewards can be achieved; In the second case, the market target is robbed, which is only a phased project work. After completing this order, you can grab other orders. In other words, within the enterprise, everyone is a node, and this node is not static, but based on the needs of the goal. In the third case, the development trend after grabbing the order is inconsistent with the target commitment at the time of competition, and it is impossible to close it within a time limit. Will it start at this time? Officers and men choose each other? Mechanism.

By gathering and dispersing the platform in order, the enterprise has changed from the original bureaucratic department to a dynamic small and micro company, which mainly solves three problems: First, officers and men choose each other to keep the team energetic and let more outstanding people enter the Haier platform continuously and energetically; Secondly, the mechanism of single post before PK three games solved the problem of employees taking the initiative to grab big goals and developing rapidly; Third, through the open access to first-class resources, the gap between the existing people's ability and greater goals has been solved.

Third, land in a single way of gathering and dispersing.

1, an open scenic spot platform

Problems and solutions:

HR recruits hunters, the system is closed, and personnel are appointed. Recruited people cannot create additional value. By building an open talent attraction platform (PC & amp； Mobile), subvert the original closed system into an open talent ecology, and attract makers who can create value.

Integrating internal and external resources to build a PC & amp； The "talent attraction platform" on the mobile side provides a platform for small and micro enterprises, makers and resource providers to show themselves and attract talents. The differentiated values of the platform are as follows: (1) Value-added opportunity display: barrier-free attraction of first-class resources; (2) Rich maker resources: quickly allocate resources on the platform to realize value; (3) Maker's full-process service: supporting the generation, operation and evolution of micro-energy resources; (gambling mechanism,

Rules, HR big data and three powers can drive micro-self-optimization and self-evolution); (4) Contract platform: provide all kinds of registration and online resources for gambling contracts; (5) Dynamic termination platform: microscopic self-optimization; (6) Maker Salon/Forum/Industry Information: Small and Micro Optimization and Development.

2.PK 3 pre-match list is on duty

Problems and solutions:

How to choose the best talents who can best meet the user's value in a reasonable way? PK selects the best candidate, the best resource and the best scheme by budgeting before the candidate, winning in advance and paying in advance.

PK preparation is an organized, planned and standardized competitive recruitment process with equal opportunities and fair results. After PK, the results will be publicized. After the expiration of the publicity period, the successful candidate will sign a win-win commitment letter and formally take up his post. The specific steps are as follows: (1)HR and the bill of lading leaked at least two candidates through Haier talent funnel for PK. When a team is formed, its members are no longer appointed by superiors according to their qualifications as in the past. Instead, it breaks the restrictions of functions and departments, and employees can spontaneously compete across departments to join the management organization, fully demonstrating their work ability and passion. (2)HR shall set up an audit team composed of users, bill of lading holders and vertical and horizontal stakeholders, with no less than 5 people. Score according to the reasonably designed unified PK three pre-scoring table. (3) Candidates should make "three plans". Through PK, each candidate puts forward his own debriefing plan to show his competitive advantage, self-confidence and potential value. (budget: that is, the competitiveness target. Planning: refers to the differentiated path to complete the budget. Advance payment: that is, the reward and benefit sharing mechanism that should be obtained to achieve the goal. (4) HR organizes the results of public discussion, and selects the best candidate, the best resource and the best scheme that can take orders.

3, officers and men choose each other

Problems and solutions:

How to constantly ensure that the order snatcher has enough ability and resources to undertake the goal of taking orders. Through the mutual selection mechanism of officers and men based on "three publics", we can ensure the realization of enterprise goals, maintain the vitality of the team, stimulate the potential of individuals, encourage the docking of excellent resources and achieve a win-win situation. The mutual selection of officers and men is the main way of dynamic optimization, and the selection method also adopts PK three pre-selection. According to two processes and evaluation forms selected by officers and men, including customs clearance start-up process and normalization start-up process: (1) customs clearance start-up. (2) Normalization (usually twice a year). There are five forms of mutual selection of officers and men: first, selection of officers; second, selection of soldiers; third, selection of market users; fifth, selection of first-class resource teams.

Fourth, summary.

With the rapid development of emerging technologies such as mobile Internet, Internet of Things applications and big data, the global industrial development pattern is undergoing earth-shaking changes. The transformation of knowledge workers in Haier Internet Factory is based on Haier's strategy of creating customers for employees. In the process of transformation, HR and micro-owners of the connected factory build a platform and mechanism for independent innovation for employees, find out their interests, excitement and points of interest, provide employees with various forms of resource support such as learning, competition and cross-border, help employees to quickly transform, stimulate their vitality and potential, and help employees to maximize their initiative on the stage of creating customer value, while realizing personal value. For HR in the connected factory, it is a long way to go to attract and dynamically cultivate knowledge workers who pursue autonomy, individuality, diversification, cross-border thinking and innovative spirit.