How can we do a good job in human resources?

How can we do a good job in human resources?

Human resources are the most valuable resources of enterprises, and the quality of human resources work directly affects the survival and development of enterprises. The human resources department shoulders the great mission of achieving strategic goals for the company and creating life value for employees. Then I sorted out how to do a good job in human resources. I hope you like this article!

Strategic planning of human resources

Strategic planning of human resources is the starting point of human resources work, and it is the guide and work program of personnel action. Before formulating the human resources strategy, we must make a detailed investigation and analysis of the current situation of human resources. In terms of strategic choice, most enterprises are suitable to follow the strategy, that is, choose a target enterprise, and all human resource management work is carried out with reference to the methods of the target enterprise, so as to achieve the effect of improving efficiency, reducing costs and reducing risks.

According to the company's human resources strategy and the company's situation, the human resources department organizes the formulation of the company's recruitment system, training system, salary assessment system, personnel file management system, employee handbook and other rules and regulations, implementation rules and working procedures, and organizes their implementation; Responsible for job analysis, job description and job allocation, put forward the design scheme of organizational structure and job responsibilities, and put forward the improvement scheme of company organizational structure design. And establish a reasonable process system and communication system to facilitate effective communication between employees, departments and superiors, so as to implement the goals and vision of the enterprise to every employee and enhance cohesion.

Recruitment and distribution

Recruitment is the beginning of human resource management. In terms of recruitment, the human resources department should provide more promotion opportunities for employees in accordance with the principles of internal recruitment, social recruitment and headhunting recruitment. In terms of staffing, it is necessary to organize relevant departments to formulate reasonable staffing, and encourage employees to rotate their posts properly and flow reasonably within the company.

In terms of recruitment channels, we should reasonably choose internal recruitment, talent agency, on-site recruitment, online recruitment, campus recruitment, employee recommendation, advertising recruitment and headhunting service. In talent selection, interview, written test and talent evaluation are combined to ensure that the hired personnel are really needed by the company; In talent recruitment, education is more important than ability, seniority is more important than performance, and the rejection system of unqualified employment documents is strictly implemented.

Training and development

Training is the power source of the enterprise's long-lasting foundation and the charger for the growth of employees. Effective training is an important guarantee for the development of enterprises and employees. The human resources department should establish a practical and perfect training system, prepare a special training budget, formulate specific training objectives, and comprehensively promote training. The training content is divided into four parts: including culture and strategy, vocational skills, professional skills and management skills.

In terms of training time, we will strive to achieve a full-time study time of 6 days per capita throughout the year, that is, we will guarantee half a day's study time every month. At the training level, it can be divided into three categories: executive training, middle-level training and employee training. The nature of training is divided into induction training, on-the-job training and promotion training. Training channels are divided into on-the-job practice, amateur self-study, classroom training, overseas training, visits, corporate exchanges, invited lecturers, etc. The human resources department should help employees to make career plans and organize relevant training through talent evaluation, personal training demand survey and the company's requirements for posts to ensure the common development of employees and enterprises.

Performance and incentives

Performance management is the lifeline of human resource management. Employees can create value for the company and bring performance to the company. Employees are resources, capital and wealth. Whether directly or indirectly creating value, as long as it can create value, the return of employees is investment, otherwise it is cost or waste. Incentive mechanism is the gas station of human resource management. Through effective incentive mechanism, we can develop the potential of employees and improve organizational performance. Otherwise, it will be difficult for enterprises to survive and develop if they do more and do less, do well and do badly, and do nothing, or if the performance appraisal and incentive mechanism cannot be objective and fair. Through effective performance management, we should be able to go up and down, mediocre and incompetent. Even if the speed of performance improvement can't keep up with the speed of enterprise development, we should eliminate the last place according to the principle of compulsory sorting and elimination.

Only in this way can the enterprise develop steadily and last forever. Human resources departments should strengthen performance management and incentives, adhere to the combination of quantitative evaluation and qualitative evaluation, result evaluation and behavior evaluation, personal evaluation and superior evaluation, quarterly evaluation and annual evaluation, personal income and company benefits, strengthen result orientation and pay attention to behavior control. Gradually increase the proportion of performance pay, and comprehensively consider short-,medium-and long-term incentives. Implement performance appraisal to every employee, and implement it in the work of year, month, day, week and day. The human resources department should help to establish processes, reports and other materials that can reflect the work content and performance, which can not only explain the workload and completion of employees in detail, but also help enterprises to implement long-term performance appraisal and implement it.

Salary and benefits

Salary and benefits are the golden handcuffs for retaining people. Pay and benefits adhere to the principles of external competitiveness and internal fairness, and give full play to the support, competition and incentive functions of pay and benefits. Four basic principles of salary standard formulation: post as the core, qualification as the basis, market as the guide and performance as the basis. The company will take the post as the core, establish a post evaluation system, evaluate each post objectively and fairly, formulate a reasonable salary standard, and maintain certain flexibility under the premise of equal pay for equal work. For the same position, people with different qualifications and abilities have different salaries. In the same position, at different stages, when the salary level in the talent market changes, the salary is different.

The same position, the same qualifications, in the same benefit company, due to different personal performance, the salary will be different. In terms of welfare, the company will gradually improve collective welfare and individual welfare. Collective benefits, such as accommodation, transportation, paid holidays, etc. ; Personality benefits such as learning opportunities, housing loans, sickness subsidies, etc. On the basis of the existing benefits, the Human Resources Department will gradually improve the following five employee benefits: warm family (such as housing loan), happy life (such as traveling and vacationing), unlimited affection (such as visiting relatives), healthy life (such as endowment insurance) and personal growth (such as studying abroad).

staff relationship

Establishing harmonious labor relations is the basis for the rapid and stable development of enterprises. The relationship between employees and enterprises is based on labor contracts, with work as the content and remuneration as the result. Through a series of ways and means, the human resources department aims to create a harmonious labor-capital relationship that originates from work and is higher than work. Create employees' sense of belonging to the enterprise, establish a smooth and unbounded communication relationship, continuously improve employee satisfaction, and improve the cohesion and centripetal force of the enterprise.

Personnel in the human resources department should deeply understand the working life of each employee, think about what employees think, worry about what employees are anxious, and solve problems in their working life in time. Including work relationship, work pressure, post ability, training needs, life problems, family problems, psychological problems, personal growth and so on. The human resources department should become a mentor and friend of employees, a friend in employees' life and a helper at work, and really solve problems for employees. Through employee relationship management, every employee can work happily, live happily and enjoy a healthy and happy life.

corporate culture

Corporate culture is the soul and spiritual pillar of an enterprise. Any enterprise has its own culture. Corporate culture is the code of conduct and work habits of employees in an enterprise, which mainly includes the basic requirements of corporate purpose, goal, mission, values, standards of being a man and doing things, corporate logo, corporate image and people, money and things. With the improvement of the socialist market economic system, the competition in the film market has become more and more fierce and cruel. It is very important to establish a corporate culture suitable for your own development. We should show our ginkgo culture through certain carriers, such as rules and regulations, slogans and colorful cultural and sports activities. Turn ideas into systems, systems into procedures, procedures into actions, actions into habits, and habits into culture.

Promotion of human resources informatization

Informatization is the highway of enterprise development. Only through informatization can enterprises enjoy resources and carry out their work efficiently and quickly. Informatization of human resources mainly refers to the management of human resources work through human resources management system, which crosses the boundaries of time and space, makes employees and enterprises closely integrated, and makes information smoother and communication more convenient. Most of the work of human resource management can be done online. Employees can query their relevant information at any time through their own passwords, and managers can query personnel information in real time through HR system, such as performance plans and assessment results, all kinds of information of employees and related statistics.

Connecting human resource management with websites, e-mails and mobile phones through HR system is an advanced stage of human resource informatization. If you receive an email, you will receive SMS reminders, customized birthday messages from the company, SMS reminders of salary arrival, and SMS reconciliation of social insurance. Employees can also learn all kinds of information released by the company by logging into the HR system, such as meeting approval, reward and punishment announcement, file system and so on. More importantly, it promotes the simplicity and efficiency of human resource management through HR informatization, and realizes the query function of instantly querying all kinds of information; Achieve email, SMS, BBS and other communication functions. Realize online performance management and other office information functions.

Optimize the working environment

The working environment includes the hard environment and soft environment in which employees live. The hard environment mainly includes office space, office equipment, dining environment, accommodation conditions, leisure places, shopping environment, traffic environment and geographical location. Soft environment mainly refers to interpersonal relationships, work pressure, learning atmosphere, communication forms, etc. It is difficult to transform the hard environment, but it can be supplemented by the soft environment. Although the soft environment does not need to pay too much economic cost, it is difficult to transform and needs time and energy to improve.

The personnel of human resources department should try their best to improve the working and living environment of employees, so that employees can work happily and live comfortably. The work to improve the working and living environment of employees includes: for example, increasing green plants in the office and improving dining conditions in hardware; The software includes establishing enterprise websites, opening enterprise mailboxes, holding employee seminars, setting up employee suggestions and comments mailboxes, organizing employee physical examinations, and opening broadband Internet access.

employee satisfaction

Employee satisfaction is a comprehensive embodiment of people-oriented. With the implementation of employee satisfaction project, employee satisfaction can be steadily improved, and the company's human resource management will be fundamentally changed. Guided by the results of satisfaction survey, the Human Resources Department gradually improves human resource management and improves employee satisfaction item by item. Through the investigation of human resource management related issues, we can fully reflect the needs of employees in human resource management and provide basis for human resource management.

Only by improving employee satisfaction and strengthening human resource management can we truly be people-oriented. Running a business means running employees and customers. Managing employees is to strive to improve employee satisfaction. The solution of all problems begins with solving people's problems. Being kind to customers begins with being kind to employees who serve customers. Only employee satisfaction can lead to customer satisfaction.