What is Human Resource Management (HRM)?
Human
Resource Management (Human Resources Management / HRM), the upgrade of
personnel management, refers to the effective use of
relevant human resources inside and outside the organization under the
guidance
of economics and humanistic ideas through recruitment, selection,
training,
compensation and other management forms.
To meet the needs of the organization's
current and future development, and to ensure that the organization's goals are
realized and that the members' development is maximized.
It is the whole
process of forecasting the organization's human resource needs and making a
human resource plan, recruiting and selecting personnel and effectively
organizing, evaluating performance, paying compensation and effective
incentives, combining the needs of organizations and individuals for effective
development to achieve optimal organizational performance.
It is also an
important position of the company.
Academia generally divides human resource management into
eight modules or six modules:
- Human resource planning
- Recruitment and
configuration
- Training and development
- Performance management
- Salary and welfare management
- Labor relationship management. Interpret the
core ideas of the six modules of human resource management to help business
owners grasp the essence of employee management and human resource management.
Table of Content
1 Definition
▪ Definitions 1
▪ Definition 2
▪ Definition 3
2 Course
classification
3 Macro management
4 Micro management
5 Strategy types
6 Discipline
development
▪ Origin of the
concept
▪ Development
history
▪ Development
history
7 Development Trend
8 Subject System
▪ Specific content
▪ Core content
▪ Working system
▪ Planning process
▪ Planning
objectives
9 Management work
▪ Achieve goals
▪ Working
characteristics
▪ Job system
▪ Job
responsibilities
▪ Five functions
▪ Efficiency factor
▪ System
construction
▪ Structural
analysis
▪ Forecast method
▪ Development
prospects
▪ Related issues
10 Research methods
11 University Major
▪ Training
objectives
▪ Training
requirements
▪ Employment
direction
12 Subject
Development
13 Enterprise Human Resource Management
Consulting
Basic Information on HRM
Abbreviation: HRM
Category: Management
Change: HR management
Definition:
1. One of the definitions of Human Resource Management (HRM)
Human resources refers to the sum of the working capacity of
people within a certain range, or refers to the sum of intellectual and
physical labor that can promote the development of the entire economy and society.
Human resources management refers to the rational allocation
of human resources in a planned manner according to the requirements of the
company's development strategy.
Through a series of processes such as
recruitment, training, use, evaluation, incentives and adjustment of employees
in the enterprise, the enthusiasm of employees is mobilized to play.
The
potential of employees creates value for the enterprise and brings benefits to
the enterprise. Ensuring the realization of corporate strategic goals is a
series of human resources policies and corresponding management activities of
the enterprise.
These activities mainly include the formulation of corporate
human resources strategies, employee recruitment and selection, training and
development, performance management, salary management, employee mobility
management, employee relationship management, employee safety and health
management, etc.
That is, the enterprise uses modern management methods to
plan, organize, command, control and coordinate human resources acquisition
(selection), development (education), maintenance (retention) and utilization
(employment).
A series of activities, ultimately achieve a management behavior
to achieve corporate development goals.
The 21st century is a century of globalization,
marketization, and informationization, and a century dominated by knowledge.
Under the new economic conditions, the corresponding changes in enterprise
human resource management are bound to happen.
Therefore, the enterprise human
resources management system will be built on the computer network platform of
the Internet to form a new type of human resources management model.
2. Second Human Resource Management HRM
Human resource management refers to the use of modern
scientific methods to reasonably train, organize, and allocate manpower
combined with a certain amount of material resources, so as to always maintain
the best ratio of manpower and material resources.
Also, at the same time to
carry out appropriate thinking, psychology, and behavior induction, control and
coordination.
And Also, to give full play to people's subjective initiative, make people do
their best, get the best from others, and personnel are suitable to achieve
organizational goals.
3. Third Definition of Human Resource Management HRM
Human resource management refers to the process of using
scientific methods to coordinate the relationship between people and things,
deal with the contradictions between people, give full play to human potential,
make people do their best, get the best from others, and match personnel to the
process of achieving organizational goals.
After the 20th century, the concept of human resource
management was interpreted from different aspects at home and abroad, and can
be divided into four categories:
i. Mainly from the purpose of human resources
management to explain its meaning, that it is through the management of human
resources to achieve its goals.
ii. It is mainly explained from the process
of human resource management or the functions undertaken, and regards human
resources as an active process.
iii. It mainly explains the entity of human
resource management, and thinks it is the system and policy related to people.
iv. From the purpose, process and other
aspects of comprehensive interpretation.
What are the Sorting Classes of HRM?
Human resource management can also be divided into macro
management and micro management.
What is Macro management?
Macro-management of human resources is the planning,
organization, and control of human resources in society as a whole, thereby
adjusting and improving the status of human resources, adapting them to the
requirements of social reproduction, and ensuring the operation and development
of social economy.
Micromanagement
Human resources micro-management is to manage the
relationship between people and people through the management of people and
things in the enterprise and organization, to cooperate with people and things,
to give full play to the potential of people, and to plan, organize, and
organize various activities of people. Command and control to achieve
organizational goals.
What is Secondary Development of Human Resources?
Human resources experts pointed out: World has a huge number
of human resources, but the quality is not optimistic. School education is only
prepared for knowledge.
To adapt to the requirements of society, these people
also need the secondary development and training of human resources by society
and organizations.
Also, this includes not only training in skills, but also
education in many aspects such as interpersonal communication and code of
conduct, social ethics, and so on. For enterprises, professional education is
an important part of it.
Small and medium-sized enterprises solve the problem of human
resource management, and avoid "headaches and doctor's feet".
Enterprises must proceed from the enterprise strategy, break the human-centered
"right thought", establish the thing-centered "process
thought", and realize the breakthrough thinking from function management
to process management. So as to achieve the strategic goals of the enterprise.
What are the HRM Strategy types?
1. Low-cost management strategy
Small and medium-sized enterprises have established production
capacity that has reached an effective scale, spared no effort to reduce costs,
do well in cost management cost control, and minimize research and development
expenses and brand building expenses.
Through the research on the distribution
of small and medium-sized enterprises in most countries, it is found that most small and
medium-sized enterprises are concentrated in two types:
One is a decentralized
industry, and its basic existence includes service industry, retail industry,
wholesale industry, wood processing and metal assembly industry, agricultural
products, risk Enterprises, etc.
The other category is emerging industries,
including IT, NT, new materials and new energy companies.
One of the reasons why SMEs mainly focus on the above two
types is that the long-term average cost curve of these industries is a
relatively flat stage in terms of scale. Cost reductions for companies of all
sizes may be modest.
In this regard, the practices of Japanese companies are
worthy of reference.
They design simple products that are easy to manufacture
and have market demand, so that cost control becomes feasible.
However, the
design innovation of simple products needs to increase the initial investment.
Asia's small and medium-sized enterprises often take the form of imitating
others, which may infringe on the intellectual property rights of others, so
pay attention to avoid causing additional illegal fees.
2. Whatis a centralized management strategy?
A centralized management strategy is aimed at a specific
customer group, or a segment of a product range, or a market in a certain
region.
Around the center of how to serve a certain target market well, each
performance policy formulated by the company must consider its own market
positioning and focus its energy on the target customers to improve efficiency.
SMEs do not have the necessary and ability to meet most of the market needs. If
they compete with the same industry for large customers, SMEs will be at a
disadvantage.
A centralized management strategy can also help reduce costs. It
is worth noting that once the target market and product positioning are
determined, they should not be changed frequently.
Insist on serving their
customers often requires companies to dare to refuse the needs of other few
customers, and implement the approach of doing something.
A centralized
management strategy is no longer subject to economies of scale.
Discipline development
What is the Human Resource Management concept origin?
The concept of "human resources" was used in 1919
and 1921 in John R. Commons' two books "Industrial Reputation" and
"Industrial Government".
Commons is also considered to be the first
Using the term "human resources", he refers to human resources that
are far from what we understand, but only use the same word.
What is Human Resource Management development path?
Human resource management is an emerging discipline that came
out in the late 1970s. Although the history of human resource management is not
long, the idea of personnel management has a long history.
From the time
point of view, the industrial revolution from the end of the 18th century until
the 1970s was called the traditional personnel management stage. Since the late
1970s, personnel management has given way to human resource management.
What is the Development History of HRM?
The first generation of human resources management system
appeared in the late 1960s. In addition to automatic calculation of personnel
compensation, there are few more functions such as report generation and data
analysis, and it does not retain any historical information.
The second-generation human resource management system
appeared in the late 1970s, and designed non-financial human resource
information and salary historical information, as well as primary report
generation and data analysis functions.
The third generation of human resources management system
appeared in the late 1990s. The database of this generation of HRMS collected
and managed almost all data related to human resources, and it also has
powerful report generation tools, data analysis tools and information sharing,
achieve.
What is Personnel Management stage?
The personnel management stage can be divided into the
following stages: scientific management stage, industrial psychology stage, and
interpersonal relationship management stage.
(1) What is Scientific management stage?
In the early 20th century, represented by Frederick Winslow
Taylor and others, he pioneered the school of scientific management theory and
promoted the large-scale promotion and development of scientific management
practice in the United States.
Taylor proposed "piece-rate wage
system" and "hourly wage system", and proposed to implement
labor quota management.
In 1911, Taylor published the book "Principles of
Scientific Management", which laid the foundation of the theory of
scientific management, and was therefore called "the father of scientific
management" by Western management circles.
(2) What is Industrial psychology stage?
The research results of psychologists represented by German
psychologist Hugo Munsterberg and others have promoted the scientific process
of personnel management.
Hugo Munsterberg’s “Psychology and Industrial
Efficiency” published in 1913 marked the birth of industrial psychology.
(3) What is Interpersonal relationship management stage?
In 1929, Harvard University professor Mayo led a research
team to the Hawthorne plant of Westinghouse Electric Company to conduct a
Hawthorne experiment for nine years.
What is Human resources management stage?
The human resources management stage can be divided into two
stages: the proposal of human resources management and the development of human
resources management.
The concept of "human resources" was proposed and
clearly defined by Peter Drucker, the father of modern management, in his book
"Management Practices" as early as 1954.
Since the 1980s, the theory
of human resource management has continuously matured and has been further
developed in practice, widely accepted by enterprises, and gradually replaced
personnel management.
In the 1990s, the theory of human resource management
continued to develop and mature.
People discuss more about how human resource
management can serve the company's strategic services, and how the role of the
human resources department can be transformed into a strategic partnership of
business management.
The proposal and development of strategic human resource
management theory marks a new stage of modern human resource management.
What is Human Capital Management stage?
Manage people as a type of capital. Human participation in
production activities as capital has the following characteristics:
- Human capital can generate profits
- As capital, people can appreciate naturally
- Investment in human capital can generate profits
- As a capital, people participate in the distribution of
profits
What is People-oriented management stage?
People-oriented management is to consider people as the most
important factor in business activities and should be considered first. In
enterprises, the "God status" of customers is replaced by employees.
The people-oriented management concept is that when the
company meets the various needs of employees (such as working environment,
salary, respect, etc.), the work efficiency and creativity of employees will be
greatly improved, which can make more for the development of the company.
Contribution.
What is the development trend in HRM (Human Resource Management)?
From design, publicity to implementation is a complex and systematic
work, many of which are difficult to complete independently by the human
resources department of an enterprise.
This requires the human resources
department to carry out effective internal division and external cooperation
(this is also the development trend of human resources management), and
reposition the functions of the human resources management department:
(1) Weaken some functions of the human resources management
department (such as recruitment, promotion and demotion of employees, performance
evaluation, etc.) to make it return to the linear management department,
directly managed by the direct department, and reintegrated into the general
management of the direct management department Among.
The reason for the
emphasis on regression is that functions such as recruitment, promotion and
demotion of employees, performance appraisal and other functions initially
belonged to the direct management department, and later went through the
process of separation from the linear management department before being
transformed into the functions of the human resources management department.
(2) Differentiate certain functions of the human resources
management department and make them socialized.
Certain functions of the
enterprise human resources management department, such as training and
development, recruitment and selection of senior staff, assessment of employee
management capabilities, talent diagnosis, personnel quality assessment, etc.,
often require the participation of more professional experts and scholars, and
require professional knowledge and equipment.
More specialized channels are
needed, which is difficult for an enterprise's human resources management
department to complete independently.
These functions can be differentiated
again and transferred to a socialized professional management consulting
company.
These management consulting companies are generally composed of a
large number of actual workers with profound knowledge in human resource
management, specializing in human resource management research and consulting
(human resource development and management has become an important social
industry).
They can help companies reduce long-term management costs and enable
companies to acquire new management technologies and management ideas.
(3) In addition to the returned and socialized functions,
other functions of the human resources management department must be
strengthened.
For example, by formulating appropriate human resource policies
to influence and guide employee behavior.
Provide support for supporting
organizational culture and achieving organizational change by participating in
the organization's strategic decision-making and designing and developing
employee careers, to achieve the common growth and development of employees and
organizations.
(4) In the era of knowledge economy, it is the general trend
of human resources management to establish a system based on energy and
distribution according to knowledge.
As an effective way to realize the
capitalization of human resources, equity incentives have become a strategic
measure for more and more non-listed companies to encourage core talents. Jing
Bang Xue Bank of China once said so.
What is HRM Disciplinary system?
Usually includes the following specific content:
(1) Human resources planning.
(2) Post analysis and design.
(3) Staff recruitment and selection.
(4) Performance evaluation
(5) Salary management.
(6) Staff motivation.
(7) Training and development.
(8) Career planning.
(9) Human resources accounting.
(10) Labor relationship management.
There are 6 main modules of human resources management:
- Human resources work planning
- Recruitment and configuration
- Training and development
- Performance management
- Salary and benefits
- Labor relations
What is the core content of Human Resource Management?
The core of human resource management: value chain
management.
Human resources value chain management includes three
aspects:
One is which elements in the enterprise participate in the
creation of value, which involves the analysis of value in human resource
management.
In the past, agricultural economic society was labor and land, and
modern economic society was entrepreneurs, knowledge, capital and labor.
Understanding this issue is the foundation of human resource value chain
management.
The second is how much value these elements create in the
enterprise, which involves the issue of value evaluation in human resource
management.
What kind of value evaluation standard is adopted and how to
conduct value evaluation is one of the most difficult problems in human
resource management.
The third is how to distribute the value, including the
method of distribution and the standard of distribution.
What is the working system of human resource management?
The structure of human resource management is based on human
resource planning and employee management system, and it is reflected through
the activities of employing personnel in the specific production and operation
process.
Human resource management relationship:
i. The relationship between system formulation and system
implementation
ii. The relationship between monitoring, auditing,
and execution declaration
iii. To propose the relationship between demand and
service provision.
Operation of human resource management system:
1. The manager of the personnel department fills in the
"recruitment table for company recruiters" according to the job
requirements.
2. Propose the reasons for recruiters' needs, and report the
detailed requirements of recruiters and recruitment methods to the chief
financial officer for approval.
3. After passing, transfer the "Company Recruitment
Demand Form" to the Human Resources Department.
4. The human resources department conducts the primary
selection of the recruited personnel.
What is the Planning Process under HRM?
For companies in the human resources department, the leader
will hand over the work of setting up the human resources department.
What
should be included in your report?
Can you draw a flow chart of human resource
planning?
What are the Planning Objectives under HRM?
1. Obtain and maintain a certain number of personnel with
specific skills, knowledge structures and capabilities.
2. Make full use of existing human resources.
3. Ability to predict potential surplus or insufficient
manpower in enterprise organizations.
4. Build a well-trained and flexible workforce to enhance the
ability of enterprises to adapt to unknown environments.
5. Reduce the dependence of enterprises on external
recruitment in key technical links.
Management work
What are the Goals of HRM?
The goal of human resource management refers to the
responsibilities and performance that the human resource management needs to
complete.
Human resources management must consider both the realization of
organizational goals and the personal development of employees, emphasizing the
realization of personal all-round development while achieving organizational
goals.
The human resources management goals include the goals and
tasks of all managers in human resources management and the goals and tasks of
the specialized human resources department.
Obviously, the two are different.
The target tasks of professional human resources departments are not
necessarily the human resources management goals and tasks of all managers.
But
the target tasks of human resources management undertaken by all managers are
generally professional human resources The target task that the department
should accomplish.
Whether it is a dedicated human resources management
department or other non-human resources management departments, the goals and tasks
of human resources management, Mr. Zhong Kefeng, a human resources expert
believes that it mainly includes the following three aspects:
1. Ensure that the organization's needs for human resources
are met to the maximum
2. Maximize the development and management of human resources
inside and outside the organization to promote the sustainable development of
the organization
3. Maintain and motivate the internal human resources of the
organization so that its potential can be maximized, and its human capital can
be properly upgraded and expanded.
What are the Working Characteristics under HRM?
Compared with other resources, human resources realize the
following basic characteristics:
1. Era and time of human resource generation process
That is to say, the growth and maturity of any human
resources are carried out and completed under the conditions of a specific era.
2. The initiative of human resources
Mobility is a fundamental nature of human resources,
reflecting the essential difference between human resources and all other resources.
3. Timeliness in the use of human resources
4. Sustainability of the human resources development process
5. Consumability of idle human resources
6. The special capital of human resources
7. Capital of human resources
What is the Job System under Human Resource Management?
- HR-Assistant (Human Resources Assistant)
- HR-Specialist (Human Resources Specialist)
- HR-Officer (Director of Human Resources)
- HR-Supervisor (Human Resources Supervisor)
- HR-Manager (Human Resources Manager)
- HR-Director (Director of Human Resources)
What are the Human Resources management job responsibilities?
Human resource management responsibilities refer to the
responsibilities and tasks that human resource managers need to undertake.
In
his book "Human Resource Management", Gary Desler cited the
responsibilities of a human resource manager of a large company in terms of
effective human resource management as the following ten aspects:
(1) Assign the right people to the appropriate jobs
(2) Guide new employees into the organization (familiar with
the environment)
(3) Train new employees to adapt to new jobs
(4) Improve the work performance of each new employee
(5) Strive to achieve creative cooperation and establish a
harmonious working relationship
(6) Explain company policies and working procedures
(7) Control labor costs
(8) Develop the work skills of each employee
(9) Create and maintain the morale of employees in the
department
(10) Protect the health of employees and improve the material
environment of work.
What are the 5 main functions under HRM?
(1) Obtain
According to the required employee conditions determined by
the company's goals, through planning, recruitment, examinations, evaluation,
selection, selection and obtain the personnel required by the company.
Acquisition functions include job analysis, human resource
planning, recruitment, selection and use activities.
a. Work analysis: It is the basic work of human resource
management. In this process, we must describe the tasks, responsibilities,
environment and qualifications of each position, and write a job description.
b. Human resources planning: It is to coordinate the
enterprise's demand for the quantity and quality of personnel with the
effective supply of human resources. Demand stems from the status quo of the
organization ’s work and forecasts of the future, while supply involves
internal and external effective human resources.
c. Recruitment and selection: The most suitable recruitment
method should be selected according to the attractiveness of the candidates,
such as the use of newspaper advertisements, online recruitment, employment
agencies, etc. There are many methods for selection, such as the use of job
application forms, interviews, testing and evaluation centers.
d. Use: After induction training, arrange work for qualified
people.
(2) Integration
Through the effective integration of corporate culture,
information communication, harmonious interpersonal relationships, and
resolution of conflicts and conflicts, the goals, behaviors, and attitudes of
individuals and the masses within the enterprise are in line with the
requirements and concepts of the enterprise, so that it forms a high degree of
cooperation and coordination advantages, improve the productivity and
efficiency of enterprises.
(3) Keep
Through a series of management activities such as salary,
assessment, promotion, etc., to maintain the enthusiasm, initiative and
creativity of employees. Safeguard the legitimate rights and interests of
workers. Ensure the safety, health and comfortable working environment of
employees in the workplace.
In order to increase employee satisfaction allow work that
makes you feel at ease.
Maintaining functions includes two aspects of activities:
One
is to maintain the work enthusiasm of employees, such as fair remuneration,
effective communication and participation, and harmonious labor-management
relations.
The other is to maintain a healthy and safe working environment.
a. Remuneration: Formulate a fair and reasonable wage system.
b. Communication and participation: treat employees fairly,
clear relationships, communicate feelings, participate in management, etc.
c. Labor-management relations: Handle disputes and affairs in
labor-management relations and promote the improvement of labor-management
relations.
(4) Evaluation
Make comprehensive assessment, appraisal and evaluation of
employees' work results, labor attitudes, skill levels and other aspects to
provide a basis for making corresponding rewards and punishments, lifting,
leaving and other decisions.
Evaluation functions include job evaluation, performance
evaluation, satisfaction survey, etc.
Performance evaluation is the core, which
is the basis for human resource management and decision-making such as rewards
and punishments and promotion.
(5) Development
Through employee training, job enrichment, career planning
and development, promote the improvement of employees' knowledge, skills and
other aspects, enhance their labor capabilities, and maximize their personal
value and contribution rate to the company to reach employees.
The purpose of
personal and corporate development.
a. Employee training: formulate training plans according to
the needs of individuals, jobs, and enterprises, select training methods and
methods, and evaluate the effectiveness of training.
b. Career development management: help employees formulate
personal development plans, coordinate personal development with corporate
development, and meet personal growth needs.
Efficiency factor
First, overall, human resources work should be linked to
other elements such as strategy, technology and products.
Second, human resources must drive performance. Promoting the
implementation of corporate strategy and business goals is the mission of
modern human resource management, so performance management is the hub of
promoting human resource management.
System
a. Determine the quality standards of human resources
b. Establish a quality testing system for human
resources;
c. Establish a quality assurance system for human
resources.
Structural analysis
Human resources planning and policy
Develop and integrate human resource plans and policies to
ensure consistency with organizational strategies and support the achievement
of company performance goals.
Recruitment and recruitment
Provide timely and effective methods to attract and recruit
suitable, experienced, and technical employees to meet organizational
requirements.
Salary, benefits and incentives
Provide a salary and benefits framework to motivate higher
job performance, ensure the achievement of organizational goals and retention
of outstanding talent.
Staff development and training
Assist in developing the necessary capabilities of employees
to ensure the achievement of organizational goals and provide a framework to
help solve employee problems.
Staff resignation and retirement
Ensure effective management and reasonable cost of employee
migration and suspension, and fully address the impact on individual employees.
Information management
Ensure the production of human resource information and
process operation are efficient and accurate, and maintain integration with
other business systems and processes.
Method of Prediction
1. Management judgment method
The management personnel judgment method, that is, the
management personnel at all levels of the enterprise, based on their own
experience and directness, determine the personnel required in the future from
the bottom up. This is a superficial manpower demand forecasting method, which
is mainly suitable for short-term forecasting.
2. Empirical prediction method
The empirical forecasting method is also called ratio
analysis, which is to forecast the demand for human resources based on past
experience.
Because different people's experience will be different, the
abilities of different new employees will also be different, especially the
management staff and sales staff, the differences in abilities and performance
are even greater.
Therefore, if this method is used to predict the needs of
personnel, we must pay attention to the accumulation of experience and the
accuracy of the prediction.
3. Delphi method
The Delphi method is a structured method that allows experts
to agree on developments that affect a certain area of the organization (such
as the organization’s future demand for labor).
The goal of this method is to
predict the development trend of a certain field by integrating the opinions of
experts.
Specifically, the Human Resources Department acts as an intermediary,
gathers the individual opinions of the experts in the first round of the
forecast and summarizes them, then feeds them back to them, and then repeats
this cycle to give the experts the opportunity to modify their forecasts and
Explain the reason for the modification.
Generally, after repeating 3 to 5
times, the opinions of the experts tend to be consistent.
The experts mentioned here can be managers from the front
line or senior managers. They can be internal or externally invited. The choice
of experts is based on their knowledge of the internal factors that affect the
company.
4. Trend analysis
The basic idea of this quantitative analysis method is to
determine which factor in the organization is most closely related to the
number and structure of labor, and then find out the trend of this factor
changing with the number of employees, and infer the future human resources
needs.
Choosing organizational factors related to the number of
labor is a key step in demand forecasting.
This factor should meet at least two
conditions:
First, the organizational factor should be directly related to the
basic characteristics of the organization.
Secondly, the change of the selected
factor must be proportional to the change in the number of required personnel.
With the organizational factors and labor productivity related to the number of
people hired, we can estimate the quantity of labor demand.
When using the trend analysis method to make predictions, it
can be estimated completely based on experience, or a regression analysis can
be performed using a computer.
The so-called regression analysis method is to use historical
data to find out the relationship between one or several organizational factors
and human resource requirements, and express this relationship with a
mathematical model.
With this mathematical model, you can speculate on the
future human resources. demand.
However, this process is relatively complicated
and requires the use of a computer.
Prospects
1. Changes in talent. Future talents, especially graduate
students, will not only learn professional knowledge in the school, but also
learning ability and research methods, that is to say, they can quickly enter a
new field and adapt to this new field.
A non-student major can quickly enter
the role of a new major.
2. The concept of lifelong learning has begun to penetrate
into university education.
What graduates learn in universities is not limited
to professional knowledge, but a wide range of knowledge, and they can quickly
enter other professional fields after graduation.
3. In the future, the organization pays more attention to the
staff's ability to innovate instead of repeating the original work and skills.
Personnel from different professions, especially university students, graduate
students have extensive knowledge, multi-faceted knowledge is a prerequisite
for innovation.
From this point of view, the future human resources
management paradigm no longer focuses on recruiting people who are
"mature" for the organization, but people with extremely innovative
capabilities.
In other words, human experience and professional requirements
are no longer the most important. The most important thing is to have extensive
knowledge and awareness of innovation.
Under this change, the paradigm of human resource management
should also change, and the original focus should be on what kind of people are
recruited to how to encourage the recruited people to realize their innovative
potential.
State-owned enterprise
There is a problem
1.1 The concept of human resources development and management
is backward
For a long time, under the influence of the planned economic
system, state-owned enterprises have been under the state’s macro-control.
They only focus on solving the internal material, capital, and technical issues
of the enterprise and ignore the human resources of the enterprise.
Considering
people as inherent labor force, only focusing on owning and using, and not
paying attention to development and flow, make talents neither enter nor flow
out, and the phenomenon of idle, suppressed, and waste of talents is serious.
1.2 Insufficient investment in human capital
Human capital investment is an investment in which investors
increase or increase human intelligence and physical fitness by investing a
certain amount of capital (monetary capital or in kind) in people.
This
increase in labor force is ultimately reflected in an increase in labor output.
The managers of state-owned enterprises in our country lack the investment
consciousness of human capital and only care about the immediate (replenishment
of personnel for the enterprise, payment of wages, etc.).
Rarely do long-term
human resource forecasting, planning and development. In this way, some
excellent employees who are eager to learn new skills and knowledge have no
access to training.
The incomplete and opaque training system of state-owned
enterprises has also encouraged some related people to seize these
opportunities; and some training is formal.
The content is boring, and the
assessment deviates from reality, and the purpose of training is not really
achieved.
1.3 Single management model, centralized management
authority, highly centralized management system
a. The state-owned enterprise has a huge
organization, and various departments and industries cannot classify, flexibly
and effectively, and manage cadres in a targeted manner according to the nature
and difficulty of their respective business work, resulting in separation of
responsibilities and management, and disconnecting management from personnel.
Lead to disconnection between people and things.
Secondly, the state-owned
enterprises have excessively concentrated powers, strengthen the "will of
senior officials", and neglect system construction.
Thirdly, the highly
centralized management system of state-owned enterprises hinders the role of
the competition mechanism.
On the one hand, the employment of “iron rice
bowls”, cadres “iron exchange chairs”, and distribution of “big pot rice”
restrict competition and the display of individual talents.
On the other hand,
the planned economy period strengthened individual obedience to the collective,
which inhibited individual autonomy, independence, and selectivity.
b. Under the current situation, the countermeasures to
improve the level of human resources management in state-owned enterprises.
In order to cope with economic globalization and fierce competition
in the international market, a country's human resource management must adopt
effective measures and means such as planning, organization, leadership,
supervision, agreement, control, etc.
This is not only to consider the needs and
talents of talents, but also focus on the future. There is need to pay attention to the
planning and development of human resources.
Enterprises should not aim at
saving in their budgets, but like investing in capital or information, they
seek the best ratio of input to output in a specific period, that is, they also
pursue high efficiency and high returns.
Therefore, the author believes that
under the current situation, improving the human resources management of
state-owned enterprises
Solution
1. To establish the scientific management concept of "people-oriented"
and realize the optimal allocation of human resources.
2. Emphasis on the development of human resources investment
and human capital investment
The fundamental way for the development,
development and improvement of talents in state-owned enterprises lies in
enterprise education and training.
Optimizing corporate education and training
means that companies must invest higher capital, higher efficiency and quality.
3. Establish a flexible competition mechanism State-owned
enterprises should change the “iron rice bowl” of employment and distribute the
“big pot of rice”, fundamentally exclude competition and the play of individual
talents and the realization of personal interests.
Truly realize the open,
fair and equitable employment autonomy to make enterprises introduce people who
are in need.
Eliminate surplus people. Establish a flexible competition
mechanism in which cadres can go up and down, and employees can enter and
leave, invigorate the enterprise, improve production efficiency, make excellent
talents have a place.
Allow them to work in positions suitable for them.
It
has been developed to create more profits for enterprises. Human resource
management is the core of modern enterprise management.
As the pillar industry
of the national economy, state-owned enterprises must fully implement and
formulate corrective measures.
On the other hand, they should provide dynamic
information on budget execution to management at all levels to guide business
decisions.
What is Drawer Management?
In modern management, it is also called "job
analysis". Today, some large and medium-sized enterprises in economically
developed countries attach great importance to "drawer-style"
management and job classification, and all have established job classification
systems to varying degrees on the basis of "drawer-style" management.
According to survey statistics: Thailand adopted 50% of the enterprises that
adopted "drawer" management in 1981. It was 75% in 1985 and more than
95% in 1999.
In recent years, large and medium-sized enterprises in Hong Kong
have also generally implemented "drawer-style" management.
"Drawer-style" management is a popular image of
management term. It describes that there is a clear job specification in the
drawer of each manager’s desk.
In the management work, there must be no
positions, no rights, nor Responsibility has no power, let alone power without
responsibility, and must combine duties, responsibilities, rights and
interests.
What is One Minute Management?
"One minute" management Many western enterprises
have adopted the "one minute" management rule, and achieved
remarkable results. The specific contents are: one-minute goal, one-minute
praise and one-minute punishment.
The so-called one-minute goal is that everyone in the company
clearly writes down his main goals and responsibilities on a piece of paper.
Each goal and its test criteria should be clearly expressed in 250 words, and
one person can read it in one minute.
In this way, it is easy for everyone to
clearly understand why and how to do it, and regularly check their work
accordingly.
One minute of praise is human resource incentives. The
specific method is that the manager of the company often spends a short time,
picking out the right part of the work done by the staff to praise.
This can
prompt each employee to know what they are doing and work harder, so that their
behavior continues to develop in the perfect direction.
One-minute punishment means that something should be done
well, but it is not done well.
The relevant personnel are first criticized in a
timely manner, pointing out their errors, and then reminding him how you value
him, and he is dissatisfied at this time and place jobs.
In this way, people
who do wrong can be willing to accept criticism, feel guilty and pay attention
to avoid the same mistake.
The "one minute" management rule is wonderful
because it greatly shortens the management process and has an immediate effect.
A one-minute goal makes it easy for each employee to clarify their job
responsibilities and strive to achieve their own work goals.
One-minute praise
can make each employee work harder and make their behavior tend to be perfect.
One-minute punishment can make the wrongdoing People are willing to accept
criticism, prompting him to work more seriously in the future.
What is Broken Format Management?
In many managements of enterprises, the ultimate goal of
reform and innovation is through the management of personnel.
Therefore, all
developed companies in the world are actively implementing the reform of the
personnel management system according to the changes in the internal
competition situation of the enterprise to stimulate the creativity of
employees.
In Japanese and Korean companies, in the past, the
"year-old system" that used working years as promotion of staff ranks
and salary standards has been adopted.
This system adapts to the requirements
of employees in the period of rapid expansion of enterprises, and provides
labor employment and development. opportunity.
Since the 1980s, these developed
enterprises have entered a stage of low growth and relative stability.
The
"year-old system" has been unable to satisfy the staff's desire for
promotion, which has reduced the vitality of enterprise organization personnel.
Since the early 1990s, developed companies in Japan and South Korea have begun
to reform the personnel system, and vigorously promoted a new
"broken-form" personnel system that determines the promotion and
demotion of employees based on work capabilities and results.
The reform of the
personnel system of the world's largest enterprises focuses on fully tapping
the potential of people, in order to invigorate the personnel system to
invigorate the organizational structure of the enterprise, pay attention to the
cultivation and formation of the "strongman" mechanism within the
enterprise, and form a competitive, hardworking, enterprising and pioneering
new ambience.
What is Harmony Management?
"Harmony" management "Harmony" means that
management must emphasize the cooperation of the individual and the whole,
creating a high degree of harmony between the whole and the individual.
In
management, European and American companies mainly emphasize individual
struggle, and promote the harmonious use of different management.
Its specific characteristics are:
(1) There is both integrity and individuality. Every member
of the enterprise has a sense of mission to the company. "I am the
company" is a loud slogan in "harmonious" management.
(2) Self-organization. Let go and let subordinates make
decisions and manage themselves.
(3) Volatility. Modern management must implement a flexible
business strategy to produce progress and innovation in volatility.
(4) Complement each other. It is necessary to promote the
complementary exchange of different views and practices so that the
shortcomings in one case become the advantages in another.
(5) Individual dispersion and overall coordination. Units,
groups, and individuals in an organization are all individuals in the whole.
Individuals are decentralized and original, and form an overall image through
coordination.
(6) There is Rhythm. A harmonious, harmonious and vibrant atmosphere
is reached between the enterprise and the individual, inspiring people's
internal drive and pride.
What is Walking management?
"Walk-around" management This is an innovative
management method popular in the world. It mainly refers to the enterprise
executives to observe the public opinion, understand the truth, and work
together with the subordinates to create performance.
This management style has
shown its advantages, such as:
(L) The subordinates in charge also moved. Toshiba Toshiba,
the honorary chairman of the Federation of Japanese Economic Organizations,
adopted the approach of “being a leader” and became a prestigious entrepreneur
in Japan.
Before he took over the Japanese Toshiba Electric Company, Toshiba no
longer enjoyed the reputation of “cradle of the electrical industry”. It's
getting worse. After taking office, XYZ visited the factory every
day and visited Toshiba's factories and enterprises in Japan.
In the early
morning, he always arrived half an hour earlier than others, stood at the
factory door, said hello to the workers, and took the lead in demonstrating.
Employees were affected by this atmosphere, which promoted mutual communication
and boosted morale.
Soon, Toshiba's production returned to normal and has
developed greatly.
(2) Small investment and large income. Moving management does
not require too much capital and technology, it may increase the productivity
of the enterprise.
(3) Visible management. That is to say, the top supervisor
can reach the front line of production, meet and talk with the workers, hoping
that the employees can give him opinions, know him, and even argue with him.
(4) On-site management. Why does Japan have the world's best
productivity? Some people think that it is based on the on-site management of
the investigation.
The supervisor went to the scene non-stop every day, and the
subordinates had to lay down their lives with the gentleman!
(5) "People who win popular support". Excellent
corporate leaders often go to employees who are several levels below him to
observe the public opinion, understand the truth, and listen to more
"wrong" than just "good".
Not only should they care about
the work of their employees, to call out their names, but also their clothes,
food and housing.
In this way, employees feel that supervisors attach
importance to them and work naturally is very hard.
With the support and
efforts of employees, an enterprise will naturally prosper.
What are the Research Methods under HRM?
(1) Common quantitative research methods
1. Related analysis
Correlation analysis is to measure the degree of correlation
between two or more variables.
2. Regression analysis
The purpose of regression analysis is to use the relationship
between two or more variables to infer unknown variables with known variables.
3. Discriminant analysis
The purpose of discriminant analysis is to determine the
factors that can divide a population into two or more categories.
4. Time series analysis
Time series analysis is a variant of regression analysis, but
in time series analysis, independent variables are expressed in terms of time.
It also has independent variables and dependent variables.
The difference is
that independent variables are related to time and dependent variables are
related to demand.
Time series analysis is a very helpful technique for
forecasting.
(2) Common research design methods
1. Field Survery
The on-site survey method, as the name implies, is that the
researchers follow the natural sequence of things on the spot to use surveys
and tests to collect data related to the variables, and then analyze the
relationship between the variables.
2. Case Study
Case study refers to a research design method in which
researchers collect data by consulting records, interviews, observations, etc.
to analyze the root causes of specific problems that exist in a specific person
or group such as a factory, a department or a working group.
3. Lab Experiment
Laboratory experiments are research methods conducted by
researchers in the laboratory.
4. Field experiment
Field experiment is different from laboratory experiment.
It
is a method of studying the relationship between variables by manipulating one
or several variables in a constantly changing real environment.
(3) Common data collection methods
1. Observation method
Observation method refers to a method of collecting research
data by using sensory organs or other tools to investigate specific behaviors
within a certain period of time.
2. Interview
The interview method is a method for the researcher to
collect data by talking with the research object.
It is one of the most
commonly used methods in human resource management research, and is also an
effective method for collecting data.
The interview method is generally
conducted in the form of individual or group.
3. Questionnaire method
The questionnaire method is a method to collect information
and data from the research subjects in a written form with strictly designed
psychological test questions or projects.
What are the basic elements of a standardized human
resource management system?
For private enterprises, building a standardized human
resource management system in enterprise management must effectively grasp the
following major elements:
1. It is necessary to scientifically establish an employee
career planning mechanism and cast employees' "goal":
The purpose of career planning and design of enterprise
employees in enterprise management is to adapt to the long-term strategic
development of the enterprise.
Also, to let employees understand the relationship
between employees' personal career and enterprise development, and set it on
the premise of taking into account the interests of the enterprise and the
personal interests of employees.
Personal goals, to achieve the same goals and
behaviors between employees and enterprises, to start a business together, to
share success, and to develop a career in accordance with their own specific
circumstances, so as not to cause the loss of talent.
2. To establish a corporate political work culture to
strengthen employees' "identity":
If an enterprise wants sustainable development, it must
constantly improve its business management system and corporate culture.
The
enterprise management system is hardware, and the culture is software, which is
also the soul of the enterprise.
In this regard, in order to shape their own
cultural image, some enterprises have summed up a set of business philosophy or
entrepreneurial spirit without the actual situation of enterprise management.
However, because these ideas or spirits are not recognized by employees at all,
this corporate culture has actually become an empty talk that deviates from the
reality of the company.
Although it may have a temporary packaging effect for
external uninformed persons, it is undoubtedly “fancy” for the enterprise
itself. Therefore, a set of values accepted by enterprise employees is very
important for enterprise management.
Refining enterprise employees'
"identified corporate culture" to establish a republican corporate
political work culture can help corporate employees establish common ideals and
beliefs.
So as to work hard for the common goal, through this way, the company
can get a healthy and stable development.
3. To establish a performance-focused compensation and
benefits management system to ensure the "belonging" of talents:
Considering the long-term development of an enterprise,
enterprise management must establish a standardized system and operating
procedures. When an enterprise grows up, it cannot rely only on products but on
systems.
Simply paying high wages to talents has proved to be less
effective and should be used effectively.
Such companies always have no
interest in talents. Therefore, it is necessary to make some changes in modern
enterprise management to make them more clearly as the company grows.
Seeing
hope, Some companies implement excellent welfare systems in corporate
management, including bonuses, profit commissions, shares, etc. to attract
talent, but these conditions are not available at one time, but require an
inspection cycle.
Only after you have worked for a certain number of years to
meet the requirements of the company it can really be realized.
The above two
items are hailed as "gold handcuffs" for enterprises to retain elite
talents, and their practical value is considerable.
For the core talents of the
enterprise, through the stock option, the enterprise can become a community of
interests for everyone, and the talents can become the masters of the
enterprise, so that they can share the benefits of the enterprise in the long run,
which can better ensure the talents' sense of belonging.
Modern enterprises will face increasingly severe competition,
which is both a challenge and an opportunity.
The only way to stand out from
the competition is to fully develop and scientifically manage human resources,
so as to guide the enterprise to continue to succeed.
"Boss" magazine
said that to manage this special scarce resource in enterprise management,
enterprise managers must change their ideas ideologically, clarify the goals of
human resource management and the relationship with the company's management
environment, overall strategy, and corporate culture. Only in this way can the
enterprise get more long-term and stable development.
University major
Training objectives
This major trains to meet the needs of socialist economic and
social development, comprehensive development of morality, intelligence,
physical fitness and beauty.
It possesses knowledge and ability in management,
economy, law and human resource management.
It adapts to the requirements of
the era of knowledge economy.
Wide, comprehensive and high-quality, full of
innovative consciousness and pioneering spirit, can be applied senior
professional talents who can work in human resources management and related
administrative management in state organs, enterprises and institutions,
scientific research institutions, various state-owned and non-state-owned
enterprises.
What are the HRM Training requirements?
Students of this major mainly study basic theoretical
knowledge such as management science and economics, as well as basic
theoretical knowledge and management modules related to human resource
management, receive training in human resource management methods and skills,
and have the basic ability and quality to analyze and solve human resource
management problems.
Graduates should acquire the following knowledge and
abilities:
1. Master the basic theory and basic knowledge of management,
economics and human resource management
2. Master the professional skills of human resource
management (recruitment, quality assessment, training, career management,
performance management, salary management, labor relationship management)
3. Strong basic skills in language and text expression,
interpersonal communication, organization, coordination and leadership
4. Familiar with the policies, policies and regulations
related to human resource management
5. Understand the theoretical frontier and development trends
of this discipline
6. Master the basic methods of document retrieval and data
query, with certain scientific research and practical work ability.
What is the Direction of career under HRM?
Enterprises and institutions and their consulting
institutions are involved in human resources management related positions,
engaged in recruitment, human resource development, assessment, salary
management, employee training, office secretarial work and so on.
Human Resource Management Discipline development
Human resources management is an extremely important field of
work with a bright future.
In many foreign ERP software systems, HR is a very
independent piece.
In the process of implementing ERP (Enterprise Resource
Planning), the HR part is handled by a dedicated HR consultant.
Human resource management Many domestic enterprises have made
the wrong positioning of human resource management, often changing the past
personnel department into a brand to become a human resources department.
In
fact, the biggest difference between the human resources department and
the
human resources management department is that in addition to being
responsible
for recruitment and management of personnel files, the human resources
department is an important task to account for human costs, provide the
financial department with a basis for human costs, and according to its
own data is used to evaluate the performance of personnel.
In addition, employee
training is also an important task of the human resources department.
Now that you have chosen this major, so mayu be you can spend
some time on corporate financial management, especially labor costs.
In
addition, there are also plenty of articles on the selection of talents.
For
example, for the formulation of assessment standards for recruiters, emphasis
should be placed on competence rather than academic qualifications.
certification should be emphasized instead of diplomas, etc.
If you want to do a good job of HRM, read more books on
enterprise strategic management, and mainly in Europe and the United States.
Of
course, look more at the HRM works in Europe and America to expand your
horizons.
In countries like China, only a few people such as Peng Jianfeng have some meaning.
If possible, learn about company financial management (not accounting).
In this new era of "talent is everything", many
companies will use unprecedented efforts to seek and retain talent, and the
importance of human resource management is becoming increasingly apparent.
Facing the challenges and impacts of economic globalization, information
networking, social knowledge, and organizational changes, human resource
management is facing another adjustment and change:
1. Weakening of the functions of the human resources
management department: For example, in the recruitment process, the interview,
recruitment and starting salary are determined more and more by the head of the
employment department directly.
2. The division of human resources functions: With the
further deepening of the market economy, the social division of labor has
become more and more detailed, and companies will outsource some non-core
business of human resources.
3. Strengthening of human resource management: Accurately
formulate human resource policies to influence and guide employees' behavior,
provide guarantees for the realization of organizational change, participate in
corporate strategic decisions and formulate human resource strategies, and help
employees design careers so that employees and the company can grow together
with development of each other.
4. Automation of human resource management: More and more
companies will hand over job selection, attendance management, salary and
welfare and social insurance to the computer, so that they have more energy to
focus on the management of core human resources business.
Limited to China's national conditions and the actual
situation of current enterprises, most enterprises are currently unlikely to
outsource human resources related functions.
Therefore, in recent years, the
development trend of domestic human resources is that more and more enterprise
managers will use the power of science and technology to adopt human resources
management information solutions to strengthen human resources management of
enterprises, in order to improve organizational capabilities,
The role of
promoting the realization of strategic goals.
The employment prospect is broad: Human resources
management division
In today's globalization of talent competition, the work of
human resource development and management is particularly important.
Doing a
good job of people has become a prerequisite for winning the entire world, and
the development of human resource managers' ability has become a matter of
development.
An important project for national Bole talents. Human resources
managers are mainly responsible for the company's human resources planning,
employee recruitment and selection, performance evaluation, compensation and
benefits, training and development, labor relationship coordination and other
work.
The criteria for judging whether it is qualified are:
Understanding the
professional knowledge of human resources, being able to complete the actual
management of human resources, and continuously developing human resources and
creating value.
The status quo is worrying
The essential attributes of a market economy are competitiveness
and efficiency. Fundamentally stipulate a single type of knowledge structure or
skill structure for talents, which cannot meet the needs of the market and must
be compound.
The professional knowledge of human resources practitioners in our
country is very scarce. According to the survey, many of them are of
administrative origin.
In recent years, colleges and universities have set up
human resources majors, but these graduates and market needs are still in great
demand. Thus, there is this gap.
This is reflected in the low level of internationalization of the
human resources team and the shortage of international general talents.
Under
the background of joining the WTO, the quality of China's human resources team
not only urgently needs to be improved vigorously overall, but also to achieve
three major strategic transformations: from reproducible quality to pioneering
and innovative quality.
From
internally oriented quality to outwardly oriented, the transformation
of international universal quality. The transformation from
a single quality to a compound quality.
Large market gaps generate high income
According to a survey by authoritative institutions, there
are more than 6 million human resources professionals in China, including
400,000 in Beijing, 600,000 in Shanghai, 500,000 or more in Guangzhou, and
300,000 in Wuhan.
Corresponding to the huge market gap, the salary of human
resource managers is also very high.
According to the survey, the salary of the
human resources director of large group companies is generally 10,000 to 15,000
yuan or as high as 18,000 to 20,000 yuan (generally 15,000 Yuan fluctuates).
Salary managers, recruitment managers, etc. are generally between 6,000 yuan
and 12,000 yuan (generally fluctuating around 8,000 yuan).
In such a salary
standard, the salary level of human resources managers is generally 12,000 yuan
Floating from side to side, the maximum is not more than 15,000 yuan, the
minimum is not less than 8,000 yuan.
HRM Certificate exams are heating up
In this form, Vocational Qualification
Certificate for Enterprise Human Resources Management has gradually become one of the top ten popular
certification exams in recent years.
Obtaining this certificate can not only be
used nationwide, it is effective for life, but also promotes the rapid
improvement of individuals Self-career development ability.
With the development of the vocational qualification exams above the teacher
level, the attractiveness of this subject has further increased. Each year, a
large number of people prepare to participate in the qualification
assessment of human resources management at all levels.
Enterprise human resource management consulting
At present, enterprise human resource management consulting
is mainly to formulate human resource planning for the enterprise, that is, to
combine and analyze the development strategy and business plan of the
enterprise, collect and analyze information and data on the supply and demand
of human resources inside and outside the enterprise.
Also, evaluate the amount
of human resources in the organization, quality, management status and
development trends.
Formulate enterprise human resources plans, put forward
human resources recruitment, deployment, training, development, assessment,
incentives, compensation and benefits design strategies and measures.
The content and future tracking directions of enterprise
human resource management consulting include: mastering the theoretical knowledge
of human resource management, mastering the common forecasting methods of the
number and structure of personnel such as business analysis method, budget
control method, industry proportional method, benchmarking method, etc.
The
main work of enterprise human resources management, enterprise organization
structure, post setting principles and personnel recruitment and deployment,
training and development, assessment and incentives, compensation and benefits
design, employee relationship strategies.
Tracking the latest domestic and
foreign human consulting management theory and methods, understanding the human
resources management ideas of international and domestic first-class
enterprises.
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