Three, April every year is the highest
frequency enterprise staff job-hopping season, also is the enterprise busy
recruiting season. However, quit people complain that good enterprise too not
seek, enterprise also complain that the exclamation said laosanjin talent less
and less. From the Angle of strategy, how to promote the enterprise human
resources management work? The author thinks that, the current enterprise in
the human resources management in the following three must be prepared to work:
First, we must make strategic human
resources planning management work
Any enterprise especially group enterprise
once and future development of matching talent strategy, finally sure to restrict
the further development of the enterprise, it is of no doubt. Human resources
development and integration is a long-term work, should be with the company
strategy combinations, career combination for the premise, human resource
development activities, based on the professional behavior and the core values
of human resources quality model.
The human resources department should not
just be management department, and should be a value creation of department.
Human resources management is the fundamental objective of attracting,
cultivation and retain talents, and through ascension staff personal
performance to improve the organizational performance. Human resources to
create value, its base to be able to understand and implement the overall
strategy. Seeking truth from facts, at present a lot of human resource
management in enterprise HR people their own weaknesses and common fault (in
the other said), causing them to in this respect and enterprises to form
thinking resonance, so enterprise top must pay attention to the human resources
department and supervise the work effectively carried out.
Second, must prepare the post analysis
Job analysis is a human resource management
of one of the basic work, because it for human resources planning, recruitment
and employment, job evaluation, performance management and training development
links all have important function of support, so you need to work as the
analysis of the human resource management link is the logical starting point,
we have now actually is often easy to ignore work analysis, causing the human
resources management lost integrity and consistency.
To do a good job analysis the work, the key
point is to present situation in post Settings to collect and classification,
responsibilities survey analysis, post work workload survey three module
effort:
1. Post Settings status collection and
classification module corresponding produce "post Settings status
questionnaire".
2. Post responsibility investigation
analysis module corresponding produce "post responsibility status
questionnaire".
3. Post work workload survey module
corresponding produce "post of the workload questionnaire",
"instantaneous observation form", also can use 5 W1H analysis and
ECRS analysis method to carry out.
Third, must be prepared to employee
training and talent reserve work
Staff ability insufficient, it will be
through the organization of targeted training activities, the development
potential employees, improve the work ability; To organize various scene
simulation forms of management training, and constantly develop and promote the
management cadres ability of management. Through the strict examination, pass
the internal looking for work in position, through the training is still can
not adapt to the work of the staff, should be eliminated. Training mechanism is
to ensure the effective operation of the exit mechanism of foundation.
To avoid a key position talent out and
enterprise can find will be competent and suffer a loss, the enterprises must
have a lasting development person strategic vision and design enterprise
succession plan. Enterprises should strengthen internal talent market
construction, implementation of multiple career development planning and
management, the standard key positions and succession training process such as
construction and retain talents, cultivating talents
