Enterprise Human Resource Management Research

Enterprise Human Resource Management Research Paper Keywords: enterprise human resource management; trends; Innovation Paper Abstract: Corporate ManagementHuman Resource Management refers to the employees as an enterprise full of wealth is an important component to a whole analysis and planning, so that the overall potential to be brought into full play of the management activities. Enterprise Human Resource Management as a management function and production management, marketing management, financial management, like the importance of more and more clear that more and more corporate attention. The trend of world economy, knowledge-based economy, a company must pay attention to the development and utilization of knowledge resources, knowledge rapidly into direct productive force, knowledge, productivity has become a key element of economic development, knowledge-based economy is built on knowledge and information production, distribution and use on a new type of full of vitality of the economy and the role of the value of knowledge over the value and the role of capital, knowledge is the source of all wealth. The main body of knowledge-based economy is the enterprise, the enterprises core competitiveness is human capital, human resources management that in order to achieve the stated objectives of human capital acquisition, development, maintenance and utilization carried out with regard to the planning, organization, command, control, supervision incentive and a series of activities in general. First, the status quo of Chinas Enterprise Human Resource Management Market economy, the enterprise management mode has changed, but the human resource management model and lack of changes in the enterprise can not be a good application of modern human resources management tool. At present, Chinas enterprises there are some problems to be solved, such as human resources management, there is no integration with the market economy, failed to establish good human resource management system. Specifically manifested as follows: First, corporate employees, especially for knowledge workers compensation offered less to provide staff with opportunities for personal development in relation to the smaller foreign-funded enterprises is not conducive to the cultivation of human resources potential and personal talents into full play; second is enterprises simply by political and ideological education work and the way or too much emphasis on the role of material incentives and bonuses, are single, one-sided incentives; 3 is the enterprise does not take into human resources when the resources, the role of human capital, lack of knowledge, a general lack of personnel re-training. Second, improve Human Resource Management System (A) to provide timely forecasts, which is the soul of enterprise human resource management. Enterprise Human Resource projections include anticipated and future measurements, is there will be a corporate human resources development trends, prospects, possibilities and consequences of a series of studies carried out. Mainly include: the future development of corporate human resource needs of the number and type of forecasts; the companys future human resource situation of the project; forms of forecasting the future of competition in the industry and society of human resources supply and demand forecasts. Timely forecasts of the companys survival, development and practical management of great significance to predict the guiding ideology, clear thinking, to generate responses. Specifically, the projections are companies develop human resources planning (training, training, recruitment) basis; forecast is for business leaders to conduct macro-level decision-making basis; prediction can effectively prevent and eliminate the blind flow of human resources, waste and reduce the work of passive failures; forecast decisions, guidance, guide enterprises to other aspects of human resource management. Prediction is different from the empirical estimates, outlook or scientific prediction, which is extensive, detailed on the basis of the existing data, based on a correct theory and procedures, the use of rigorous, scientific methods, to make a more precise quantitative analysis, corporate human resources projections and the formation of a planned system of management should be an important function. (B) a reasonable allocation of human resources management which is a basic requirement. Human resources are the companys most valuable resource. The ultimate goal is to corporate profits, only the rational allocation of human resources, to achieve corporate profit maximization. In a reasonable allocation of human resources, must reflect a people-oriented, that is, in the most appropriate time to put the most appropriate person most suitable posts. First, the predicted number of corporate jobs, what jobs to be filled, the specific requirements of the job is. Understand the nature of the job is very important, do not blindly recruit top talent, otherwise they will form a high-talent, low-profile phenomenon, resulting in huge wastage of talent, the loss of employees and enterprises. Secondly, considering the reality of staff ability and potential. The real capacity is by one person prior learning and experience accumulated; and potential capacity was mainly a persons interests, personality, temperament and so on. Clear work responsibilities for the post, you can focus on the real capacity; while for work job responsibilities are not clear, they should give more consideration to potential. (C) high value-added, which is the core of enterprise human resource management. Value of human resources refers to the human resources as a whole, with the combination of objects, so that human resources skills, wisdom, knowledge and so on has been continually enhanced and enriched. At present, the more effectively the performance of human resources and maintain the constant value of human resources, paying particular attention to the following points: First, remuneration, incentives for further rationalization and scientific. Employees to the enterprise not only in order to obtain high-paying, more importantly, in order to achieve self-worth. Second is to further the formation of a good mechanism for human resource development. Should adhere to the principle of both ability and integrity, so that real ability of people take a leading role; to adhere to a heavier weight Diploma in performance-based principles, in particular, to abandon the development of enterprises should be taboo - sectarianism of the diploma concept; we should be bold The selection of creative ability person; to gradually introduce and strengthen the competitive mechanism; to appropriate use of qualified personnel in order to optimize the structure and promote competition within the enterprise personnel. Third, the training should be institutionalized. To make full use of existing institutions, various training institutions, improve staff training and rotation, a clear mandate at all levels of training and institutionalize, and gradually establish title, job promotion pre-training system, to prevent and eradicate the Formalist , there is little practical effect, and costly training. Fourth, we should attach importance to the building of enterprise culture to prevent the loss of existing human resources. Be reconsidered in the long run, companies should focus on respect, care, love and train people in this thread, attach importance to culture and to achieve the perspective of human values that staff needs, characteristics and goals, establish technical and management staff are professionals concept. Whether it is technical personnel, or management personnel, we need to prevent the outflow. Reposted elsewhere in the paper for free download http:/ (Iv) periodic evaluation, which is corporate human resource management essential. Enterprise Human Resources Assessment refers to a specific purpose, in accordance with corporate human resources management standards and requirements in order to legal process, using just the scientific method, the reality of corporate human resources to conduct the assessment and estimation. Periodic assessment and evaluation of personnel in the traditional sense is more difference between both contact the same time, the assessment of corporate human resources should pay attention to follow the truth, justice, science, effectiveness, independence and the principle of a good grasp of stage, thematic, holistic, regional norms and requirements, to enhance the assessment planning, relevance, effectiveness, to prevent the assessment of a mere formality, we achieve the assessment of enterprise human resource management role. Third, corporate human resources management innovation With the knowledge era, human resources development and utilization of enterprise plays an important role in human capital over physical capital and natural capital, the most important factor of production and social wealth, of economic wealth, the sources of growth. And determine the quality of our human resources, Chinese enterprises can not be directly applied to modern Western human resource management model. Thus, in the implementation of innovative human resource management, the first and most important thing is to change their concepts, out of the traditional errors. First, from the traditional human resources are mainly engaged in personnel administration and servicing of coming out of the human resource capacity development and solicit people on the strategic location, as the most important task. Second, we must break the routine to find, select, and train outstanding talented. First of all, to see the level of talent, we can not be understood solely for senior management personnel and technical elite talent, and due to the lack of middle-and grass-roots talent also seriously hindered the development of the cause, but it should be noted, an outstanding innovative talents, competition for talent at any given time are the focus of contention, it must have a complete understanding of talent; Secondly, the evaluation of talent, can not be based solely on qualifications, degrees, must be based on practice, according to their ability to perform their jobs, to determine whether there is innovation, yet we can not demand perfection, and in employment on the, where there is no doubt that once the suspect is not used. Third, the human resources work of the foothold, the focus, attention should focus on attracting a dynamic, discovery and play the role of human resources, instead of static eye to focus on retaining talent. The so-called persons as confidante to die, the understanding of talent is the first. Attract qualified personnel, we can not simply rely on one or two measures, but should be used as a systematic project, the entire enterprise to create a respect for knowledge and talent of the environment and atmosphere. Fourth, to change the traditional appointment to top leadersh