1, strategy link: enterprise strategy to the goal, operation strategy operation mode selection enterprise senior leaders first consider the problem to ensure that the enterprise to do the right thing to take the satisfaction of the execution of the knot premise, otherwise the execution of the performance of some of the author again to elaborate
2, organization link: department and job functions and responsibilities of the delineation of the enterprise must be clear, section of the reasonable business processes in line with operation need to be implemented by employees in order to clear goals: what things should be done what things should be done and a variety of things to do, do what degree, etc. employees to do the number of to within the blank suitable organizational link manifestations of the organization of the department, job setup duties and responsibilities delineation and job descriptions, business flow charts, etc. Some enterprises since the post and since the main responsibilities are clear phenomenon but see the job setup is reasonable, the function of the vacancies and the phenomenon of cross-over is more than all
The target management prerequisite force resource system
The design of force resource system should focus on corporate strategy, corporate culture and force resource management integration
The enterprise change force resource system target management basis key performance indicators (KPIs) nuclear content to establish a standardized, adapted to the market economy, systematic strategic force resource system through the analysis of Jiahe Zhibo management consulting force resource management system target management basis force resource
The target management system is mainly composed of The system mainly includes:
The first plate Strategy plate Closely linked to the strategic planning objectives of the enterprise corporate culture requirements planning force resource system so that force resource management is really the core content of the enterprise's development strategy and strategic objectives to achieve the important support to ensure
The second plate Performance management plate Establishment of the basis for analysis of the work of the Key Performance Indicators (KPIs) nuclear performance management, payroll management, the main content of the performance management system Performance management system Management tools assessment nuclear incentives target improvement
Third plate staff development plate enterprise and staff *** with the development of corporate culture important content of staff development nuclear content of staff development and training using talent introduction, training and development, end of life management and other modes to enhance the overall quality of the workforce
Three, the target management foundation force resource system design steps The force resource system design steps are shown: First force Resource strategic planning
Second, the development of work analysis
1, process reengineering The current process of analysis of the enterprise structure more suitable for the actual process of business management
2, organizational reengineering The establishment of a new organizational position system shape to improve the "job description" tamping the strength of the resource management foundation Third, the construction of a system of key performance indicators (KPIs) system
First, to determine the company-level key performance indicators (KPIs); the company-level KPIs; the company-level KPIs. KPIs (Key Performance Indicators);
Departmental KPIs (Key Performance Indicators);
Final KPIs (Key Performance Indicators) for each position
Fourth, the construction of a reasonable performance management system
Reasonable performance management system
Reasonable performance management in line with the basic principles of force resource management, reasonable performance management in line with the business and management of the enterprise actual operation and practical performance management is not only the most important, but also the most effective. The importance of the work of the end of the emphasis on the completion of the work process end of the assessment and evaluation of the performance of the line combined with the construction of performance management system in line with the characteristics of the operation of the enterprise
Fifth pay change to establish a performance-oriented incentives
The evaluation of the end of the direct application of the performance of the realization of incentives, including:
1, pay incentives: the evaluation of the end of the evaluation of the performance of the payroll, bonuses, performance performance to determine the pay level;
2, promotion incentives: appraisal knot position promotion based on performance appraisal and personnel management linkage;
3, the development of machine incentives: appraisal knot cash and staff training, training, etc., closely integrated with the expansion of the performance incentive space to expand the incentive content of the form of rich incentives
Sixth, the establishment of a perfect recruitment and selection system
Seventh, the establishment of a perfect staff training system
Eighth, perfect the force Resource management system
Hard and soft combination of recruitment system force resources department business department recruitment He each plays its own role in close cooperation
Force resources department can tell the business sector to do to establish a kind of norms, can help the business sector to improve the recruitment of the power system
First of all the force resources department must be recruited to the position of the accurate qualification planning, including knowledge, experience, and the basic information of the three parts see the calendar. Requirements and industry experience requirements Some project-based companies say that the same nature of the project candidates do not have a wealth of experience to do less qualification planning surface requirements are easy to see, the traceability of the force resources department to pass the background checks, or through the resume reading and initial interview inquiries to solve the process of the force resources department to allow the business sector to provide the draft of the competency requirements to avoid the recruitment of the knot and the job match structured interview process outline to be accompanied by the business sector to maintain smooth communication
Basic work progress force resources department to build competency model to examine the candidate's ability to qualities: candidate nature of the rationale to withstand the potential of some of the issues are difficult to see even through the two interviews initial impression is difficult to avoid subjective judgment with errors lead to the conclusion of the objective must be through a certain kind of test to be able to objectively knot need to work with the company's force resources department in accordance with the requirements of its recruiting staff attributes to choose some suitable testing tools to use in conjunction with the rationale than the test system. The use of a software system can replace the subjective elements
Force resource system eight modules
Force resource resource planning, staff recruitment and deployment, training and implementation, performance appraisal and implementation, compensation and benefits, employee relations management, career management management eight modules
Specific details
Force resource planning:
1, the organization set up
2, the organization set up
2, the organization set up
2, the organization set up
2, the organization set up
2, the organization set up
2, enterprise organizational restructuring and analysis
3, enterprise staff supply demand analysis
4, enterprise force resource system development
5, force resource management cost budgeting and implementation; (international force resource management, 1, career development theory
2, internal assessment of the organization, 3, organizational development and change; 4, plan the organization career development; 5, comparative international force resource management. Comparison of international force resource management overview 6, the development of force resource development strategy plan 7, work performance 8, employee empowerment and supervision)
Two, force resource recruitment and allocation:
1, recruitment needs analysis
2, work analysis competency analysis
3, recruitment process strategy,
4, recruitment channel analysis and selection
5, recruitment implementation
5, recruitment and selection
4, recruitment and selection of channels
5, recruitment and selection of channels
5, recruitment, recruitment, recruitment, recruitment, recruitment, recruitment and selection of channels
5
6, special policies and contingency cases
7, exit interviews
8, reduce staff turnover measures
three, the force resources training and development:
1, theoretical study 2, program evaluation 3, survey and evaluation 4, training and development 5, needs assessment and training 6, training proposal structure 7, training, development and staff education 8, Training design, system 9, hair management and business leadership; hair from 10, project management: project hair and management practices
Four, force resources performance management: 1, performance management preparation stage 2, implementation stage 3, appraisal stage 4, summary stage 5, the application of the hair stage 6, performance management interviews 7, performance improvement 8, line-oriented appraisal 9, knot-oriented appraisal
Five, force resources Compensation and Benefits Management: (compensation, incentive earnings) 1, salary 2, build a comprehensive salary system (job evaluation and salary levels, salary surveys, salary plans, salary structure, salary system development, salary system adjustments, cost accounting) 3, welfare and its payroll issues (welfare insurance management, corporate welfare program design, corporate supplemental health insurance supplemental health insurance design) 4, assessment of performance to provide feedback
Six, force resources employee labor relations: 1, industry 2, labor relations society 3, industry relations society 4, labor negotiations 5, industrialized labor negotiations (safety, security health, safety and health projects safety and health work environment to promote workplace safety and health management occupational health and safety) force resource management and competition 1, force resource management and competitive advantage 2, force resource management issuance of orders and the environment 3, force resource planning 4, work Analysis 5, staff recruitment 6, training and development of staff 7, staff performance evaluation 8, improve productivity case
seven, the management of the matter, including staff entry procedures, staff information files, files and staff rewards and punishments system and other important groups of force resources
eight, career management career management enterprise through the planning of staff career guide employees to guide the development of their own goals and objectives of the enterprise development goals to fully integrate the effectiveness of their own advantages to achieve good development of force management measures
eight, the career management career management enterprise through the planning of employees career guide employees to guide the development of their own goals and objectives of the enterprise to fully integrate their own strengths Achieve good development of force resource management measures
Good career management system to give full play to the potential of employees to give outstanding employees clear and specific career development guidance force capital appreciation angle to reach the enterprise value with the help of education and measurement, modern science, organizational line, management, career planning and career development theory and other related theories combined with the characteristics of the characteristics of the enterprise management practice character traits form a more familiar, perfect career planning system
Effective construction of modern enterprise force resource management system
The development of the concept of force resource management basically began at the beginning of the 20th century in the 90th generation, the influx of foreign-funded enterprises is the main driving force of the overall concept of force resource management and management level has been significantly improved due to the balanced socio-economic development of the same region, the same nature of enterprise management concepts exist differences: a few outstanding enterprises have already established the force resource development and management management. The vast majority of enterprises are at the stage of transition from personnel management to force resource management, and a number of enterprises have not yet departed from the traditional concept of personnel management to help enterprises establish a force resource management system, force resource strategy, tactics, management system, force resource technology and other four-layer construction to achieve a leapfrog improvement in the challenges and opportunities faced by the force resource service (consulting) organizations in the previous analysis of modern enterprises, especially in the rapid development of the enterprise to build a modern force resource management system is not important for modern enterprises to effectively build a modern force resource management system, but rather to build a force resource management system. The so-called sovereignty generation has the right to choose more jobs and work autonomy to adapt to the enterprise or work requirements enterprises should respect the right to choose the right to work autonomy and stand only in the perspective of internal demand to provide force resources products and services to win the satisfaction of the loyalty of the only simple to pass the labor to obtain the wage income to be with the capital of the people who **** to enjoy the value of the creation of
The so-called winners take all contains two meanings:
The higher the quality of the more rare, the more popular resources
The higher the quality, the more scarce and the more popular the talent resource, the higher the compensation
The more unique the talent resource, the more competitive the enterprise is in the marketplace, the easier it is to attract and retain talent, knowledge workers and professional entrepreneurs, the dominant element of enterprise value creation, with the right to claim residual value, and the basis of sovereignty. The intellectual capital of the intellectual generation (money capital symbol) is the core task of force resource management to build intellectual capital advantages and maintain the uniqueness of such advantages
How to improve the implementation of force resource performance management system
The enterprise force resource management, such as financial, quality, production and other management must be shaped system to ensure that its functions play a complete role in the effectiveness of the force resource management must be the framework of force resource management system, the block management of the force resource management system to establish a system of force resource management. Prerequisites for Effective Force Resource Management Work
Session 1: Improvement of Organizational Structure and Establishment of Constraints Mechanism
To fully understand the short-term planning of the enterprise from three to five years, especially the development objectives of the enterprise and the strategic means to achieve the objectives, the enterprise's objectives and strategies can be clearly defined in order to design a sufficiently effective enterprise to achieve the objectives of the enterprise and with the matching organizational structure to establish the enterprise's organizational structure as a fundamental basis for the work of force resource management
The special resource organization must be perfect or else talk about the enterprise's overall resource assessment work
Establishment of payroll system with the formulation of the probationary transfer management office of the new entrants to the promotion of the staff assessment mechanism; the formulation of the scope of the dissimilarity management office including demotion, leveling, promotion, and salary adjustments and other content of the internal talent flow channel; the formulation of the separation management office of the contract management office and other payroll system implementation of the dependability of the establishment of a number of talent constraints mechanism form Session 2: Clarification of the position Compile job descriptions by level
Organizational Structure Establishment Determine the enterprise management model, including job setup, departmental delineation, work interfaces, management lines, organizational hierarchy and grade relationships, etc. Define clearly to ensure that the tasks of each position set in the organizational structure can achieve the necessary progress in the management of the organization and to clearly specify the levels, responsibilities and rights of the positions in the organization. What to do job level analysis key points
1. General information analysis Job name: standardization of job names in accordance with the relevant job category, naming regulations or the prevailing naming habits to determine the name of the job Job code: the work in accordance with the unified code system coding work points
2. Job specification analysis: the main purpose: a comprehensive understanding of the work as a whole
(1) analysis of the work task: clear, standardized work
(2) work responsibility analysis: through the importance of the work phase to solve the corresponding authority to ensure that the responsibility of the power should try to quantitatively determine the responsibility of the power
(3) supervisory and organizational relations analysis: to solve the work of collaborative relations affiliation include: direct level, direct subordinate, the work of the work constraints, the scope of work
(3) supervision and organizational relations analysis: to solve the work of the collaborative relations include: direct level, direct subordinate, the work constraints, the work of the work constraints Subject to some of the work constraints, some of the work within the scope of promotion or transfer of collaborative relationships
(4) workload analysis: aimed at determining the standard workload labor quota workload benchmarks, the work cycle cycle, etc. 3. analysis of the work environment
(1) the physical environment of the work: i.e.: humidity, temperature, illumination, noise, vibration, odors, powders, space, grease, etc. and some of the elements of the workforce contact
(2) work safety environment: work hazards, labor safety and health conditions, susceptibility to occupational diseases, the prevalence of disease and the degree of harm (3) social environment: including the number of working groups, the number of completed work requirements of the inter-affecting effects of the number of inter-departmental relations, cultural facilities inside and outside the workplace, social customs
(4) employment conditions: including the number of jobs, the wage structure, the payment of wages, fringe benefits, the organization of the work
(5) work conditions: the number of jobs, wage structure, the payment of wages, benefits, the work organization Location, promotion opportunities, work seasonality, refresher opportunities, etc.
4. Analysis of the conditions of service
(1) education and training education, training level education, training experience, experience, qualifications
(2) professional skills the use of machinery, equipment, material properties, process, operating procedures and operations, tool selection and use, safety technology, business management knowledge
() (3) industry experience to complete the work task must be able to operate the actual experience includes: the same type of work performance; the work required decision-making, creativity, organization, adaptability, attention, judgment, intelligence and operational proficiency
(4) physical qualities to complete the work requirements of the occupational aptitude include: physical aptitude that the job should have walking, running, crawling, jumping, standing, rotating, Balance, pull, thrust, eyesight, hearing, etc.; temperament, that is, the post should have patience, fine, calm, hardworking, honesty, mastery, responsibility, dominance, emotional stability, etc. The work of the job categories for a comprehensive analysis in order to post for the effectiveness of the comprehensive appeal, the elaboration
Based on the organization chart and the table of grades according to the position of each post management organization, the tasks assigned, the functions that must be achieved, the responsibilities and the necessary qualifications, etc., to be able to perform the work of the post. Responsibility, the necessary qualifications and other jobs to position the preparation of job descriptions
and then job descriptions described in the content of the first assessment of the omissions are not complete, vertical and horizontal whether to maintain a good interface, granting responsibility for the corresponding positions to determine whether the content of the job description is necessary to make the appropriate adjustments; and then job analysis to assess the workload of their workload to determine the number of jobs required to analyze the number of management organizational structure required to complete the analysis of the overall management of the number of jobs required to complete the job description. Definition of posts and organization
Clear grade, post in order to carry out the step assessment work exhibition
Session 3: the establishment of the authority to perfect the assessment system
According to the post job description to understand the work of each post affairs to complete the smooth completion of the affairs must be provided for a variety of affairs, audit, review and approval of the affairs of all need to be through the four sessions to complete some of the three or two sessions of the shape of the authority to draw the table of the authority to complete the workflow of various affairs. The table finished a variety of affairs workflow to establish a clear interface with the work between the positions of each post to do the work in accordance with the provisions of the table of authority to standardize the realization of the enterprise process
Based on the job description and the table of authority of each position duties, responsibilities, rights and regulations in combination with reference to the various stages of the enterprise's objectives and to solve the tasks of each position and consider the job work of the main and light weight, such as weighting can be formulated by the post appraisal and management office of the appraisal and management office and implementation of the staff. Bad performance enterprises according to the assessment results of the various positions employees to implement awards and penalties enterprise incentive system establishment
Privileges clearly delineated in order to clarify the duties and obligations in order to progress and improve the assessment system of the force resources related to the assessment standards and promote the assessment work exhibition
Segment 4: the development of salary system to establish a protection mechanism
Through the solution to the region of the same industry's basic salary level to solve the enterprise's ability to generate profits and match the principle of assessing the rate of increase in profitability and the matching principle to assess the enterprise profit increase rate according to the labor requirements, according to the requirements of enterprises to prepare the total budget and degree of increase in the enterprise salary case and then reference to the grade of each position, responsibility, nature of work, intensity, difficulty, environment, importance and other elements of the delineation of each position salary level and increase ratio and then the total salary of each position to solve the base salary, allowances and performance awards and other items to ensure that the salary has a fair and reasonable, flexible and increase the degree of space of the enterprise payroll system. Establishment According to the enterprise with the purpose of making payroll system to extend the staff industry, health, charging, living in peace, and other corporate policies to clearly formulate the welfare management office situation to attract talent to retain talent so that employees can live and work in peace and contentment employee protection mechanism shape
Improve the payroll system to protect the rights and interests of the employees in order to retain employees to motivate employees to corporate services
Segment 5: compilation of the force planning to protect the talent reserves
This is the first time that we have seen a payroll system to protect the rights and interests of the employees. According to the post job description qualification requirements of the enterprise fixed post and set up the requirements of the enterprise current staff and set up the post number into the seat easy to find out which posts staff surplus which posts staff need to be adjusted which posts staff must be eliminated which posts staff need to be supplemented which new posts waiting to be set up did not need to be reserved, adjusted and eliminated which and so on clear by the enterprise force resource planning clear
Ensure that the staff can be synchronized with the development of the enterprise with the Employees can adapt to the requirements of higher positions in the company's own level of staff must be constantly upgraded must be the degree of investment in staff education to do the budget and then according to the budget staff needs by the same level, the same department, the same between the elements of the development of training programs needles to give employees for the current position higher job knowledge and skills education implementation of the training of staff training results and salaries, promotions and other opportunities linked to the training of the reserve purpose of achieving