Five points of view:
1. Comprehensive revealing theory 2. Process revealing theory 3. Phenomenon revealing theory 4. Purpose revealing theory 5. Effective revealing theory
Human resource management is the effective use of human resources inside and outside of the organization through the management of recruitment, selection, training, compensation and other forms of management under the guidance of economics and humanistic thinking to meet the needs of the organization's current and future development. To meet the current and future development needs of the organization, to ensure the realization of the organization's goals and maximize the development of its members.
Human resource management is the whole process of predicting and planning the human resource needs of the organization, recruiting and selecting personnel and organizing them effectively, evaluating performance, paying compensation and motivating them effectively, and combining the needs of the organization and the individual with the effective development in order to achieve the optimal organizational performance.
Another way of saying it
Human resource management is the use of modern scientific methods, and a certain amount of material resources combined with manpower to carry out reasonable training, organization and deployment, so that manpower, material resources often maintain the best ratio, while the human mind, psychology and behavior to carry out the appropriate induction, control and coordination, give full play to the human initiative, so that people make the best use of their talents, and things to get the right person, personnel appropriate, in order to achieve optimal performance. The people, personnel appropriate to achieve organizational goals.
Based on the definition, human resource management can be understood from two aspects, namely:
1. The management of the external elements of human resources - quantity. Quantity management of human resources is the proper training, organization and coordination of manpower according to manpower and material resources and their changes, so that the two are often maintained in the best proportion and organic combination, so that both people and materials give full play to the best effect.
2. The intrinsic elements of human resources - quality management. Mainly refers to the use of modern scientific methods, the human mind, psychology and behavior of effective management (including the individual and group thought, psychology and behavior of coordination, control and management), give full play to the human subjective initiative, in order to achieve organizational goals.
Basic Functions of Human Resource Management.
Li Hongfei, a human resource expert, pointed out in her "Professionalization - the first competitiveness in the 21st century" that: China's human resources are huge in quantity, but the quality is not optimistic. Schooling, only prepares in knowledge. And these people to adapt to the requirements of society, but also need society, the organization of human resources of the second development, the second training. And this not only includes training in skills, but also should include interpersonal communication and behavioral norms, social ethics and many other aspects of education. And for enterprises, professionalization education is one of the important content. [Editorial] History and Development of Human Resource Management Human resource management is an emerging discipline, introduced in the late 1970s. Although the history of HRM is not long, the idea of personnel management has a long history. Chronologically, the period from the Industrial Revolution, which began in the late 18th century, until the 1970s is known as the traditional phase of personnel management. Since the late 1970s, personnel management has given way to human resource management.
I. Stages of Personnel Management
The stage of personnel management can be specifically divided into the following phases: the scientific management phase, the industrial psychology phase, and the human relations management phase.
(A) scientific management stage
Early 20th century, to Friedrich? Taylor and other representatives, created a school of scientific management theory, and promote the large-scale promotion and development of scientific management practices in the United States. Taylor put forward the "piece-rate wage system" and "hourly wage system", put forward the implementation of labor quota management. 1911 Taylor published the "principles of scientific management" book, this work laid the foundation of scientific management theory, and thus by the western management circles called "the father of scientific management".
(ii) industrial psychology stage
The results of the research of psychologists represented by the German psychologist Hugo Munsterberg and other psychologists have pushed forward the scientific process of personnel management work. Hugo Munsterberg's Psychology and Industrial Efficiency, published in 1913, marked the birth of industrial psychology.
(C) Interpersonal management stage
In 1929, Harvard professor Mayo led a research team to the United States Westinghouse Hawthorne plant for nine years Hawthorne experiments, really opened the prelude to the study of human behavior in the organization.
Second, the stage of human resource management
The stage of human resource management can be divided into two stages: the proposal of human resource management and the development of human resource management.
The concept of "human resources" as early as 1954 by Peter Drucker in his book "The Practice of Management" put forward and clearly defined. 1980s, the human resource management theory continues to mature, and in practice to be further developed for the enterprise is widely accepted, and gradually replaced the Personnel management. Into the 1990s, human resource management theory continues to develop and mature. People explore more about how human resource management can serve the strategy of the enterprise, and how the role of human resource department can be changed to the strategic partnership of enterprise management. The proposal and development of strategic human resource management theory marks a new stage of modern human resource management. [edit]Reasons for Change in Human Resource Management ◇Acquisition
◇Integration
◇Retention and Motivation
◇Control and Adjustment
◇Development
◇Changes are the basic feature of today's world
◇It is not enough to study the relationship between human beings and their work, but also the relationships among work and work, human beings and human beings, human beings and organizations, and organizations and the More relationships are needed
◇Human resources are the most important of all resources nowadays
◇Managers are increasingly recognizing that people have the desire to engage in meaningful work [Edit]Recruitment Management
I. Purpose
To establish a staffing system that is appropriate for personnel, to establish a scientific division of organizations, positions, establishments and functions, and to realize the company's high efficiency, high satisfaction, high achievement, and reasonable human resource costs.
Using scientific methods to introduce the most suitable candidates for the position.
II. Scope of application
1 Applicable to all applicants who come to the company to seek employment;
2 Applicable to those who apply for transfer within the company.
3. Responsibilities
1 Human Resources Department is the main control department of personnel recruitment and hiring procedures;
2 Departments play a role in assisting and cooperating;
3 General job candidates are signed by the deputy general manager for approval;
3.4 Manager and above candidates are signed by the general manager for approval. [edit]The difference between modern human resource management and traditional personnel management Modern human resource management, y influenced by the economic competition environment, technological development environment and national laws and government policies. It appears as a new and important field of management science in the past 20 years, far beyond the scope of traditional personnel management. Specifically, there are some of the following differences:
1. Traditional personnel management is characterized by "things" as the center, only see "things", do not see "people", only see a certain aspect, but do not see people and things. A certain aspect, but do not see people and things as a whole, systematic, emphasizing the "things" of a single aspect of the static control and management, the form and purpose of its management is to "control people"; and modern human resource management to "people" as the core, emphasizing a kind of "people". "as the core, emphasizing a dynamic, psychological, consciousness regulation and development, the fundamental starting point of management is "focus on people", its management comes down to the system optimization of people and things, resulting in enterprises to achieve the best social and economic benefits.
2. The traditional personnel management set people as a cost, people as a "tool", focusing on input, use and control. And modern human resource management as a "resource", focusing on output and development. Is a "tool", you can control it at will, use it, is a "resource", especially as a resource, you have to be careful to protect it, guide it, develop it. No wonder some scholars put forward: pay attention to the management of human resources, and that the management philosophy of the 21st century is "only truly emancipated by the managers, in order to ultimately emancipate the managers themselves".
3. Traditional personnel management is a functional department alone to use the tool, seems to have little to do with other functional departments, but modern human resources management is very different from this. The implementation of human resources management functions in the organizations of the personnel department has gradually become an important partner in the decision-making departments, thus raising the status of the personnel department in decision-making. Human resource management involves every manager in an organization, and modern managers should make it clear that they are both the business manager of their department and the human resource manager of that department. The main responsibility of the human resource management department lies in the formulation of human resource planning, development policy, focusing on the development of human potential and training, as well as training of other functional managers or administrators, to improve their level of management and quality of people. Therefore, every manager of the enterprise, not only to complete the enterprise's production and sales targets, but also to develop a team of employees who can fight hard for the realization of the enterprise's organizational goals. [edit paragraph] human resource management and personnel management human resource management in the past commonly known as personnel management, following human resource management and then appeared the concept of human capital management. It has been argued that there are improprieties in treating people as either resources or capital; however, the ability of a person to work during the period in which he or she is employed is a resource for the enterprise, but this resource is subject to a great deal of uncertainty compared to other resources. He Daoyi, in his article "Trend of Enterprise Mode and Personnel Capability Management", proposes to replace human resource management and human capital management with personnel capability management, and divides personnel capability management into two major parts: one is the management of the quantity and quality level of personnel capability to improve personnel capability, including the construction, maintenance and promotion of personnel capability, and the other is the management of the use and performance of personnel capability to improve the level of personnel capability performance, including the effective use of personnel capability, and the effectiveness of personnel capability. The first is the management of the use and performance of human capacity to improve the level of performance of human capacity, including the effective use of human capacity and the effectiveness of human capacity, which are the two fundamental functions and values of personnel management centered on the management of human capacity. [Edit paragraph] specific tasks of human resources management originated in traditional personnel management, but beyond the traditional personnel management of modern human resources management, should include what specific content and tasks?
Human resource management is concerned about the "human problem", the core is to recognize human nature, respect for human nature, emphasizing the modern human resource management "people-oriented". In an organization, around the people, mainly concerned about the people themselves, the relationship between people, the relationship between people and work, the relationship between people and the environment, the relationship between people and the organization.
Currently more widely recognized view is: modern human resource management is a human resources acquisition, integration, maintenance of incentives, control adjustment and development process. Colloquially speaking, modern human resource management mainly includes the search for talent, talent, education, talent, motivation, retention and other content and work tasks. Generally speaking, modern human resource management mainly includes the following systems:
1. Human resources strategic planning, decision-making system;
2. Human resources costing and management system;
3. Human resources recruitment, selection and hiring system;
4. Human resources education and training system;
5. Human resources performance appraisal system;
6. Human resources compensation and benefits management and incentive system;
7. Human resources protection system;
8. Human resources career development design system;
9. Human resources management policies, regulations system;
10. Human resources management diagnostic system.
In order to scientifically and effectively implement the functions of the major systems of modern human resource management, it is necessary to engage in human resource management personnel to master the knowledge of three aspects: (1) about human psychology, behavior and some of its nature of understanding; (2) psychological, behavioral assessment and its analytical techniques, i.e., what to measure, how to measure, the effect of how, (3) job analysis techniques, that is, to understand the content, responsibility, job position, the effect of the work, and so on. content, responsible person, work position, work time, how to operate, why do and other aspects of the technology. This is the premise and foundation of human resource management.
Specifically, the modern human resource management mainly includes the following specific content and tasks:
1. Formulate human resource plan
According to the organization's development strategy and business plan, assess the current situation of human resources and development trend of the organization, collect and analyze the human resources supply and demand for information and data, forecast the human resources supply and demand development trend, formulate the human resources recruitment, deployment and development of human resources. The company also collects and analyzes information and data on the supply and demand of human resources, forecasts the supply and demand of human resources, and formulates policies and measures on human resources recruitment, deployment, training, development and development plans.
2. Human resource cost accounting
Human resource management departments should cooperate with financial departments to establish a human resource accounting system and carry out the accounting of human resource input cost and output benefit. Human resource accounting work can not only improve human resource management work itself, but also can provide accurate and quantitative basis for decision-making departments.
3. Job analysis and job design
Analysis of each job and position in the organization is carried out to determine the specific requirements of each job and position for the employee, including the skills and types, scope and familiarity; learning, work and life experience; physical health; and the responsibilities, rights and duties of the job and other aspects of the situation. Such specific requirements must be formed in writing, which is the job job description. This description is not only the basis for recruitment work, but also the standard of evaluation of the performance of employees, staff training, deployment, promotion and other work based on.
4. Recruitment and selection of human resources
According to the needs of the organization's positions and job descriptions, the use of various methods and means, such as accepting referrals, advertisements, talent exchanges, to the Employment Agency registration to attract candidates from within or outside the organization as well as entrusted to the Beacon Hunt, such as the well-known headhunters. And after qualification examination, such as acceptance of education, work experience, age, health and other aspects of the examination, from the applicants in the initial selection of a certain number of candidates, and then after a rigorous examination, such as written tests, interviews, evaluation of the center, the scenario simulation and other methods of screening, to determine the final candidate for employment. The selection of human resources should follow the principles of equal employment, two-way choice and meritocracy.
5. Employment management and labor relations
Once an employee is hired by an organization, he or she forms a kind of employment and employment, interdependent labor relations with the organization. In order to protect the legitimate rights and interests of both parties, it is necessary to reach a certain agreement on the employee's wages, benefits, working conditions and the environment and other matters, signing a labor contract.
6. Induction education, training and development
Any new employee who is recruited into an organization (mainly refers to the enterprise) must undergo induction education, which is an effective means to help the new employee to understand and adapt to the organization, and accept the organizational culture. The main content of the education includes the organization's historical development and future development planning, professional ethics and organizational discipline, labor safety and health, social security and quality management knowledge and requirements, job responsibilities, employee rights and interests and wages and benefits.
In order to improve the work ability and skills of the majority of employees, it is necessary to carry out targeted job skills training. For managers, especially for those who are about to be promoted, it is necessary to carry out training and education to improve, in order to promote them as soon as possible to have a comprehensive knowledge of the work at a higher level, skillful skills, management skills and resilience.
7. Work performance appraisal
Work performance appraisal, that is, against the job job description and work tasks, the employee's business ability, work performance and work attitude, etc. Evaluation, and give the quantitative treatment of the process. This evaluation can be a self-summarizing type, or he assessed, or a comprehensive evaluation. Evaluation results are an effective basis for employees to promote, receive rewards and punishments, pay wages, receive training, etc. It is conducive to mobilizing the enthusiasm and creativity of employees, checking and improving human resource management work.
8. Help employees' career development
Human resource management and managers have the responsibility to encourage and care about the personal development of employees, help them formulate personal development plans, and timely supervision and inspection. Doing so is conducive to promoting the development of the organization, so that employees have a sense of belonging, which in turn stimulates their work enthusiasm and creativity, and improve organizational effectiveness. In helping employees to formulate their personal development plans, it is necessary for the human resources management department to consider its coordination or consistency with the organizational development plan. Only in this way, human resources management can implement effective help and guidance to employees, to promote the smooth implementation of personal development plan and achieve results.
9. Employee wages and compensation and welfare protection design
Reasonable, scientific wage compensation and welfare system is related to the organization's workforce stability or not. Human resource management department should be from the employee's seniority, rank, position and actual performance and work achievements, to develop appropriate and attractive wage compensation and welfare standards and systems for employees. Wages and compensation should be adjusted accordingly with the rise and fall of the employee's job, the change of the job, the performance of the work of the good and bad and the work of the results, not just up but not down.
Employee welfare is a part of social and organizational security, and is a supplement or continuation of wage compensation. It mainly includes retirement or pension insurance, medical insurance, unemployment insurance, work injury insurance, holidays, and in order to protect the work safety and health of employees, provide the necessary safety training and education, good labor working conditions.
10. Custody of Employee Records
The human resource management department has the responsibility to keep the resume of the employee when he/she joins the factory as well as the written records of the employee after he/she joins the factory regarding his/her work initiative, work performance, work performance, salary and compensation, promotion and demotion of position, rewards and punishments, and acceptance of training and education, and other written records of the material.
Tang Shenggen~~~ [Edit paragraph] The significance of human resource management Among all the resources possessed by human beings, human resources are the first valuable and naturally become the core of modern management. Continuously improve the level of human resources development and management is not only the current development of the economy, improve market competitiveness needs, but also a country, a nation, a region, an important guarantee of long-term prosperity and development of a unit, but also a modern person to fully develop their potential, adapt to society, the transformation of society is an important measure.
Professor Zhang De has pointed out in his work that the main significance of human resource management is:
1. Through rational management, realize the lean and efficient human resources, and achieve the maximum use value. And pointed out that: the maximum value of human use = the maximum utilization of human effective skills.
2. By taking certain measures to fully mobilize the enthusiasm and creativity of the staff, that is, to maximize human initiative. The survey found that: hourly paid employees only need to play their own 20% -30% of the ability every day, it is enough to keep a personal job. But if the full mobilization of its enthusiasm, creativity, its potential can be played out 80% -90%.
3. Cultivate the overall development of people. The development of human society, whether it is economic, political, military, cultural development, the ultimate goal is to be realized to people - all for the development of people themselves. At present, education and training in human resources development and management in an increasingly high position, Marx pointed out that education is not only a way to improve social production, but also the only way to create a comprehensive development of human beings.
In fact, the significance of modern human resource management can be understood at three levels, i.e., the state, the organization, and the individual.
At present, the national policies such as "developing the country through science and education" and "comprehensively improving the quality of laborers" actually talk about the development and management of human resources of a country and a nation. Only when a country's human resources are fully developed and effectively managed can a country prosper and a nation be revitalized. In an organization, only by seeking useful talents, using talents reasonably, managing talents scientifically and developing talents effectively can we promote the achievement of organizational goals and the realization of personal values. For individuals, there is a potential development, skills improvement, adapt to society, integration into the organization, create value and dedication to society, which all depends on the management of human resources.
We do not talk about human resource management from the macro level and micro level, i.e., the country and the individual, but from the meso level, i.e., for the enterprise organization to talk about modern human resource management. Therefore, we pay more attention to the value and significance of modern HRM for an organization. Here, we believe that the significance of modern human resource management to the enterprise, at least in the following aspects:
1. To the decision-making level of the enterprise. People, money, materials, information, etc., can be said to be the main aspects of business management concerns, people are the most important, live, the first resource, only good management of the "people" this resource, is considered to seize the management of the essence of the program, the program can be carried out in order to achieve the purpose.
2. Human resource management. People are not only managed "object", but also with thoughts, feelings, subjective initiative of the "subject", how to develop a scientific, rational and effective human resources management policies, systems, and decision-making for business organizations to provide effective information will always be the subject of human resources management department. Resource management department of the subject.
3. To the general manager. Any manager can not be a "universal messenger", more should be to play a "decision-making, guidance, coordination" the role of subordinate work. He not only need to effectively complete the business work, but also need to train subordinates, develop staff potential, establish a good team organization.
4. For an ordinary employee. Anyone would like to control their own destiny, but what they are suitable for, the goals of the organization, what are the values, what are the job responsibilities, how to effectively integrate themselves into the organization, combined with the goals of the organization how to develop their own potential, to play their own ability, how to design their own professional life, etc., this is a great concern for each employee, but also y confused about the issue. We believe that modern human resource management will provide effective help for every employee. [Editorial] The goal of human resource management The goal of human resource management refers to the duties that need to be accomplished and the performance that needs to be achieved by the enterprise's human resource management. Human resource management should consider both the realization of organizational goals, but also consider the development of individual employees, emphasizing the realization of organizational goals while achieving the overall development of individuals.
Human resource management objectives include the objectives and tasks of all managers in human resource management and the objectives and tasks of the specialized human resources department. Obviously the two are different, belonging to the professional human resources department of the objectives and tasks are not necessarily all managers of human resources management objectives and tasks, while belonging to the human resources management objectives and tasks undertaken by all managers are generally professional human resources department should be accomplished objectives and tasks.
Whether it is a specialized human resources management department or other non-human resources management department, human resources management objectives and tasks, human resources experts, Mr. Zhong Kefeng that mainly includes the following three aspects:
1, to ensure that the organization of human resources to maximize the satisfaction of the needs of the organization;
2, the maximum development and management of internal and external organizations, human resources, and promote the sustainable development of the organization;
2, maximum development and management of the organization. Human resources, to promote the sustainable development of the organization;
3, maintenance and motivation of the organization's internal human resources, so that their potential to maximize the play, so that their human capital to get due promotion and expansion.