First, the internship objectives
Human resource management is a discipline closely combining theory with practice, and its related professional practice is a basic training practice link to consolidate our human resource management theory and strengthen our proficiency in various human resource management technologies.
In this three-week internship, the goals we want to achieve are mainly summarized as follows:
1 Through a series of special lectures, learn about the human resource management experience of enterprises and institutions, analyze the human resource market situation in different periods, and comprehensively apply the learned knowledge to practice, so that it can be tested and guided in practice.
Through the training of simulated sand table, we can cultivate our basic ability to run enterprises independently and engage in human resource management, and lay the foundation for future employment and human resource management.
During the internship, I learned about the current situation and development trend of human resource management, further deepened my understanding of national policies, further strengthened my confidence in human resource management, enhanced my sense of responsibility and mission, and improved my comprehensive quality.
2. Main tasks
A. Understand the current situation and development trend of human resources management in typical organizations such as large and medium-sized state-owned enterprises, private enterprises and joint ventures through expert introduction and exchange;
B. Understand the general process of human resource management recruitment through investigation and research;
C. Understand the current human resources market situation through investigation and research;
D. understand the brief overview of the current human resource manager qualification examination.
Three main specific contents
1, lecture
Date lecture content speaker
0 1.25 The HR manager consulted xu teacher for textual research.
0 1.28 Mr. Xian, Human Resource Management under the New Labor Contract Law
02.02 Quality Assessment Means and Career Planning Counseling Mr. Xin
02.04 Career development path of Mr. Ma, a management consultant.
02.05 Particularity of Human Resource Management in Multinational Corporations
02.08HRM Entry Planning Mr. Chen
02.09 Mr. Zhu Shapan, Human Resource Management
02. 12 human resource management practice of joint venture Mr. Liu
2. Survey category
The market research part is conducted outside the lectures during the internship week (including weekends of 1 1 week and 12 week), and the specific operation time is freely controlled by each group, so as to conduct talent market research and complete the market research report on time.
3. Autonomous learning
Read newspapers, browse websites and attend special job fairs in schools.
The main process of internship
Three weeks of cognitive practice ended unconsciously. Recalling the contents of the internship carefully, I felt a lot and benefited a lot. The following is a summary of my internship.
1, deepen understanding from the lecture.
Although I am a student majoring in human resource management, I have accumulated a lot of professional knowledge, but in the first week of internship, I have already felt a deep sense of frustration. The knowledge and skills I have mastered are still so thin in the actual work of enterprises.
Xu, the deputy general manager of the consulting company, brought us the investigation and consultation of the human resource manager. Before entering the topic of textual research, he clearly showed us the future career development. He believes that in order to better meet the requirements of future employment, college students should give themselves a clear positioning, and at the same time, in the real job search process, they should pay attention to the use of stepping stones and the interview process. Personally, I think the qualification certificate only increases the job opportunities and chips to some extent. The key is to master the corresponding quality requirements, improve their own abilities and professional skills.
As a student majoring in human resource management, it is extremely necessary to be familiar with labor laws and regulations while having corresponding management knowledge. Therefore, in the second lecture, the first lawyer of the law firm told us some knowledge of the new labor contract law in a simple way, summed up the new characteristics of human resource management under the new labor contract law, and reminded us to establish the modern human resource management concept of "people-oriented, talents win" in our future work with real cases, and at the same time enhanced legal awareness to avoid unnecessary labor disputes from adversely affecting our career.
China is rich in human resources, which is a valuable asset for building a socialist modernization power, but there is still a big gap between China's human resources management, especially enterprise human resources management, and western developed countries. How to improve the management of human resources, give full play to the efficiency of the use of human resources, so as to achieve the sustainable development of human resources, has become an important issue facing every enterprise. Around this realistic background, from the perspective of a senior human resources supervisor, Dr. Chen helped us plan the employment plan of human resources managers. He thinks that college students should pay special attention to their writing and speaking skills, and they should also try their best to get involved in other fields, especially foreign languages and computers, which will play an important role in our future work. Dr. Chen described his unforgettable interview experience in humorous language and introduced the successful interview methods to everyone. Everyone has gained valuable practical experience through laughter.
In view of the desire of many students to enter foreign companies, professional teachers invited Mr. Yang, director of human resources of Nanjing factory in the United States. He unveiled the mysterious veil of foreign companies for everyone. With his own personal experience, Director Yang introduced to us how to deal with the conflicts in the process of cross-cultural management, seek integration in the cultural differences between the East and the West, and thus establish a corporate culture with the core values of the enterprise as the core. We realize that multinational companies usually take a long-term enterprise goal as the starting point, establish humanized core values for employees, and thus establish core competitiveness that matches their own competitive advantages. Mr. Liu described the real internal management mechanism of foreign enterprises from another angle. The human resource management system based on the core values of enterprises includes a series of all-round institutional systems such as recruitment management, performance management, salary management, work development, incentive system and communication system. At the same time, Director Liu talked about five successful practices, which gave us college students deep expectations.
2. Analyze gains and losses from practice.
Lecture is a type of teaching. In order to cultivate our practical ability, Teacher Cao arranged a sand table activity for us for two days. By simulating the operation of enterprises, let us enter the role of managers in advance. Teacher Zhu is young, promising and humorous. From Mr. Zhu's self-introduction, I know that he/KLOC-0 graduated from Nanjing University of Technology in 1999, perhaps because he is an alumnus, so he feels particularly cordial. The first time I really touched the sand table, everyone's interest was high. Under the patient and meticulous guidance of Mr. Zhu, each group completed the task on time.
In the competition, although our team's final score is only in the middle position, after the game, our team reflected on the success or failure of decision-making, analyzed the gains and losses, combed the management ideas, exposed its own misunderstandings, and effectively improved the comprehensive management quality through repeated adjustment and improvement exercises.
Our group summed up a lot of experiences and lessons in this sand table simulation competition: before the activity began, there was no clear positioning for the enterprise, no overall planning, and the development direction of the enterprise was vague. Due to strategic mistakes, the first stage did not achieve the expected results. In the second stage, due to the emphasis on this issue, the result brought 4.5 units of added value to our enterprise. (Commercial value = steering group * project team * organization) In the last stage, I tried to get extra points by organizational and progress factors (see table 1- 1), but I was not careful enough in the implementation process, which led to the unsatisfactory final result and only ranked fourth.
Table 1- 1 Factors affecting the commercial value of the project
The main function is to guide the organization of the project team.
Key Performance Criteria Business Value Cost Progress
Project sand table simulation provides us with a very real environment, which is conducive to improving the investment of project members, allowing students to enter the role of managers in advance, be familiar with the actual operation process of enterprises, cultivate the sense of teamwork, and gain valuable experience in practice.
3. Summarize the experience from the investigation.
As teacher Xin pointed out in the lecture, as an important part of the huge human resource management system, the recruitment of personnel is the most complicated content, which has an important impact on the survival and development of enterprises.
In order to better understand the current situation of human resource market and be familiar with the general process of human resource management recruitment, our group conducted a field trip to the talent market in Jiangsu Province. This survey is mainly based on field visits, interviews and simple conversations with corporate recruiters, supplemented by newspapers and online surveys, to understand the specific process arrangement of job hunting and some specific requirements of enterprises for candidates, so as to prepare for graduation and employment one year later.
In view of the market demand of fresh college students, our group conducted a corresponding investigation. At present, more than 65% of enterprises take junior college or undergraduate diploma as the recruitment standard. This year, the demand of talent market is on the rise, and gradually get rid of the impact of the financial crisis.
In addition, through the on-the-spot investigation and investigation of Jiangsu talent market, we have a general understanding of the recruitment process and general recruitment requirements of enterprises. In the investigation, we also found that the conditions of some employers are very harsh. For example, the first sentence of some units is to ask about hukou or work experience; And some units are biased towards junior college students. Many enterprises have serious "famous brands" and party member complex, which is also a relatively safe way to select talents in a short time. But for most college students, it is fundamental to improve their practical ability. For candidates, inadequate preparation is the key to failure. We have seen that some candidates don't have enough resumes, so they have to go out to print, which wastes a lot of time. It is also common for resumes to be thrown into the sea. There are also some applicants who managed to get to the booth, but because they didn't make full preparations, they didn't exchange a few words with the recruiters, and they withdrew in frustration. All these enlighten us to make corresponding preparations before applying for a job, prepare a certain number of resumes and put them selectively according to our own situation; At the same time, you should also know something about the position you are applying for.
This market survey has also exercised my independent practical ability, cultivated my sense of teamwork, and made us deeply aware of the seriousness of the employment situation when we are about to embark on the job. Therefore, at present, in schools, we should properly analyze the professional employment prospects, make our own career plans comprehensively and objectively, and determine our own development direction in combination with the development trend of the industry.
Verb (abbreviation of verb) Experience and feeling of internship.
Human resource management is a new specialty, and its development prospect should not be underestimated. As students majoring in human resource management, they should know the characteristics of this major, deepen their understanding of this major, pay attention to integrating theory with practice, and strengthen their practical operation ability while consolidating their professional foundation and improving their professional ability. In the usual study, we should use the professional tools we have mastered purposefully and apply the professional knowledge we have learned to work and life correctly and timely.
Through a series of fruitful internship programs, I have deepened my understanding from lectures, analyzed the gains and losses from practice, and summarized my experience from investigation. Now I will summarize my personal experience from the following three aspects.
1, the basic quality requirements of human resource managers
Director Liu of BenQ Group believes that the human resource manager is a makeup artist in the enterprise, and sunshine, warmth, health and happiness are the characteristics of the human resource manager. People's work is the most complicated and meticulous work, and human resource managers have higher requirements for personal character and need to devote themselves wholeheartedly with a positive attitude. To be a qualified or even excellent human resource manager, you must have the following qualities:
(1) has the willpower of justice, loyalty, firmness and courage. Relatively speaking, only fairness can be selfless, and human resources can be objectively evaluated and determined. When selecting, recommending and using talents, we should adhere to the principle of "meritocracy". We must also have firm and brave willpower to bear the pressures and challenges from all sides in the process of human resources construction and self-work, and adhere to the principle of fairness and integrity.
(2) Have extensive knowledge of social science. On the one hand, we can make full use of various social science knowledge or methods. On the other hand, a human resource manager should get along with people from different occupations and fields at the same time. Extensive knowledge of social science helps to improve the ability to verify and identify all kinds of talents, all kinds of talents and talents at different levels, and also helps to establish a wide range of social relations and create conditions for building the human resources pool needed by units or organizations.
(3) Have the professional knowledge and ability to realize effective management of human resources. These knowledge and abilities include: the ability of human resource planning management and human resource management manual design; Position analysis and performance appraisal management ability; Ability of salary and welfare management; Human resource development and training capacity; Ability of personnel system management. Of course, as a human resource worker, you should also have organizational ability, leadership ability, expression ability, self-confidence and interest or hobby in human resource management.
2. Establish a corporate culture-oriented human resource management system.
It is not difficult to find that compared with the relatively perfect human resource management system of foreign companies, the development of China enterprises in this respect is still insufficient. In the lecture, we realized that foreign-funded enterprises regard establishing corporate culture and shaping corporate core values as the primary work of human resource management, which is worth learning from our domestic enterprises.
Human resource management needs to be carried out on the basis of a certain corporate culture, and observing the soft environment of corporate culture will make human resource management more efficient. As a part of enterprise management, human resource management through or using enterprise culture is an inevitable requirement for the development of human resource management today, and it is also the highest management realm pursued by enterprise management. The establishment of human resource management system oriented by enterprise culture provides a cultural basis and consistent value orientation for human resource management of enterprises. As a human resource manager, corporate culture should be integrated into all aspects of employee recruitment, training, performance management and reward system, so that corporate culture can continuously guide and develop the potential of human resources and lay a solid foundation for enterprise development.
3, the development direction of human resource management
In my spare time, I learned through online search that nearly 10% of foreign enterprises have begun to classify the expenditure of human capital into capital investment projects, rather than directly into the operating expenses of enterprises, that is to say, the outflow of human capital is regarded as an investment, not an expense, and attention should be paid to the return on investment. This latest trend deserves our attention.
In China, developing enterprises need to pay more attention to how to maximize the value of human resources. In order to achieve this goal, there are a series of core elements to be studied, including system of human resource management and institutional innovation, including the remodeling and reconstruction of corporate culture, including the overall skills upgrading, development and training of team members, and so on. But this requires human resource managers to clearly know how to treat the different contribution values of different positions in the process of realizing organizational strategy. This is what people call the post value coefficient. As we all know, for an enterprise or group, the contribution coefficient of people in different positions to the realization of enterprise strategy is different at different stages of enterprise development. This requires our human resources manager to effectively distinguish and evaluate the different contribution coefficients of different positions. That is to distinguish between human capital and human resources. Human capital will become an integral part of the most precious core competitiveness elements of enterprises. It is a professional group that has made the greatest contribution to the realization of enterprise strategy. It is an important carrier to realize enterprise strategy.
If the sky is a great task for Sri Lankan people, they must first put up with their thoughts, work their bones and muscles, starve their bodies and empty their bodies. As a junior majoring in liberal arts, we should face up to the weakness of the subject, keep charging and dabble in other fields; We must also face the current severe employment situation, correctly deal with all kinds of tests and setbacks, turn pressure into motivation, and firmly believe that the future is in our own hands!
In short, after this internship, professional students are full of confidence and expectation for the future of human resource management. Facing the current problems in human resource management, we are confident to handle them well, which will also be the beginning of our career.