Keywords happiness; Enterprise; manpower management/scheduling
First, the status quo of employee well-being
The Twelfth Five-Year Plan describes the blueprint of "Happy China", which is not only reflected in "hard indicators" such as economic development, but also in "soft indicators" such as social mentality and happiness. An industry or enterprise should incorporate the happiness of its employees into its development strategy. When setting the weight, we should reflect the "happiness" factor, so that employees can feel that they are a member of the enterprise family, thus enhancing the motivation of employees for the enterprise and creating higher benefits.
The survey found that the happiness of most employees did not increase with the increase of enterprise benefits and employee income. If employees have no sense of happiness, their sense of belonging to the enterprise will be reduced, which will affect the enthusiasm and creativity of building and developing enterprises to a certain extent and ultimately affect the efficiency of enterprises.
2. Incorporate employee welfare into enterprise human resource management.
Employee well-being is an optimistic psychological experience based on job and life satisfaction, and employee well-being is divided into two categories: subjective well-being and psychological well-being. In the field of work, the main concern is personal dignity, that is, subjective well-being; Psychological well-being includes six dimensions: employees' self-acceptance, getting along with others, autonomy, environmental controllability, life goals and personal development and growth.
Incorporating employee well-being into enterprise human resource management will help enterprises to understand employees' psychological needs and mental state, provide basis for decision-making management, deeply understand employees' needs, improve their quality of life and promote their growth and development. From the enterprise's point of view, enhancing employees' cohesion, improving employees' production efficiency and increasing enterprise benefits is to enhance employees' happiness.
Research shows that employees with high happiness are more willing to contribute to the organization; On the contrary, employees who lack happiness will resign when they encounter setbacks. Therefore, in order to make employees feel happy enough and make human resources of enterprises play a scientific and reasonable role, managers must incorporate employee well-being into the important content of human resources management of enterprises.
Third, ways to enhance employee well-being
1. Create a healthy and harmonious working environment
Highly hierarchical organization, rigid enterprise rules and regulations, and formalistic corporate culture make top managers and grass-roots personnel of enterprises describe themselves as "working machines" and "working puppets" to varying degrees. There are many cases in which employees shirk their jobs. Therefore, it is necessary for enterprises to create a healthy and upward working environment for employees, so as to enhance employee satisfaction, stimulate happiness and create higher profits.
In order to create a healthy and harmonious working environment, organizations should create a positive corporate culture, people-oriented, and let employees have a clear sense of belonging. Secondly, there must be scientific and humanized management methods. Encourage more, care less, command less, reward more and punish less, and communicate with employees fairly and amicably as "friends" and "partners" to create a healthy and harmonious working environment.
2. Provide training opportunities for employees.
With the continuous development and progress of employees' career planning, employees will constantly pursue career promotion and personal value realization. If you get the promotion opportunity within the organization, it not only means the promotion of salary and benefits, but also means that employees have stronger competitiveness. Therefore, enterprises should train employees at different levels. Through training, we can not only create and cultivate talents for enterprises, but also stimulate the enthusiasm of employees.
Internal training and external training are two forms of training. The time, methods and forms of internal training can be flexible, and decisions can be made according to the actual situation of the organization, so that employees participating in the training can get the maximum benefit. The form of external training can encourage employees to actively participate in refresher courses organized by training institutions. The ultimate goal of training is to let employees continue to struggle and create higher profits for the enterprise. So as to join the society with a positive attitude, realize self-worth in the society, exert the overall strength of unity in the team, gain personal competitive advantage in the workplace, and gain happiness and happiness brought by work.
3. Establish a good communication platform
Communication is the best way to solve problems. Because happiness comes more from spiritual satisfaction, both senior managers and workshop workers are eager to have the opportunity to express their bad emotions, happy feelings or thoughts and feelings at work, in order to gain a better foothold and development within the enterprise. Therefore, establishing an interactive platform between different levels can provide employees with smooth information exchange and communication channels, which reflects a kind of respect and humanistic care for employees. Enterprise managers can also directly face "people's feelings" through this platform, adjust management strategies and reduce contradictions. Specifically, psychological counselors can be set up within the enterprise and staff exchange meetings can be held regularly. The implementation of these measures can not only help employees to relieve stress, find and correct psychological problems in time, and adjust their emotions, so it is easier to meet their psychological needs for personal respect and care.
4. The combination of material incentives and spiritual incentives
Motivation is the most important means of organizing human resource management. At present, many enterprises in China adopt material incentives, such as performance incentive plans and dividends. But these are not the most effective. If employees have centripetal force and sense of belonging to the enterprise, I believe that the enterprise can become a reliable platform for its future sustainable development, and spiritual encouragement is more important. For example, on legal holidays, enterprises should give everyone a 500 yuan bonus. If it is given in cash, employees can buy daily necessities or deposit them in the bank at most, and then forget it soon. However, if 500 yuan's bonus is converted into group activities such as traveling and group worship, it will leave employees with deeper, happier experiences and better memories. Of course, the best combination of incentives is needed, and the proportion of material incentives and spiritual incentives is determined to realize employees' pursuit of higher life value.
Four. conclusion
When an organization conducts human resource management, it must analyze the actual situation within the organization, bring employee well-being into management, learn to use the knowledge of happiness psychology, promote employees' satisfaction and love for credit sales, and achieve a win-win situation for both enterprises and employees.
So as to achieve a win-win situation for enterprises and employees.
refer to
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[5] Xiao ye. 10 the principle of improving employees' work happiness index. China Textile Press, September 20 10.
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(Author: School of Management, China University of Mining and Technology)