Risk Prevention In Several Important Links Of Personnel Management

Personnel matters

(1) about employing risks

The personnel employed here mainly refer to the selection and appointment of leading cadres.

Leading cadres occupy a high position and hold power. The higher the level, the more important the post is, the greater the responsibility, the greater the influence of their behavior.

Use it well, influence is positive; no use, influence is negative.

Therefore, the risk prevention of the use of leading cadres should be the most important part of personnel risk prevention.

There are two aspects of risk from leading cadres, one is ideological and moral risks, the other two is ability risk.

1 ideology and morality

Risk moral hazard is the risk caused by the deficiency and deviation of the ideological and moral realm and level compared with the requirements of the leadership post.

2 ability risk

The ability risk is the risk caused by the lack of ability.

The structure of ability can be divided into four parts: one is common sense, professional knowledge and related knowledge; the two is technology, skill and skill; three is work experience; four is physical fitness and intelligence.

A certain or a few deficiencies in these aspects may affect the ability of leaders to make decisions, judgments, implementation, coordination, communication and public relations.

Among them, the lack of decision-making ability and executive ability needs to be focused on prevention.

The basic responsibility of leading cadres is to make decisions, such as the organization design of an enterprise, the establishment of business ideas and policies, the establishment and distribution of institutions, the determination and change of company names, the research and launch of products, etc., and making correct decisions will promote the development of enterprises, make enterprises go further to prosperity or make enterprises out of difficulties.

Like an insurance company, a mistake in making decisions often results in billions or billions of dollars.

The experience and lessons in this regard are not unprecedented in the history of PICC, and the lesson is very profound.

Of course, the correctness of decision-making is not only related to the decision-making ability of decision makers, but also to the guiding ideology and decision-making motivation of decision makers.

The executive behavior of leading cadres often involves decision making. In terms of executive behavior, if the decision is correct and the execution is not effective or deviated, the decision objective can not be realized, which is also a common risk.

In view of the above problems, the use of human risk prevention is, first of all, to prevent ideological and moral qualities from having problems, and those who are of hard quality to enter the leadership positions and enter the decision-making level; secondly, do not let those who are capable of mediocre and bad decision-making work as leaders.

Preventive measures should be based on the requirements of both ability and integrity and the four standards of cadres. Therefore, we must improve, perfect and strictly implement the system of selecting and appointing cadres, and eliminate unhealthy practices on the personnel. We should ensure that those who meet the requirements should be selected in the leadership positions.

Two, we must strengthen the supervision and restriction mechanism and rely on the system instead of relying on moral trust to ensure the correct use of power.

Three, we need to establish and perfect a strict personnel assessment system, and at the same time establish a mechanism of eliminating the ability to go up and down. The potential risks caused by improper use and ineffective supervision will not become a reality, and those who are not suited to the requirements of leadership positions can be adjusted in time.

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(two) about the risk of taking risks

The selection of candidates refers to the selection of suitable people according to the characteristics and requirements of the posts.

In fact, if any job is not properly chosen, there are risks.

We know that every job has its specific job content. The duties, environment, severity and complexity of such jobs require specific qualities such as ideological and moral standards, knowledge, experience and skills.

Some posts require higher ideological and moral quality, while others require higher professional work ability, and specific posts have specific requirements.

If the selected person is suited to a specific situation, the job requirement of the post can be achieved, and the work can progress. Otherwise, it will stop doing nothing, do nothing and even cause heavy losses.

Many positions of insurance companies, such as underwriting, loss determination, claim settlement, etc., though not leading positions, are important and crucial posts. If these posts are large, they will suffer great losses.

The immediate purpose of personnel work is to adapt people to things.

Selection is a basic work of the personnel department.

To guard against the risks of selecting people is to make good candidates. First, we need to put people in the right position and bring in the people we need.

The two is to understand people on the basis of understanding things.

To understand things, we need to carry out post analysis, set up posts and responsibilities, and formulate job standards "(every job's content and requirements for each post) and" functional standards "(the requirements of each post's work on people's quality, including virtue, knowledge, experience, skills, etc.). This is a very important basic work. We have not done this work, and we need to carry out intensive management, scientific management and risk prevention, so it is necessary to put this work on the agenda.

To understand people is to understand the situation of each cadre and worker's virtue, ability, diligence and achievement, especially the situation of virtue and ability. Therefore, we must establish and improve personnel assessment system, attach importance to and strengthen personnel assessment, grasp the adaptation of people and events, human potential and deficiency through scientific and rigorous assessment, and make timely and reasonable deployment.

Three is to strengthen education and training, through targeted training, to solve the overall quality of enterprise human resources and individual quality and work and career development requirements are not suited to the problem.

(three) about entering risks

The term "entry" refers to the selection and hiring of personnel, mainly to whom and how many people are involved.

We know that the allocation of human resources is for the production and operation of enterprises, and is centered around the production and operation objectives, and is compatible with the allocation of "wealth" and "property".

In a specific period and under certain conditions, the demand for personnel, including the structure of personnel and the total amount of personnel, is certain.

In terms of structure (including professional and technical structure, age structure, gender structure, etc.), for example, our company has certain demand for computers, senior accountants and some compound talents. These professionals come in and have jobs that are suitable for them. And when we do not need to come in, we may be left behind, or secretly, idle. This will not only cause waste of human resources, but also increase the labor costs of companies.

This is also the consequence of irrational age and gender structure.

The danger of overstaffing and rising costs is obvious because of the total staff turnover.

In order to prevent risks, it is necessary to scientifically formulate staffing demand plans and strictly enforce them on the basis of job analysis in order to prevent staff from losing control.

Two is to accurately grasp the company's personnel structure needs, do a good job in the examination, inspection, selection work, the company needs the candidates to enter, good import "Guan".

Three, we should actively create conditions to dredge "exports" and gradually achieve the goal of "moving in and out" to achieve a healthy dynamic balance.