Out Of Traditional Personnel Management Behavior

Our country tradition Of personnel management It was established and developed step by step after the birth of new China. It played a positive role in building up the national staff team, arousing the enthusiasm of the staff and workers, and completing the construction tasks in all historical periods.

However, the personnel management work in our country has always had the "will of the governor", which has formalized and rigid tendency, and lacks the mechanism of consciously developing human resources and using excellent talents and constantly emerging in competition. Although obvious progress has been made in recent years, there is still a big gap for the requirements of economic reform.

1, the major decision-making power of personnel is concentrated in the administrative departments of the government, and enterprises do not have enough autonomy in the establishment of institutions, the appointment and removal of cadres, the entry and exit of workers, and the wage standards.

2, the traditional personnel management is basically a kind of business management. It plays a role only in the "need" of enterprises, such as recruiting staff when they are short of manpower, paying wages and managing labor insurance benefits at ordinary times.

3, the traditional personnel management is mainly focused on the current, such as supplementary personnel, training workers to master the operation technology, solve the current labor disputes and so on. Therefore, the personnel management department is a "pure consumption" department, and personnel expenditure is the lowest possible cost.

For this reason, according to the two changes of the state, the Ministry of personnel has formulated the outline of the 1996-2000 year plan for personnel work, and explicitly requested that two adjustments should be made in personnel work in the last 5 years of the century, that is, to adjust the personnel management system adapting to the planned economy to the personnel management system matched with the socialist market economy, and to adjust the traditional personnel management to the overall development of talent resources.

Human resources, human resources development, Human resource management It is a widely used term after 60s and 70s of this century. Compared with traditional personnel management, it has the following Characteristic :

1, human resource management is more strategic. Human resource management is an important part of business strategy, because the essence of business strategy is to use resources in order to achieve the desired objectives in a given environment. Human resource is the most important resource of international competition and enterprise competition. Manpower investment is the most promising investment for the development of enterprises. In this way, human resource management has naturally become the most decisive content in the management of enterprises, and the position of the human resource management department has also risen to the strategic department. In contemporary American companies, vice president of personnel has become a decisive member of the decision-making team.

2, human resources management is more focused on the future. Human resources management takes more consideration of how to develop human potential capabilities so as to continuously improve the efficiency of enterprises. It focuses more on attracting talents, cultivating talents and stimulating morale. Therefore, in terms of budget, we should not aim at "saving" as the main goal, but seek the best value and best way of input output in the foreseeable planned period.

3, human resources management is more systematic. Human resource management requires that all the existing personnel of an enterprise, even the human resources outside the enterprise that may be used, be planned as a unified system, and formulate appropriate policies such as selection, training, appointment, deployment and incentive so as to maximize the use of human creativity to increase the wealth of enterprises and society.

Then, in the new historical period, how to go out of the traditional personnel management behavior and how to do well in human resources management? The author thinks that the following two aspects should be considered.

　 First, from a macro perspective, the following steps should be taken:

1, the total amount of human resources and structure analysis.

2, survey and research to identify the main problems of human resources development in the whole country or around the world.

3, determine the guidelines and strategic objectives of human resources development.

4, adjust the structure of human resources, including professional structure, hierarchical structure, quantitative structure, age structure and so on.

5, increase training efforts and comprehensively improve the quality of human resources.

6, realize the rational allocation of human resources and strengthen the construction of the system of rational utilization of human resources.

7, actively promote the coordinated reform of human resources management, such as old-age insurance, unemployment insurance, medical insurance and housing, employment, household registration system, identity limits and other supporting reforms.

8, speed up the transformation of government functions, speed up the improvement of the market system, especially the labor market system, establish and improve talent intermediary agencies, and implement the management of human resources training, evaluation, mobility, employment guidance, talent exchange, labor supervision, labor arbitration and so on. {page_break}

　 Two, from the micro level, the following main tasks are as follows:

1, boldly reform the organizational structure and improve the status and role of the human resources management department. The Ministry of human resources is set up to enable it to have greater functions, to develop human resources as a resource that can be developed in an all-round way, to change the traditional personnel management lack of independent vassal status, to obtain direct leadership (such as the first deputy), and to participate in the formulation of the general strategy of the organization, so as to improve the position of the human resource management department and give full play to the role of the human resource management department.

2, strengthen the construction of human resources management team. Attention should be paid to improving the quality of human resource managers and improving the structure of members. It is clear that human resources management is not only a matter of human resources management departments, but also a matter of managers at all levels, forming the advantages of group development of human resources.

3, organization design. No organization, no management. For enterprises, the most important thing is to do well the business and organizational problems of enterprises, so we should choose the appropriate management system, leadership system and business management system, and design management information system.

4, formulate human resources planning and human resource management policies. According to the objectives, tasks and organizational design of enterprises, the needs and sources of personnel for various types of personnel are determined, and policies and systems for developing human resources are formulated, such as labor employment system, cadre policy and distribution policy.

5, staff recruitment or updating, including recruitment, examination, selection of new staff, arrangement of elderly or unsuitable staff to organize tasks, retirement and resignation.

6, staff education, training and development, including ideological and professional ethics education, culture and education, pre service training, on-the-job training and so on.

7, salaries, rewards and punishments management. Determine the wage standard of each position, and determine the quotas according to the policy and staff's performance, give rewards or punishment to achieve the purpose of motivation.

8, work and quality of life management, including labor protection, industrial hygiene, employee relations, collective welfare, etc.

9, staff assessment includes assessment and evaluation of the work ability, performance, work attitude and ideological awareness of all kinds of people.

According to the fifth Plenary Session of the 14th CPC Central Committee, from now on, China's reform and opening up and modernization will enter an important historical period. Therefore, personnel work should also focus on economic construction and serve economic construction, so vigorously developing human resources will become the trend of personnel management in the future.

　　 Existing problems and thinking of personnel department

Personnel work is in a period of great change. Many situations need to be explored, and many lessons need to be summarized. However, many personnel departments still lack comprehensive and systematic management of content. The whole day's work is trapped in a specific repetitive procedural pile, and no detailed and normative system has been formed for personnel work. The problems and links in the work have not been effectively managed, and the quality of personnel workers is also facing further improvement. This requires that our personnel workers continue to innovate and explore in their work, and find new ways and methods suitable for their own characteristics.

　 First, management content is structured and systematized.

Management is structured and systematized. It is a management method that divides management contents according to the nature and characteristics of personnel work and other aspects, and is divided into separate sections to carry out comprehensive system management.

A personnel department's management, from the time perspective, its work is mainly related to the following three aspects, namely, personnel entry, personnel's intermediate links, personnel's output; from the work content, there are personnel transfer, training, appointment, post, promotion, withdrawal or dismissal; from the nature of the work, according to the personnel's technical work, post, age, status, different ways of personnel classification management.

From the above, we can see that the above management classification obviously has structural characteristics, and can separate the work into a work unit, so we can structure the personnel work. At the same time, some work may be crossed, forming a network structure, that is, the system structure, so we can systematize it. In this way, clear responsibilities and clear responsibilities will help people work to form an organic whole and work better and coordinative.

　　 Two, institutionalization of management

Although a short period of time has been put forward to institutionalize management, the traditional feudal management ideas and means still exist. The focus is on "one person has the final say", and the work is done according to the usual practice, and the policy basis is insufficient and the system is not sound. The institutionalization of personnel management is the need to follow the mass line as well as the call for deepening reform.

1, establish and improve personnel system. Some people think that the system is determined by the state, and the unit is only implemented in accordance with the rules. In fact, the system not only refers to the laws and regulations formulated by the state, but also includes the methods and rules formulated by the unit under the premise of not violating the state system. According to the idea of management content, we can formulate various ways of personnel work systematically and systematically. Form a style of work that follows rules and follows chapters. Avoid or minimize subjective arbitrariness and unnecessary trouble to work.

2, enhance the democracy of personnel work.

Promoting democracy with democracy and ensuring democracy with the system. Democracy and system are two aspects of a problem, and they cannot be separated. Without democracy, there will be no system, no system and no democracy, so we must establish and improve the democracy of personnel work. By means of institutionalization, the selection and appointment of personnel can be decided through democratic recommendation, opinion polls, democratic assessment, personnel inspection and collective discussion of Party committees; and evaluation of Posts and work achievements through open competition and fair evaluation is used to determine wages, rewards and punishments. {page_break}

　 Three. Power and responsibility are equivalent.

Power and responsibility means that certain powers are compatible with certain duties, or certain duties are compatible with certain powers.

At this stage, the personnel department has a situation of power and responsibility. To a certain extent, the implementation of the contract system and the director responsibility system and the establishment of the modern enterprise system have an impact on the authority of the personnel department, which is in line with the law of development. However, in fact, the responsibilities of many personnel departments are currently limited to the day-to-day affairs of the employer relationship.

It should be said that, as an organic part of an organization, the personnel department, besides having certain duties, should also have the power or greater responsibility corresponding to its responsibilities to organize, manage, coordinate and optimize the allocation of resources, and management must have certain responsibilities and corresponding powers.

In the United States, until recently, the "personnel department" was generally considered to be a functional unit or department of an enterprise, mainly responsible for making policies, planning, recruitment, employment, training, evaluation, reward, deliberation and punishment. In the past, these traditional personnel functions were regarded as procedural or transactional work, and the cost of the company was only regarded as an expenditure. However, in recent years, the situation has changed. The function of the personnel department is increasingly regarded as an integral part of enterprise management or industry management, rather than an isolated unit. It is gradually viewed as an asset and investment, not just an expenditure.

Through the above analysis, the responsibilities and responsibilities of the personnel department are mainly solved through the following ways:

1, leadership decentralization.

2, straighten out the relationship between personnel management and service functions.

3, open up ideas, seek new management content and management methods.

　 Four, the establishment of scientific and flexible institutions.

In our country, the existing personnel departments mostly set up two institutions of labor and personnel, or an organ of the labor department, mainly based on the circumstances of their units. However, with the development of society, the contradictions are becoming increasingly prominent. If a personnel department, personnel and establishment remain unchanged, it will not only have to manage cadres' labor and capital work, but at the same time, it may also undertake to report various statistical reports to various departments and departments, manage various insurance, housing funds, and staff training, and so on. Like this kind of work, there are no full-time staff, and everyone is multi - functional, so that many jobs are not well managed.

According to the development of the market and the need of reform, the personnel departments need to set up scientifically and flexibly.

1, in large and medium-sized organizations, we should intensify reform and seek truth from facts. According to the workload and the complexity of content, we can refine the personnel department's work and divide it into administrative cadres management, technical cadre management, worker management, labor quota management, labor protection management, various types of insurance management and other stocks or groups.

2, small organizations, private and private economies, and even medium-sized units, set up personnel departments in the comprehensive departments and set up virtual personnel departments. For example, some foreign companies do not have special personnel departments, and the functions of personnel departments are run by managers or staff members. This not only reduces the redundant personnel, but also strengthens the management and improves the work efficiency.

　　 Five, personnel specialization

At present, most of the personnel in the personnel department are technical personnel or simple administrative personnel, who have the advantages of their work: they know the knowledge of production practice, facilitate the production of front-line personnel, and do well in the ideological and political work of workers, and coordinate the relationship between personnel and departments at all levels. But in general, they lack comprehensive and systematic management ideas and management knowledge. Their management still stays in the traditional experience management mode, and lacks modern scientific management ideas and management methods.

Fortunately, some departments are beginning to pay attention to this problem. Their main strategies are:

1, absorb and accept specialized talents with special education.

2, professional training for personnel workers.

3, strengthen investigation and research and strengthen horizontal learning.

In fact, in the form of market economy, with the separation of government and enterprises and the separation of Party and government, the formation of modern enterprise system should be established. As the personnel department itself, it should also reform and take the lead in the reform and go out of the example of reform. This is also an important part of organizational reform.