Eight Trends Of HR Management In Chinese Enterprises In 2011

Trend 1, enterprise human resources management must take the road of Chinese independent innovation.

China is a state-owned enterprise, a private enterprise or a joint venture.

Trend 2, enterprise human resource management is from extensive to fine development based on effectiveness and efficiency.

At present, human resources management of most Chinese enterprises, especially small and medium-sized enterprises, is still extensive management.

The human resources department's organizational structure is incomplete, its functions are not clear, and its rights and duties are not implemented.

Entrepreneurs also hope that the human resource management of enterprises should be refined, standardized and standardized so that they can effectively guarantee the realization of the business development strategy and meet the needs of talent development.

Therefore, fine human resource management based on effectiveness and efficiency is a systematic and effective implementation of human resource managers. Profit centered human resource management has become an inevitable trend of human resources reform in Chinese enterprises.

Trend 3, enterprise human resource management products and services from homogenization to differentiation.

Enterprise human resources management is nothing more than new employee recruitment, staff training, performance appraisal, salary payment, labor contract management and other products.

Based on the needs of enterprise competitiveness, based on the needs of promoting the development of enterprises, human resources management must deepen and refine the above products and services, for example, recruitment must be more precise and efficient, for example, staff training must take the road of effectiveness, practicality and effectiveness.

The flexible management of 80/ 90 employees, staff satisfaction management, staff psychological counseling and training are the necessary products and services for the current enterprise human resource management.

Therefore, human resource management should be differentiated according to the industry characteristics, product characteristics, environmental characteristics and employee characteristics.

Trend 4, human resource management moves from power drive to value drive.

The current Chinese enterprises, the human resources department, are given certain powers through the top level of the enterprise, exercising their functions and powers, and conducting management and guidance.

Such power management can not win the recognition and support of other departments within the enterprise.

Therefore, human resource management is an inevitable trend for enterprises to gain recognition and support from high, middle and primary levels, and create value and good services for them.

Human resource management must take the road of value driven, and create value for shareholders, internal and external customers and employees of enterprises, so as to embody the value of human resources managers and win respect.

Trend 5, enterprise senior talent management, work more pragmatic.

Talent is resource and capital, which is the concept and cognition of many entrepreneurs nowadays.

But "people-oriented" in the enterprise can not be a slogan, especially in the management and incentive mechanism improvement of the senior talents in the enterprise, we must come up with specific measures and plans, otherwise, in the fierce competition of talents, you can not take the initiative.

Zhang Ruimin, Haier group CEO, said: "in twenty-first Century, enterprises will get talent.

Therefore, the practical and efficient management of enterprise senior talent management and the concrete measures will be one of the most important magic weapons for expanding the territory of enterprises in 2011.

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Trend 6, the lack of blue collar workers at the grass-roots level has become the bottleneck and the greatest demand for the development of enterprises.

Although the state proposes that Chinese enterprises must be made from China to China, no matter how they go, products are manufactured and produced by people.

Especially in the Yangtze River Delta and the Pearl River Delta region, blue collar workers are very scarce.

The high skilled talents in the Yangtze River Delta can only meet 25% of the actual demand, for example, the demand for numerical control talents is around 20 thousand, but only 5000 people have intermediate or above professional qualification certificates. Therefore, the supply and demand of highly skilled talents in the Yangtze River Delta region has been seriously unbalanced.

It is an indisputable fact that a large number of talents will be returned, and blue collar workers will become the bottle stems of enterprises, and 2011 will be more obvious.

Therefore, how to reform human resources managers in blue collar management, retention and personnel training is a problem that must be considered first and also one of the difficult problems in the work.

Trend 7, the internationalization of the high-end talent market is more obvious.

At present, many far sighted enterprises have long been looking for talents and serving them internationally.

Like famous domestic enterprises such as Haier, HUAWEI, Lenovo, TCL and so on, we have hired international talents to manage and serve them.

In Zhejiang, Ningbo, Wenzhou, Jiangsu, Suzhou, Kunshan, Guangdong Dongguan, Zhongshan and other private enterprises, it is common to hire foreign chief designers, technicians and senior CEO talents.

Even in the central and western regions of Changsha, Wuhan, Chengdu, Chongqing and other regions, the government takes the lead in setting up the stage. The singing of enterprises to Hongkong, the United States, Europe and other high level talents has become a brilliant move to help regional economic development.

Therefore, in 2011, as the opening year of 12th Five-Year, in the new round of ideological emancipation and economic development, the introduction of high-end talents from the global perspective and new management mode will become the trend of higher level talent management.

Trend 8, corporate culture management has become the highest level of human resources management in enterprises.

Enterprise values lead the staff's thinking mode and behavior mode.

If an enterprise wants to achieve unity of objectives, unity of thought and behavior in its work, it must build advanced enterprise culture.

Human and culture are the source of the competitiveness of enterprises and the basic driving force for the sustainable development of enterprises. Cultural management is the highest level of modern enterprise management.

Why do employees feel confused, hesitant and unwilling to follow up in organizational change and process reengineering, resulting in poor results? Why do many star enterprises eventually become meteor enterprises? Largely because of the lack of corporate culture.

Corporate culture is seriously deviated from employee behavior. Foxconn events are not only accidental, but also have cultural reasons.

Therefore, enterprises need to develop, seek stability, and rely on enterprise culture to stay "heart". Corporate culture management and innovation will become an important function of human resource management in enterprises.