Detailed Implementation Of Human Resources Management

Human resources are the most valuable resources of all resources, and human beings are the most active and active ones in all productive forces.

What is the most important factor for an enterprise to maintain a certain market share and maintain its leading position in the same industry? What is the most critical factor for its sustainable development?

In fact, neither is it because these advantages are not sustainable.

The strong alliance of big enterprises or larger consortia join the competition, so that the advantages of a well capitalized enterprise will vanish overnight. Today's high and new technology may become a backward technology tomorrow, and such factors as production scale, product quality and advanced equipment can not guarantee that it will always be stronger than its rivals.

Only human resources are the most valuable asset of enterprises. In a sense, it is the key to sustainable development and take-off.

In this way, the development and management of human resources is extremely important, and the establishment of a learning team is the core of human resources development.

At present, the Western business community has put forward a clear concept: "when your enterprise is able to provide employees with a continuous learning environment and conditions superior to your competitors, you will be able to ensure that your company is in a leading position". In the past, although we also knew the importance of human resource development and training, it seemed to stay on a relatively vague concept. This concept clearly displayed the important role of human resources development in the development of enterprises. This will be a new concept that our Chinese business community needs to seriously consider and identify.

This concept will play a revolutionary role in promoting the Chinese business community.

If we have realized the important relationship between the development of human resources and the strategic decisions of enterprises, how can we implement them concretely and implement them?

There is such a case:

A restaurant running Swiss cuisine has been open for 7 months, and its business has been very good.

The owner of the restaurant is Casey, who was born in France and studied cooking for many years. Finally, she learned a set of skills. She declared herself to be a big cook.

When Casey came to the United States, she decided to run a restaurant in Dallas.

Kathy loved Dallas and felt that people in Dallas would like her diet and service. Kathy decided to focus on diet quality and service attitude.

Kathy provides the European way.

At first, Casey cooked all the dishes herself, but she could not do that again. She had to train and supervise others to cook.

Kathy wanted to hire some chef friends from France to help her, and promised high wages and houses, but no one wanted to come.

In any case, Kathy has worked hard to ask her staff to do their best to provide the best service and make the best dishes.

Several staff refused to learn to play French, and Kathy had to fire them.

Kathy doesn't care about expulsion, because her request is perfect. No matter what the food or service is, she should be perfect.

However, Kathy has a large number of full-time staff. She is worried that these people will unite.

Several managers of the cooking group promised to do what she asked for, but then changed some specific things. They didn't do exactly what Kathy said. Kathy's other trouble was her several waiters, who always wanted to be close to customers.

Kathy doesn't allow any staff to accept tips.

This includes both catering staff and service attendants.

The salary of the staff is US $10 per hour. There is no tipping for customers' bills, and customers do not have to tip.

Sometimes, customers want to tip the waiter, but Kathy will tell them that there is no need to tip here.

The waiter is very sympathetic about this. They are used to collecting tips, and Kathy's practice makes them uncomfortable.

Casey has another problem, which is the dress problem of her staff.

The management of each cooking service group is responsible for checking the wear of every member of the group, to ensure that the clothes are absolutely clean, and to wear according to the regulations, gloves should be white.

Every manager should have a clean cloth in his hand to ensure that clothes, shoes and gloves are always cleaned.

When Kathy's measure was not fully implemented, he heard some complaints.

Casey also began to hear some complaints from customers, such as the cold meal, and the waiter quickened the speed of serving dishes and drinks (and wine).

And others complained to her that bartenders were not fit to mix wine and intentionally wanted some people to get drunk.

Kathy tried her best to strengthen the service level of all her staff, but they did not cooperate with her.

The situation of all female staff is better, but Kathy requires all male staff to meet her requirements.

Another difficulty comes from cooking.

There is such a thing that Casey himself cooked the birthday cake will be mistaken.

This piece of cake made by a piece of special material made by Kathy also printed "Happy Birthday", but it would be mistaken.

Since this egg is specially made by Kathy, it is very important for Kathy.

But in the end, things were in a mess, and Kathy was furious.

Obviously, the manager has made a mistake.

But what Kathy is hard to understand is that she didn't order other people's cake that day. Why would it be wrong? Kathy had to waive the customers' money and apologize to the customers. Finally, Kathy had to take this as a loss.

All kinds of work were stacked on Kathy and waited for her to deal with it. Kathy knew it would not work. She had to make some changes.

Kathy decided to choose a good chef and bring up the quality and service of the cooking. A friend of Kathy suggested that she could implement the profit sharing method, but Kathy rejected this proposal flatly.

Eventually, such a thing happened. The manager went to Kathy and told Kathy that they would not tolerate her way any longer. They were dissatisfied with her screams and roars, dissatisfied with her fastidious tidiness, and dissatisfied with the wages paid by Kathy. She was particularly upset about not accepting tips.

They also complained about the long hours of their work. If Kathy did not change them, they threatened that they would leave here. Kathy listened to this, fury, and no staff ever dared to speak to her in such a way. But Cathy suppressed her anger. She was very calm, and thanked them for their sincerity and asked her for their request.

Kathy promised to answer them in a few days.

Kathy now has to deal with her entire staff problem seriously, and now, including the chef, she has 245 staff members.

Human resources management implementation details (1) source: Oxford management review 2011-7-21 9:46:16 human resources is the most valuable resource of all resources, and human is the most active and active "first resource factor" among all factors of productivity.

Therefore, how to fully develop human resources is the primary goal and task for any enterprise and institution to meet the challenges of the new century.

What is the most important factor for an enterprise to maintain a certain market share and maintain its leading position in the same industry? What is the most critical factor for its sustainable development?

In fact, neither is it because these advantages are not sustainable.

The strong alliance of big enterprises or larger consortia join the competition, so that the advantages of a well capitalized enterprise will vanish overnight. Today's high and new technology may become a backward technology tomorrow, and such factors as production scale, product quality and advanced equipment can not guarantee that it will always be stronger than its rivals.

Only human resources are the most valuable asset of enterprises. In a sense, it is the key to sustainable development and take-off.

In this way, the development and management of human resources is extremely important, and the establishment of a learning team is the core of human resources development.

At present, the Western business community has put forward a clear concept: "when your enterprise is able to provide employees with a continuous learning environment and conditions superior to your competitors, you will be able to ensure that your company is in a leading position". In the past, although we also knew the importance of human resource development and training, it seemed to stay on a relatively vague concept. This concept clearly displayed the important role of human resources development in the development of enterprises. This will be a new concept that our Chinese business community needs to seriously consider and identify.

This concept will play a revolutionary role in promoting the Chinese business community.

If we have realized the important relationship between the development of human resources and the strategic decisions of enterprises, how can we implement them concretely and implement them?

There is such a case:

A restaurant running Swiss cuisine has been open for 7 months, and its business has been very good.

The owner of the restaurant is Casey, who was born in France and studied cooking for many years. Finally, she learned a set of skills. She declared herself to be a big cook.

When Casey came to the United States, she decided to run a restaurant in Dallas.

Kathy loved Dallas and felt that people in Dallas would like her diet and service. Kathy decided to focus on diet quality and service attitude.

Kathy used the European way to provide customers with food and services, which was a great success in the first place.

The staff of the restaurant are very neat and have a strict service system.

Kathy even spoke French when they were serving customers.

All the wines were imported from Europe, and steak was carefully selected in Texas steak. The price marked by Kathy was very high, but it did not damage her business, and she continued to rise in price, and her sales continued to rise.

When a familiar customer calls Kathy and asks what kind of wine she should use at a small party, Kathy will send some bottles of good wine to these customers and send them directly to their home, free.

Casey didn't advertise, and she didn't have to.

Her reputation is her best advertisement.

At first, Casey cooked all the dishes herself, but she could not do that again. She had to train and supervise others to cook.

Kathy wanted to hire some chef friends from France to help her, and promised high wages and houses, but no one wanted to come.

In any case, Kathy has worked hard to ask her staff to do their best to provide the best service and make the best dishes.

Several staff refused to learn to play French, and Kathy had to fire them.

Kathy doesn't care about expulsion, because her request is perfect. No matter what the food or service is, she should be perfect.

However, Kathy has a large number of full-time staff. She is worried that these people will unite.

Several managers of the cooking group promised to do what she asked for, but then changed some specific things. They didn't do exactly what Kathy said. Kathy's other trouble was her several waiters, who always wanted to be close to customers.

Kathy doesn't allow any staff to accept tips.

This includes both catering staff and service attendants.

The salary of the staff is US $10 per hour. There is no tipping for customers' bills, and customers do not have to tip.

Sometimes, customers want to tip the waiter, but Kathy will tell them that there is no need to tip here.

The waiter is very sympathetic about this. They are used to collecting tips, and Kathy's practice makes them uncomfortable.

Casey has another problem, which is the dress problem of her staff.

The management of each cooking service group is responsible for checking the wear of every member of the group, to ensure that the clothes are absolutely clean, and to wear according to the regulations, gloves should be white.

Every manager should have a clean cloth in his hand to ensure that clothes, shoes and gloves are always cleaned.

When Kathy's measure was not fully implemented, he heard some complaints.

Casey also began to hear some complaints from customers, such as the cold meal, and the waiter quickened the speed of serving dishes and drinks (and wine).

And others complained to her that bartenders were not fit to mix wine and intentionally wanted some people to get drunk.

Kathy tried her best to strengthen the service level of all her staff, but they did not cooperate with her.

The situation of all female staff is better, but Kathy requires all male staff to meet her requirements.

Another difficulty comes from cooking.

There is such a thing that Casey himself cooked the birthday cake will be mistaken.

This piece of cake made by a piece of special material made by Kathy also printed "Happy Birthday", but it would be mistaken.

Since this egg is specially made by Kathy, it is very important for Kathy.

But in the end, things were in a mess, and Kathy was furious.

Obviously, the manager has made a mistake.

But what Kathy is hard to understand is that she didn't order other people's cake that day. Why would it be wrong? Kathy had to waive the customers' money and apologize to the customers. Finally, Kathy had to take this as a loss.

All kinds of work were stacked on Kathy and waited for her to deal with it. Kathy knew it would not work. She had to make some changes.

Kathy decided to choose a good chef and bring up the quality and service of the cooking. A friend of Kathy suggested that she could implement the profit sharing method, but Kathy rejected this proposal flatly.

Eventually, such a thing happened. The manager went to Kathy and told Kathy that they would not tolerate her way any longer. They were dissatisfied with her screams and roars, dissatisfied with her fastidious tidiness, and dissatisfied with the wages paid by Kathy. She was particularly upset about not accepting tips.

They also complained about the long hours of their work. If Kathy did not change them, they threatened that they would leave here. Kathy listened to this, fury, and no staff ever dared to speak to her in such a way. But Cathy suppressed her anger. She was very calm, and thanked them for their sincerity and asked her for their request.

Kathy promised to answer them in a few days.

Kathy now has to deal with her entire staff problem seriously, and now, including the chef, she has 245 staff members.

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1, how can "confusion" result in the analysis of human resource management in a case?

1.1 the connotation of modern human resources management

Modern human resource management refers to the activities of planning, organizing, commanding and controlling the staff's evaluation, motivation and training process by comprehensively applying modern management concepts and management methods.

That is to say, we should use certain theories, methods, tools and techniques to coordinate and balance the relationship between people, people and things, to maintain the best proportion of manpower and material resources, and to properly induce, control and coordinate human thoughts, psychology and behavior, and give full play to the subjective initiative of people, so that we can get the best of people, make the best use of their talents, and make personnel fit, so as to achieve organizational goals.

(1) the functions, objectives and tasks of modern human resources management.

Modern human resources management should give full play to the 5 functions, focus on four links, namely, attracting people, educating people, using talents and retaining people, so as to accomplish 3 tasks scientifically and achieve 2 goals in the end.

5 functions: acquisition, integration, motivation, regulation, training and development.

The 3 task is to attract and recruit all kinds of talents that the organization really needs; ensure that the employed persons can give full play to their abilities in the organization, and provide training and development opportunities for talents.

Specifically, the following 8 tasks should be done: making human resources planning, accounting for human resources costs, doing job analysis, recruiting and selecting talents, conducting performance evaluation, designing salaries and benefits, training and development, and ensuring routine business management.

The 2 goal is to maximize the use and value of human resources, to maximize the subjective initiative of human resources, and to improve efficiency.

1.2 case analysis of human resource management

(1) it is worth affirming.

1. Strict system standards have been worked out.

The standard is the criterion of behavior, the system is the norm of behavior, and the requirement of behavior is achieved through institutional standard.

For example, the staff of the restaurant are very neat and have a strict service system.

(2) according to the needs of the work, we pay attention to the training of employees to some extent, such as training and supervising others to cook.

3. As a hot tempered leader, Kathy is able to remain calm, calm and ponder in the process of intensifying contradictions and problems.

4. Kathy is striving to be perfect, meticulous, sensitive in management, and able to find inadequacy, which provides great room for human resource management in restaurants.

(2) problems

Through reading cases, it is easy to find that Kathy has the following problems in human resources management:

Lack of attraction for talents and strategic thinking is not in place.

Casey did not formulate a scientific strategic plan for human resources, did not carry out detailed cost accounting of human resources, attract talents outside the country, simply commit to high wages and provide housing, and lack the psychological expectation survey of the required talents.

There is no explicit training and training plan, career management and so on.

The internal and external attractiveness is not enough to form a more complete and abundant talent reserve.

2. Lack of humanized management and management concepts are not in place.

Kathy's management is not in line with the idea of "man is higher than some" and modern management concept, which lacks humanized management.

Management is too rigid, relying solely on strict system, "iron fist" to push forward management and reject others' feasible suggestions, for example, compulsion not to collect tips, and refuse to implement profit sharing among cooks.

There is no need for empathy in the perspective of employees. There is a lack of communication and communication with employees, such as: haste to expel employees, simply require the carrying of cleaning cloth without paying attention to the feasibility.

Lack of necessary and effective incentives, evaluation and assessment, and the management mechanism is not in place.

The whole restaurant management mechanism is not perfect. It is manifested in: not paying attention to the staff's psychological and emotional changes, not taking the initiative to understand the needs and motivations of employees, the low wage level, the refusal of profit sharing, the prohibition of gratuity, the lack of incentive measures, the lack of necessary job evaluation and assessment system, the temporary change of the work plan content, the occurrence of major work accidents, and so on, which can not be resolved, and the rewards and punishments are not clear; management is subjective and lacks scientific guidance and demonstration.

2 the way to solve the problem and the strategy of human resources development and management

Combined with the case, it is suggested that Kathy should set up the idea of "people first" and focus on the following three aspects.

(1) standing at the height of strategy, we should re recognize talents.

(2) improve the working mechanism and implement humanized management.

With the emphasis on strategic management and knowledge management, the development and management of modern human resources also highlights the role of "people", and further strengthens communication with employees. It requires that people and users should be trained on the basis of respecting people and people, and humanized management should be implemented.

(3) establish a scientific and effective incentive mechanism.

Mobilizing the enthusiasm of employees is the eternal theme of human resources development and management.

The establishment of a scientific and reasonable incentive mechanism can not only arouse the enthusiasm of employees, but also improve the quality of employees. At the same time, it is also an effective way to form a good organizational culture.

In the case, Kathy should rebuild the overall salary system of the restaurant scientifically, establish an objective and practical salary system that fits itself, and increase the motivation.

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3 case enlightenment

The human resource management of small enterprises sometimes seems more important, because small businesses are more about human management, and the quality of management directly affects the survival or failure of enterprises.

With the emphasis on strategic management and knowledge management, the development and management of modern human resources has highlighted the role of "people" and implemented humanized management in accordance with the requirements of respecting people, cultivating people, understanding people and users.

The development and management of modern human resources requires us to establish a human resource management system with high cohesion and combat effectiveness based on the establishment of a multi-level, multi-faceted assessment system, with a reasonable wage distribution system, a multiple reward system and a rich spiritual reward system. Based on training, taking the internal and external flow of human resources as a means, we establish a scientific, reasonable and competitive mechanism for the use, promotion and elimination of talents, so as to establish a human resource development system that can give full play to the potential of human resources.

We know that there is a famous "bucket effect" theory: "when a bucket made of wooden boards of different lengths is used to store water, its water storage depends on the shortest piece of wood and is not the longest one". It is also a truth for the enterprise to employ people, but the key is how to find out the length of each piece of wood in the enterprise itself and in the enterprise, and make an objective assessment and take corresponding training.

Only in this way can we truly know what we know and learn from each other's strengths, and constantly improve the quality of human resources in enterprises.

Here are two systems that are commonly used in Western Enterprises:

A, performance appraisal system: performance appraisal is an advanced management system, which provides an effective way to make the enterprise formulate its business strategy according to its long-term planning and value, and pform the business objectives of the enterprise into workable specific work plans, so as to work out the goals of departments and individuals.

As an effective communication tool, the performance appraisal system also creates a healthy and pparent communication environment for enterprises, so that enterprises have a clear direction and goal from top to bottom.

As an important reference index for personnel decision making, the system can record employees' specific performance and combine with salary, welfare and reward to encourage employees to develop themselves.

At the same time, the system also provides a reliable basis for human resources development planning and training plan.

The application and implementation of this system will greatly help enterprise management and development. It can provide a good and effective tool for enterprise decision makers.

We have set up and implemented some large enterprises.

Very obvious.

B and 360 degree personal capability evaluation system

This system is set up for the ability evaluation and talent reserve of the middle and upper management personnel.

At present, the evaluation of personal capability of domestic enterprises is often judged by the superior's perception of subordinates, or by the result of the implementation of specific work.

This assessment is often inaccurate and will cause great damage to enterprises, which is what we call "tuition fees".

It often makes the assessment of talents become a mere formality, or even leads to contradictions, resulting in brain drain.

This is unscientific and irrational.

The 360 degree evaluation system is to place the evaluators in the evaluation center, not only to analyze, evaluate and quantify the personality, characteristics, strengths, weaknesses and potentials of the individuals who are assessed by scientific methods, but also to carry out a wider range of omni directional assessment according to the working characteristics and working environment of the people being tested.

Therefore, the 360 degree evaluation method can provide a good tool for the evaluation of human resources, and can also provide a perfect help for the recruitment, use, development and storage of all kinds of managerial talents in enterprises.

Talents are carriers of technology, inventors and inventors of science and technology, and users and disseminators of advanced technology.

If science and technology is the primary productive force, then talent is a special factor in all factors of productivity.

Talents are not only renewable resources, sustainable resources, but also capital resources.

In modern enterprises and economic development, talent is an immeasurable capital, a capital that can bring huge benefits to enterprises.

The development of talents as resources is the necessity of economic development.

Only by relying on the innovation and pformation of talents' intelligence factors, relying on the progress of science and technology, developing the planned human resources, and exploiting and utilizing human intelligence as a huge resource, can enterprises achieve scientific and technological progress and economic take-off.

Enterprises must create a good environment suitable for attracting talents and cultivating talents. We should set up a talent development mechanism based on talents, training on performance, and training according to needs, attracting talents, retaining talents, meeting the needs of talents in the economic development and competition of enterprises, so as to realize the rapid development of enterprises' economy.

The goal of enterprise talent resources is to attract people, cultivate people, use good people, tap potential and stimulate vitality.

Enterprises should closely focus on the economic development goals and take the development of human resources as the fundamental task to fundamentally solve the development and utilization of talents.

1, accelerate the establishment of a management system suitable for the growth of all kinds of talents.

According to the requirements of the market economic system, we should deepen the reform of the personnel system and speed up the establishment of a new talent management system that is suitable for the growth of all kinds of talents.

We should focus on the construction of four teams of high-quality leaders, managerial talents, professional and technical personnel and skilled workers. We should establish a distinctive classification management system, attach importance to the cultivation and selection of innovative talents and compound talents, and set up a new concept of employing talents with emphasis on ability, performance and dedication, encouraging entrepreneurship, encouraging innovation and encouraging competition.

Human resource management in developed countries attaches great importance to the role of human resource allocation in the development of enterprises. The personnel department of a company is a strategic role in human resource management and development. Its focus is not on emergency treatment of employees' problems, but actively participating in the formulation of business development strategies, encouraging employees to work with enthusiasm, initiative and creativity, satisfying their sense of achievement, creating common values of employees and enterprises, and helping enterprises successfully achieve their strategic goals.

2, increase investment in talent education and training.

Enterprises should make use of training and education functions to make enterprises become "learning organizations" and strive to improve the innovative and creative abilities of all kinds of talents.

In the enterprise training work, we should adopt high technology and high investment measures to increase the talent capital of enterprises continuously.

Increasing investment in personnel training and education can not only meet the needs of the economic development of enterprises, but also satisfy the talents' thirst for career development and personal ability improvement. This kind of investment will get a higher return than material, and this kind of returns will be long-lasting and super cost.

Attach importance to the education and training of employees, and regard education and training as a strategic human resource activity to acquire and maintain the competitiveness of enterprises. With the rapid development of science and technology, vocational education and employment training have become an important means to improve the quality of workers, promote production development and economic growth.

In American enterprises, each employee receives an average of 15 hours of education and training every year, up to 15 billion hours. The average cost of education and training for small companies is 218 thousand dollars per year.

At present, more than 1200 American multinationals, including McDonald's and Kentucky Fried Chicken, have set up a management school. Motorola has its own university. Its annual investment in training is as high as $120 million. GE's annual investment in training and education is as high as $900 million. The board spends a lot of time on human resources management, including teaching in person.

3, improve the incentive for talents.

Motivation is the core of talent resources development in modern enterprises.

To a certain extent, the potential of talent resources can be exerting and exerting to a certain extent depends on the motivation of talents.

Human resources management departments in developed countries communicate with their employees in various ways, such as participating in employees' birthday parties and family day parties, to understand employees' understanding of corporate culture and listen to suggestions, and to make employees understand the development goals of enterprises, guide employees to participate in enterprise management, and make employees feel that they share the same fate with enterprises.

The HR department also regularly reports to the management on the problems encountered by the employees in the work, and puts forward suggestions to solve the problems, so as to help the enterprises to establish a harmonious working environment for cooperation.

In the introduction and use of talents, enterprises should actively study the impact of individual needs and systems on the satisfaction of personal needs and the mechanisms that can generate various incentive mechanisms, formulate the principles of income treatment and job responsibilities, and link the achievements and contributions of talents, and implement a distribution system based on posts, tasks and remuneration according to performance, encourage production factors such as technology and management to participate in the distribution of income, maximize the enthusiasm of talents, and finally achieve the double harvest of economic development and talent development.

Human resources, as the core driving force of the development of modern social enterprises, has become the core and important part of modern enterprise management. In the course of all business and work promotion and execution of enterprises, human activity, skill assurance and teamwork have become the key factors that can be effectively achieved. Human resource management is actually the motive force management of enterprise development. Its core management behavior includes four parts: human resource acquisition, motivation, organization and development. These four parts constitute an organic whole, and lack of one and none; the four parts of the cycle make the human resources management and enterprise management of enterprises continuously sublimated, thus enhancing the core competitiveness of enterprises and enhancing the profitability of enterprises.