Thread: human resource management environmental organizations

On the human resources environment, human resources management

human resource management environmental organizations,
Paper Keywords: Human Resource Management Environment Model

Abstract: Human resources management is a people-oriented thinking in the organization's specific application. With the changing times, with the continuous improvement of material and spiritual, human resources management should be the emotional management, is the intelligent management, is flat, and interactive management, is "employer" of emotional intelligence to enhance staff's intelligence and creativity, competitiveness management. This management also requires a suitable environment, and in this environment created the model of modern human resources management and incentive mechanism.

1, human resources management concepts

"human resources" is a man of such capacity of individuals and groups together as a community resources to achieve its maximum performance and ensure best use. With the ever-changing science and technology and the rapid development of society, human energy, human resources, physical and other elements of the structure of this large share of smaller and smaller, while the German forces, intelligence, courage and other elements of the role of but growing. Therefore, Germany should continue to advocate force, intelligence, courage and other resource development.
"human resource management" is predictable and organizational human resource needs and manpower requirements to make plans for effective recruitment and selection of personnel and organization, examination performance, and effective incentive compensation payments, combined with effective organizational and individual development needs in order to achieve the whole process of the optimal organizational performance. People-centered thinking in the organization's specific application. Times management is a science.

II, human resources management of the environment

with changing times, with the continuous improvement of material and spiritual, psychological needs of employees are changing, that is increasingly need to understand and respect more, more need to develop and successfully growing need freedom and democracy. Simple money management seems to have not come true was. The times call for an updated human resources management. This management is emotional management, is the intelligent management, is flat, and interactive management. The "employer" of emotional intelligence to enhance the intelligence and creativity of employees, the management of competitiveness. This management also requires a suitable environment.
regardless of organs or enterprises, human resource management environment is the most basic of equality, respect, love, motivation, training, and growth.
1. Clear to staff to light. When companies are in recession, the situation will encounter the people wanted action. At such times, encouraging the most effective way to staff morale is clear to staff to light. Let the staff know and trust companies, or have been worked out to a bright strategy.
2. Up to the higher authorities. Now, many enterprises have already known to strengthen information technology, but the construction of the information content of a lack of adequate understanding. Generally speaking, there is only a preliminary understanding to the importance of information management, information technology in human terms, people tend to attach importance to improve the situation is issued. Well up to the higher authorities is people-oriented management of an important manifestation of thought, decision-making on the promotion of scientific leadership and close relationship between upper and lower levels is important.
3. The staff smile. Feel good smile is the performance of the employees and the general pursuit of state of the environment. The staff smile, is to make employees feel good work. Smartest business leaders will work hard to make employees smile. Because he knows that if employees are not happy heart, hoped that would not want staff enthusiasm, initiative and creativity.
4. Fun and joy to the staff. Strengthen management in the enterprise is necessary, but do not engage in managerialism. Management, their goal is to enable employees to contribute more for the enterprise. If there are other ways to make employees into this state, why should non-use management method? Singapore to strengthen the international competitiveness and focus on interesting building; abroad leading companies set up a "fun committee" aimed at making the company "has become a pleasant place to work," so that employees working but still happy.
5. Training to a higher level. Training more and more important, to improve training effect, should further enhance the level of training. First, we must broaden the field of training. No longer do the training simply understood as skills training, as well as corporate strategy training, tactical training, values training, teamwork training, innovation training. Second, we must choose the right training. Third, to highlight the training focus. Fourth, to improve the form of training. Interactive training is a good form of training. Fifth, strengthen the capacity of training and improve the overall quality of the workforce.
6. Should pay attention to human capabilities, attention to real talent. Ignore the real capacity of the units are not capable.
7. Strengthen the assessment. What assessment is often more important than how the assessment.
8. To overcome the weaknesses of human resource management. Many leaders of the unit is still re-power, money and things, without attention to management of people, particularly people do not attach importance to innovation, do not attach importance to real people, this is a time of mental retardation.

3, the present stage of human resources management model

stage model of Human Resource Management Human Resource Management can be the role and activities, to measure the effectiveness of human resources management, evaluation effectiveness of human resource management functions for ways to improve the effectiveness of human resources management to measure.
1. Focus on human resource management, and surveys to measure effectiveness. Human resources management functions of strategic decision process, requirements of existing effectiveness of human resource management functions have a clear grasp. This information on human resources management procedures, systems and human resource management in which staff need to improve aspects of the decision-making skills, a strong of 基础. Typically, those who deeply long to fall into routine activities of human resource management functions, often not only to fulfill the lack of artistic activities, traditional human resource management necessary systems, procedures and skills, the same time can not change the organization to make innovation.
U.S. many companies have to line managers to senior survey as a human resources management functions to evaluate the effectiveness of a better way. Senior line manager can see the business from a strategic human resource management systems and practices is how the employees and the business impact of the overall effectiveness of play. In addition, this approach also served to define the corporate human resources manager for the views of the effectiveness of this function is in line with their colleagues in the management of the same view.
2. To improve the effectiveness of human resource management. (1) the effectiveness of human resource management functions to improve the often concentrated in two areas. First, within each activity, human resource management functions need to improve its activities in the performance of each of the efficiency and effectiveness. Second, human resource management also need to work as much as possible to reduce transactional work in their own share of weight, while the savings of time and resources will bring high added value for the change work. Organizational structure and work flow to improve through the restructuring of human resources management effectiveness. Traditional human resource management function is based on the selection of recruitment, training, compensation, performance evaluation, labor relations and that sort of branch-based structure functions together. However, human resource management function has really started to strategically contribute to the effectiveness of the enterprise, senior human resource managers must become part of senior management, so human resource management functions also have to do the internal structure a re-arrangement. Comparing the recent passage of U.S. human resource management function is effectively divided into: expert center, on-site human resource management groups and service center. Expertise Center is usually the recruitment, selection, training, 以及 reward the traditional human resource management in the field composed of functional specialists, their main task is to establish and develop human resources for the organization, management system and management practice as an adviser. On-site human resource management group human resources general by the general composition of Technology author, they were assigned to various business sectors, they usually have a dual reporting relationship, both business line managers to report on their work, the ED also human resource management sector leader in reporting. Service is by those who need to ensure that daily work can be effectively throughout the organization composed of those who completed. The service center usually through the use of information technology to effectively provide services to employees. (2) by outsourcing to improve the effectiveness of human resource management functions. Human resource management function within the restructuring and process reengineering, human resource management functions to improve the effectiveness of internal methods. In fact, the U.S. human resource management more and more senior staff to discuss how to improve the business of outsourcing business people Thank you for reading this article from [worry document] www.5udoc.com collection and sorting, for the original of. Resources management systems, management procedures and human resource management functions for the organization of the effectiveness of the services provided. Today, the United States mainly to some enterprises in human resource management outsourcing transactional work, such as pension and benefits administration, payroll management, recruitment selection Deng management events, which provide businesses greater flexibility to make rapid, effective response. (3) through process reengineering to improve the effectiveness of human resource management. Process reengineering, workflow is a critical review of the first all-round, and then redesigned to make these processes can be more effective access to high quality output. It can be used on the human resources departments to review the functions and processes, can also be used for some special human resources management practices (such as job design, performance management systems, etc.) for review. Recognizing the need for process reengineering, including recycling processes, understanding of this process re-design process, implementation of new processes. (4) through the use of new technologies to improve the effectiveness of human resource management functions. In human resources management, new technology has been applied to the realm of higher functions: transaction processing activities, reporting, and tracking; decision support systems; expert system. Used in the field of human resource management techniques, including some of the latest interactive voice technology, the international Internet, the customer server systems, relational databases, imaging technology, specialized software development, CD-ROM storage technology, laser disc technology, etc., these technologies by the following aspects of the role of human resources management functions to improve the effectiveness of the information received is more convenient to communicate the situation to improve and accelerate the work of human resource management services and the completion of information gathering speed, lower cost, of recruiters, training, remuneration and management of human resources management activities become more Rong Yi.
4, human resources, incentives in the pay and benefits system

1. Incentive pay policies. Two-factor theory, pay only a hygiene factor, not the staff incentives. The traditional salary system also lacks incentive. In fact, as long as the pay system for scientific design, also can play a stimulating. (1) the premise of ensuring fair pay levels increase. From the enterprise concerned, concerned about the pay difference between employees on the pay level was higher than the level of concern. Therefore, there is incentive pay system wants to ensure its fairness is essential. Fairness, including internal equity and external equity. Foreign equity, require the enterprises to pay levels and pay levels to be quite the industry. Internal equity, require the enterprises to set wages according to contribution. However, it is not enough merely to ensure fairness. To reward good performance, but also to improve pay levels. Pay levels high external competitiveness can be formed, staff will have sense of superiority, recognizes companies for their attention, there is a high enthusiasm for work. (2) linking pay with performance. To make the system has the incentive pay, performance pay system must be combined with the staff. Performance pay can the interests of the company and unify staff, employees struggle for their own objectives, but also create value for the company, can achieve a common development "a win-win" objective. Performance pay attention to the implementation process should be science-based performance evaluation system. (3) opened the appropriate salary level. Contrast contrast can create a more lasting power. Salary levels to encourage the backward pull those who encouraged the art. However, the levels do not pull too much, otherwise it may affect pay equity. (Four) type of salary structure to adapt. Is to compress the original too much, the salary scales into several levels, pay structure is flat with the organization and tailored it to break the traditional salary structure to maintain the hierarchy, help companies encourage their employees to their attention from job promotion or pay grade advancement and personal development transfer capabilities, the best performance when compared to pay big upside. In the design of pay systems, pay attention to pay the fixed part. To maintain the proportion of fixed part so that employees have some sense of security.
2. Set of benefits with incentive. Welfare is a supplementary form of employee compensation. "Just right" and also has the incentive effect of welfare. (1) to adopt a flexible benefits system. Flexibility to give them a choice in the welfare benefits system the opportunity to allow staff to individual needs and requirements being together. In addition, enterprises regard the welfare and work experience linked to the high life, high position employees greater choice and more fully reflects the enterprise's human care, which is more favorable and long-term incentive. (2) to ensure the quality of benefits. Take a simple example, for many manufacturing companies have set up a free bathroom for the workers, it could have been a good welfare measure. But the company management is often overlooked, the bathroom hot and cold water, the workers complained constantly. Is a good thing, hell. In the enterprise there are many similar examples. Therefore, the strengthening of the welfare benefits project management can play its due role.

5, select the right manager is a strategic issue for a competent human resource managers who need to be focused, specific, professional

good structure and mechanism need good management to implement. As the business has grown increasingly concerned that some employers lack of energy, ability to cope with major decision-making and daily management, so looking for a manager. Because it reflects the objective needs. Hiring manager is a corporate event, identify a trusted manager can not be done in a short time. Therefore, the owners need to make strategic arrangements for the candidates to the manager. Predicted in advance that need, well in advance of the managers to identify, contact, investigation, communication or training, exercise and other preparatory work, is an important indicator intelligent boss.
a competent professional managers and human resource managers human resources must be focused, specific and professional who is a designer to build the human soul and the leader.

Reference:
1. Fu Yonggang. How to motivate staff. Dalian University of Technology Press, 2000
2. Sun Jianmin, Wen-Xia Zhou. Management incentives, corporate governance publication Society, 2004
3. 加里德斯勒. Human Resources Management. the Chinese People's University Press, 1997
4. Linser inflammation. two companies and two different destinies - the two kinds of typical human resources management mode analysis. China Human Resources Development, 1999 (2) Thank you for reading this article from [worry document] www.5udoc.com collection and collation, thank the original author. / Center>

Human resource management plays very important role in an organization. You have provided excellent information about human resource management which is very helpful for me.

Functional researches in the field of management made it a point that employee is an important functional instrument for an industry and has to be given desired prominence.Strategic human resource management can be defined as the linking of human resources with strategic goals and objectives in order to improve business performance and develop.