Thread: International human resources to strengthen human resources management

International human resources to strengthen human resources management for several international channels

strengthening the international management of human resources
Chinese international engineering contractors implementing the "going out" strategy, participation in international competition, their is to project contracting in real terms as the carrier, through the effective management of personnel and quality services, to obtain the ultimate goal of economic or social benefits. The ever-changing, highly competitive international market, competition for talent on the business impact will be more far-reaching. Capital investment and simply relying on traditional means of mechanical equipment to maintain long term competitiveness of enterprises is not enough, competition key to success ultimately depends on the talent.
, but, on the whole, China's international engineering contractors widespread problem of inadequate human resources, in particular, are closely related with the main business of international business, bidding, construction management and other serious lack of talent, has become a restricted business the further development of the "bottleneck."
Therefore, only the establishment of international human resource management model for enterprise development in the new century, laying a solid foundation of human resources, international engineering contracting business can really grasp the opportunities brought by economic globalization, "going out" strategy , invincible in the competition.
1, update the human resources management concept
traditional personnel management, to property or persons as a business tool, only the weight has not re-training and development; in employment, only limited to the company's small circle, seniority, re-light performance relationship is serious. The establishment of international human resource management model, first times, new ideas, establish who is the primary resource of the modern enterprise human resources management concept.
1, to face the market economy, enterprises and employees under the contractual relationship between the
contractual relationship is such a cut under the planned economy the relationship between enterprises and workers model, the market allocation of human resources management have played an increasingly important role. This contractual relationship is a "double-edged sword", on the one hand, enterprises through market allocation, you can eliminate some of the backwardness of incompetent staff; the other hand, when the talents were idle, repressed or waste, will instinctively use the market mechanism of the "hurdles" to seek better development space, resulting in loss of business professionals.
Therefore, enterprises must apply itself in human resource management and make efforts in expanding channels to introduce talents, to establish systematic training system, a sound and effective incentives to cultivate people-oriented corporate culture to attract and retain talented people-oriented business services.
2, to correctly understand the difference between employees of different problems
difference in ability of each employee will definitely lead to different staff levels and income. Establish the correct "difference" philosophy, helps to eliminate over-reliance on corporate employees egalitarian ideas in the formation of in-house staff can be hired, and income can be increased or reduced, managers can go up or down based on the idea to create a kind of employee self-improvement, positive and uplifting atmosphere.
2, and widen channels to introduce professionals
international project is a complicated system, the need for international business, engineering, financial and legal basis for a series of personnel groups. In the new competitive market conditions, only the combination of corporate strategic objectives and competitive strategy, develop personal development plans, dig the potential of internal talent and broaden the channels for external talent to introduce to the business to ensure the sustainable development of human resources.
mining enterprise in-depth, while existing talent, speed up the allocation of human resources market, the pace of reform, the full use of talent job fairs, advertising and corporate websites, intermediaries, headhunters, and other means, open the door, Guang Na capable personnel, the establishment of a sufficient quantity of a full range of professional outstanding business talent. Specific measures are as follows:
cause of retention:
talent to create a good environment for the growth, maximum development and activation of employees can, and very active in providing training, practice opportunities and the stage, so that personal income of employees , the demand for self-realization and the common development of enterprises are satisfied, so that talented people can get in, keep them.
heavily recruited before:
number of important positions and on special professional and technical personnel, especially in some foreign projects urgently needed personnel, to dare to break through traditional concepts, break the routine, even commissioned, effective for the company to attract talents management services. With
competition was:
capable in-house advocates, the flat were so, the under an atmosphere of competition with only establish a "focus on performance, competition and selection" and the Use, through open recruitment competition, performance evaluation, dynamic management, so that talented people to display their talent in the competition, stand out.
territorial selection before:
Talent localization strategy to speed up the process of making full use of human resources in host countries, boldly absorb, training and use of local employees to develop their language, culture, social relations, technology for business development services. Dare to absorb international management and technical development capabilities of excellent local talent in the business offices overseas and even corporate headquarters as the various important management positions.

 3, improve employee training system,
modern enterprise more emphasis on staff training. In a sense, a business emphasis on staff training and development level, determine its potential for future competition. International engineering contracting enterprises to improve employee training system, focusing on three areas further from the following:
the whole process:
is the business training to every employee in the enterprise throughout the entire process worked. First of all, for new staff induction training into business, becoming a full-time staff, based on the needs of different positions, for a variety of job training, while encouraging workers to carry out a variety of continuing education, and service workers pledged to continue the business under the premise of staff corresponding burden of school fees.
diverse:
adhere to internal training and external training as well as combined training, please come in and going out of the combination of diverse forms of training. Main ways are: strengthening the forces of internal training institutions, training content to corporate culture, rules and regulations and professional skill-based; strengthen the universities, research institutions of horizontal linkages, professional and technical backbone for the enterprise culture and management personnel; the enterprise has the potential to youth workers sent abroad for advanced enterprise short-term training.
highlights:
combination of international engineering contracting business to business reality, the project manager training focused team of trainers. Training for professional skills, team spirit and international business, so that they can grasp a good knowledge in their respective fields, to adapt to international competition.
4, the establishment of rich incentive pay systems force
pay system is business-to-staff a major content of material incentives, related to staff motivation to play and compete with production efficiency. Good management should not only pay the domestic headquarters staff have exciting force, but also on the staff of attractive overseas, so they are happy to go abroad, willing to production and business line, willing to work in hardship areas.
, of course, because every business is different, the system will pay their own characteristics, but both types of enterprises should pay attention to the following questions:
First, companies must have the incentive pay system ;
second is the establishment of salary system, job design must be based on job evaluation;
third is that the staff salaries must be combined with performance evaluation, performance-linked, so that each employee's income and their job performance good or bad, on the contribution of closely related businesses, to fully mobilize the enthusiasm and creativity of staff, make more contributions for the purpose of business development.
a good welfare system is an important complement Pay System for the enterprise to attract talent, stable workforce and enhance satisfaction played a huge role. International engineering contracting company in the design of welfare systems, the competitive situation, according to the needs of personnel in accordance with the law's benefits to employees outside of the normal, combined with their actual conditions, carry out the welfare system innovation, to explore the housing allowance, car loans, foreign travel education for children of welfare aid and other new models, and learning from the western "style of packages in the self-help" program, the companies in each employee who intended to spend the additional benefits Shue told staff, the various welfare Zhonglei the prescribed maximum, Allow employees a number of projects specified in the company to choose.
5, to create a corporate culture of international management mode
corporate culture is a long-term business in this paper from www.5udoc.com [worry documentation] to collect and organize, for the original author! And development process has fostered the highest goals, values, basic values and behavior norms. Create a corporate culture of international management model is an international engineering contracting companies "going out" strategy of internal requirements.
in the international engineering contracting company has the characteristics of transnational business, place of business in different human resources come from different and should be well considered project hosting projects regional cultural identity and traditions in respect local culture, customs and habits, proper deal with Chinese employees and local staff of different mode of thinking, behavior and values of conflict between the establishment of harmony, tolerance, cultural diversity and positive atmosphere.
clear business through the development of goals, employees work hard to create "We are all members of the same enterprise, we will grow with the business" of the organizational climate. In practice, led the local employees understand the business development goals, participate in business management, should have the courage to those who work ability, results of operations conspicuous loyalty to the excellent business Dangdi staff selection to the important post up, so that the enterprises and individuals Wei Lai the development of confidence and hope, so as to effectively stimulate the enthusiasm of all employees work and creativity.
the same time, the international engineering contracting business nature of the project manager form the Department of such teams in the organizational structure Zai plays a crucial role, therefore, in creating an international model of management of the enterprise culture in Guocheng , but also special attention to promote teamwork, encourage employees to work together, solidarity and cooperation, learn from each other, so that everyone in full play to their ability, to achieve the maximization of the interests of the team together to complete one another challenging project. This paper from www.5udoc.com [worry documentation] to collect and organize, for the original author! / Center>

It is important for organizations to manage human resources effectively. Your post contains great information that is very helpful for HR professionals.