Qualifications based on the quality of human resources management of a new mechanism for building

quality-based human resources management
[Abstract] This paper analyzes the meaning and qualification of human resources management based on the content of qualifications and From the qualification assessment, the use of incentives and development of four aspects of building qualified human resources management based on the mechanism study and discussion.
[Key words] qualification of human resources management system
new economic era, human resources management will face a series of socio-economic changes in the development of enterprises more dependent on the competence of its staff have the capacity development needs of enterprise , enterprises can not mimic the formation of the core competitiveness will come from the management ability and quality of staff, qualification of human resources management based on a concern. It can be said of the new economy is human resource management ability and quality of resources and staff management.

1, based on the qualification of human resources management, content

is generally believed that intelligence refers to a specific job and organizational environment can distinguish, describe the level of performance personal characteristics of the overall performance. Qualifications include both the knowledge, skills, abilities and other more dominant factors, but also covers attitudes, self-driven, self-recognition role of hidden factors. From the perspective of corporate strategy to integrate intelligence, intelligence is usually divided into the following four categories:
first key qualification. To describe all the staff are very important behavior, attitudinal factors, such as business ability, customer service awareness, personal responsibility, etc., they support the organization's values, the expected performance and corporate culture.
second functional qualification. Used to describe such as systems analysts, project managers, HR managers, engineers and other professional roles, need targeted, behavior and attitudes.
third team qualification. Used to describe a team as a whole, the specific capabilities and features, such as soft and flexible movement, active and effective conflict management, arranging complex division of labor and the progress of the work.
4 is the leadership and management qualifications. Today, large amounts of information need to be addressed, organizational environment has become increasingly complex, increasingly high quality of the staff, internal and external partners to increase and so, these challenges to the leadership and management have put forward higher requirements.
qualification-based human resource management is the ability and quality of staff resources to manage such qualification, so as to achieve the effective development of human resources, the rational allocation and use of a series of scientific activities. Include the qualifications of the staff to conduct a rational assessment, use, motivation and development. Qualification of human resources management based on the basic method is the first major qualification of employees, assessing the performance of available staff to achieve excellent qualifications; then Genjugongsi business work demands, identify each item of work on the qualification aspects of the work holders requirements, and with staff with qualifications compared to determine the best person engaged in the work. This kind of qualification as a platform for human resource management system of the biggest advantages is that the dynamic development of organizational fit the requirements of organizations according to organizational restructuring, work activities arranged for staff for flexible adjustment, fully embodied staff attention.

second building qualified human resources management based on a new mechanism for

human resources management goals, management mechanism relies on the construction and functioning well. In general, the main must establish the following four mechanisms:
1. Quality assessment mechanism. The establishment of qualification assessment mechanism is to establish the mechanism of human resource management foundation, aims and principles through a systematic approach to assessing and measuring the qualifications of staff and job performance. Qualification Assessment Centre to be established first. Determine the project's leader and the relevant staff, and clearly their rights and responsibilities; development progress of the project plan, the entire project cost accounting, to determine how to use tools and techniques to build the necessary information systems. Second, we must determine the assessment criteria, construct a scientific qualification model. Core competencies for staff at different levels of definition, to identify outstanding and basic competence in the key performance areas of knowledge, skills, attitudes and behavior and to quantify the differences, to form can be used to determine qualification and the corresponding control levels can be operation of the system. Third, we must establish staff qualification analysis. According to intelligence model and the characteristics of the organization itself, select the appropriate measurement methods, such as the ability to work testing, case studies, conferences and discussions on related personnel qualification standards to measure, order to write the qualification evaluation of the report object. Fourth, we should correctly understand and use assessment results to match the organizational structure, compensation, performance management, training and other links closely.
2. Qualification to use the mechanisms. Adhere to the qualifications, competency-based features, and establish a level of qualification as the center post of the scientific system to achieve the goal post will be able to, hire talents and people do their best, to post two times, the implementation of the capable, the levels were so, the under. First, in order to be able to post, the amount was employed. According to actual needs on all levels of positions, all positions, all trades should possess the knowledge structure, labor skills, creativity, psychological, behavioral norms of an intensive study to develop appropriate standards and methods of assessment tests strictly employees in accordance with job requirements and qualifications to choose to use the talent, put an end to arbitrary employment. Second, people do their best, because people Placement. The full length of employment, will be the most challenging task by the qualifications, performance the best people to bear, seek to develop a best management structure. Third, the fair and reasonable employer, so that level of qualification and grade level configuration to adapt to each employee to play to the conditions and create a level playing field, so that through competition, do their best.
3. Qualification incentives. Based on intelligence analysis and design of incentives, requirements enterprises must establish labor contracts with employees and the heart contract together for the double bond of the strategic partnership between the staff and the business grow and develop, and become a win-win situation with employees. Incentives to establish qualifications, the key to doing two things: First Value. Staff qualifications, performance and contribution to the objective assessment, so that the staff recognized the contribution of the enterprise, companies need the ability to have good quality staff come to the fore. Should also evaluate the potential of staff qualified to provide staff for the future development of human resources content and tools to help staff carry out career planning. Second, the value assigned. To the qualification assessment and valuation, based on the value through the design of multiple forms of distribution, such as wages, duties, opportunities, bonuses, benefits, additional social security, equity and so on, return the contribution of the staff of enterprises to meet the needs of their employees.
4. Qualification development mechanism. Qualification development is in accordance with the organization long-term development needs, to take effective steps to promote qualified members of potential into real intelligence, encourage members continuously improve the existing qualification system activity. Develop mechanisms for the establishment of qualifications, the key to establish qualifications based on the analysis and design training, staff jobs will require specific key competency training to enhance staff capacity to achieve high performance, the ability to adapt to future environmental quality and ability to develop their potential. Companies in determining the characteristics of a job qualification, the need to break down from the top down, that is the core strategic capability according to enterprise and business development needs to determine the qualifications of job needs, the concept will be placed in qualified people - staff - matching the framework of the Organization in. According to the specific job qualifications needed to find them more common competency, and then classified, and used to determine training content and training methods, development of training courses to employees in a planned and focused development of qualifications for the organization reserves must be energy. This paper from www.5udoc.com [worry documentation] to collect and organize, for the original author! / Center>