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The economic competition in the 21st century is mainly the competition of science and technology and intelligence. In the final analysis, it is the competition of human resource development and its full utilization of potential. If any enterprise wants to win the advantage of continuous competition, it must seize the commanding height of human resource development and management, and strive for the active position in the battle of human resource development and management. It can be said that human resource management has become the core of modern enterprise management in the 21st century and the first management of modern enterprise element management.
The dominant factors in the era of knowledge-based economy are human resources and human capital. Knowledge-based economy is talent economy, which is essentially the dominant economy of human capital. How to grasp the prominent feature of knowledge-based economy and seek the grafting and breakthrough of human resource management and modern enterprise management has always been a subject continuously explored by the business community. The successful experience of Yangzijiang pharmaceutical group proves again that human resource management plays an important role in modern enterprise management.
Strengthening Human resource management people-oriented is the key
1. In modern enterprises, different talents construct the whole system of enterprises. Management-oriented talents provide guarantee for the economic operation of the enterprise, technological-oriented talents provide guarantee for maintaining the advancement of the enterprise's products, and sales talents provide guarantee for the market share of the enterprise's products, technical talents can guarantee the stability of product performance. The lack of any link will lead to the unsmooth operation of the enterprise, so essentially, in the process of enterprise operation, everyone's goal affects the enterprise's goal, everyone's behavior determines whether the enterprise's goal can be achieved or not. People are the core of the enterprise, and people-oriented is the core of human resource management.
People-oriented, the first thing is to establish a correct view of talents. With the arrival of knowledge-based economy, talents have become an indispensable and important resource for successful enterprises. The competition of modern enterprises is essentially the competition of talents, and talents are the most important capital. Only by respecting knowledge and talents can the enterprise obtain the motivation of long-term development. The modern view of talents requires to break the Shanxi province's view of talents which includes seniority, reproach for all, entrusting others by one's own relatives, forbidding the elites of being virtuous and envious, and regarding keeping themselves in peace and being obedient as the criteria of selecting talents, it is required to widely explore talents resources of all aspects and levels, and create equal competition opportunities for talents to stand out. This requires that modern enterprises should have profound vision and multi-dimensional perspective. In terms of recruiting talents and selecting people and employing people, they should only take actions to make the enterprises full of vigor and vitality.
Strengthen people-oriented and implement the strategy of human resources. The cultivation of talents and the formation of relatively high-quality staff team play a decisive role in the development of the enterprise. Modern human resource management requires that the goals, behaviors and qualities of human resources raised or used by enterprises should be adapted to the business development needs of enterprises today and tomorrow, which not only ensures the development of enterprises, it also makes people satisfied and grow up. In the aspect of implementing the strategy of human resources, we should adhere to the concept of people-oriented and "need is talent", and the talents we recruit should be matched with the development of the enterprise. We should select talents from high level and from middle level. Keep people in work and living environment. Design a career for every employee to make them have their own clear goals in the enterprise.
Second, retain talents for enterprise development. Clear development strategic goals make employees feel that their work is closely related to the realization of the development goals of the enterprise.
Third, fair competition mechanism to retain people. "Performance Appraisal" system makes every employee have work motivation and pressure.
Fourth, reasonable salary retention. The salary of employees should be slightly higher than or roughly equal to the average level of the same industry, and the gap of salary distribution should be appropriately widened within the enterprise.
Fifth, the welfare is generous and people are retained. Employees who pursue long-term development prefer welfare rather than high salary. Welfare includes endowment insurance, reimbursement of training expenses, reimbursement of Spring Festival tickets, birthday cake, free accommodation and Chinese food, free festival travel and so on.
Sixthly, the working hours are regulated to keep people, the eight-hour working system, the normal holidays and so on, which are also very important for employees.
Seventh, keep employees for vocational training. Training is the best welfare for employees. To keep employees is not to tie their legs to chairs, but to give them wings to take off.
Create a business platform to attract more excellent talents
One of the basic characteristics of market economy is competition, and all competitions are ultimately talent competition. People-oriented, solving the problem of how to attract more talents to work in the enterprise has become the eternal proposition for the survival and development of the enterprise, and it is also the top priority of modern enterprise management.
Management system should be innovated enterprise management system innovation is one of the central contents of China's economic system reform, and its ultimate goal is to establish modern enterprise system. In terms of attracting talents, modern enterprises must first solve the problem of how decision makers use talents. That is the problem of the enthusiasm of decision-makers to attract and make good use of talents. Secondly, a good environment should be provided for all kinds of talents to display their talents and achieve their careers. All talents have a strong sense of enterprise, and economic interests are not their only pursuit. Some talents regard creating achievements as life. Only those with high salary and no achievement are not talents. Making good use of talents is the key to attract and retain talents. To solve the problem of incentive mechanism. These incentive mechanisms have greatly aroused the working enthusiasm of all kinds of talents, accelerated the pace of technological progress of the enterprise and promoted the continuous development of the enterprise.
The concept of talents should be updated. Correct understanding of talents and establishing correct concept of talents are the premise of attracting and making good use of talents. First of all, management talents are also talents, including enterprise decision makers, planners, marketers and so on. In essence, every employee of the enterprise, no matter the boss, senior management personnel, general workers in the production line, or even logistics workers, is the component of the enterprise's talent resources. From the perspective of the enterprise, human resource is a kind of production capacity contained in the human body. If this ability is not brought into play, it is a kind of potential production capacity. If it is developed, is a kind of actual labor productivity.
Secondly, we should attach importance to our own talents. This is a very important talent concept. The talents inside the enterprise can be described as hidden dragons and crouching tigers, and their enthusiasm and creativity should be fully aroused. The talents of others, their own are not talents, and even in the enterprise are not talents, in other enterprises, they all become talents, and the waste of talents is the biggest waste.
Thirdly, use talents without sticking to one pattern. This is the highest level of talent concept. On the issue of employing people, we should break the old concept of employing people who look at diploma, seniority, seniority and don't pay attention to ability and contribution, let a large number of "capable people" who are capable, capable of doing things and doing things stand out, give full play to their strengths and make the best use of talents and materials.
