About human resources data collection 10

People's perception of human resources.

Hello, human resource planning is an important strategic management process, its purpose is to reasonably plan, allocate, manage, develop and use employees according to the strategic development goals of the enterprise, so as to meet the operational and competitive needs of the enterprise. In the process of human resource planning, information collection is a very important link, and its purpose is mainly the following: to grasp the strategic direction and needs of the enterprise

By collecting the development strategy and business operation goals of the enterprise, we can understand the peer standards and requirements of the corporate reputation for talent, technology and management, so as to formulate a more reasonable and feasible human resource planning plan. Analyze the existing human resources situation: understand the human resources and technical advantages and shortcomings of the enterprise, including personnel quality, organizational structure and work process, technology development and the best chain, etc., to provide a basis for human resource planning.

**Future employment needs: Through the analysis of the company's future development direction, business objectives and industrial environment, and comprehensively considering factors such as demographic structure, economic environment, market trends, etc., the future talent demand is carried out to meet the employment needs of enterprises at different stages of development. Determine the direction of recruitment and selection:

According to the strategic needs and talent needs of the enterprise, clarify the direction and goal of recruitment and selection, and formulate a talent reserve plan for recruitment and selection, so as to meet the long-term development needs of the enterprise. Formulate talent management and development plans: understand the existing talents and job responsibilities of the enterprise, determine the human resource management plan such as job classification, salary system, reward and punishment measures, formulate training and digital development plans, improve the quality of employees, and increase the talent reserve and soft power of Tufeng Enterprise.

To sum up, the purpose of human resource planning information collection is to better grasp the strategic direction and needs of enterprises, analyze the existing human resources situation, determine the future employment needs, determine the direction of recruitment and selection, formulate talent management and development plans, and guide the human resources planning and decision-making of enterprises with elements, comprehensiveness and comprehensiveness.

1. Human resource acquisition refers to the process of finding and attracting those who are capable and interested in serving in the organization according to the requirements of human resource planning and job analysis for the needs of development, and selecting suitable personnel for recruitment.

2. Ways to obtain: 1social recruitment; 2.Organize internal training.

1) Advantages and disadvantages of external recruitment to obtain human resources:

Advantages: 1. Add fresh blood to the enterprise. New employees bring new perspectives and new understandings, which is one of the reasons why companies regularly recruit talents from colleges and universities every year.

2. Externally hired talents invisibly produce a kind of pressure on the internal employees of the enterprise, forcing them to work harder.

3. The way of external employment saves time and training costs of enterprises in some cases.

Disadvantages: 1. The cost is high, and the recruited employees are not necessarily what the company needs.

2. External talents need to spend a long time to understand the company, which will affect the overall performance of the enterprise.

3. It is possible that the external enterprise is only a mobile station for external talents.

In-house training and development of human resources.

2) Advantages and disadvantages of internal recruitment to obtain human resources:

Advantages: 1. The loyalty of employees is high, because employees understand and recognize the corporate culture, and it is easier to establish a psychological tacit understanding with the enterprise.

2. Through internal training, it can motivate employees.

3. To a certain extent, it can save the expensive recruitment cost of external recruitment.

Disadvantages: 1. The training takes a long time.

2. There are only a few people who receive training, which is easy to dampen and affect the enthusiasm of others.

3. If there is no strict training plan and internal promotion system, the cost of the general internal development plan will be very large.

Whether it is external recruitment of human resources or internal recruitment has its own advantages and disadvantages, if enterprises choose to recruit from the outside, they can obtain human resources in a short time, but the talent is not necessarily what the enterprise needs; If you choose to acquire talents through internal training, the time cycle is too long.

There are two ways to obtain human resources: internal acquisition and external recruitment.

Internal acquisition includes access to personnel files and internal recruitment announcements.

External recruitment includes job market, job advertisement, campus recruitment, online recruitment, and headhunting firms.

Recruitment methods are:

1. Publish recruitment information through news media (newspapers, television, radio);

2. Set up booths in the talent market held regularly or irregularly;

3. Search from various talent pool systems;

4. Recommendation of graduates of colleges and vocational schools;

5. Introduction of in-service employees;

6. Introduction of management consulting companies;

7. Introduction of well-known persons;

8. Search through a talent agency (headhunting company);

9. Joint training with education and training institutions;

10. Reinstatement of departing employees;

11. Miscellaneous.

Let's also talk about the phenomenon and nature of "chaotic management".

It was a pleasure to read the newspaper of our client Igor, in which I read an article called "The Phenomenon and Nature of Managing Chaos", which describes the phenomenon in our company. I have sorted out several common phenomena in our daily work and the essence behind them, and I will reflect on them with you.

1.When performing production tasks, some salesmen often go directly to the production department without consulting with PMC to force the production to insert orders, and sometimes do not agree to postpone the affected production tasks after inserting the orders, and complain that the production is not planned. Sometimes we even go directly to the boss to get the "holy decree", which makes the execution of the production plan extremely low - this shows that our salesmen do not actively obtain customer information or do not have an accurate assessment of the customer's product usage.

The production department also has no awareness of how to optimize production, and the most important thing is to understand that the boss is not a "firefighter", and he spends a dowry to ask us to come back to solve the problem for him, not to create a problem for him to solve.

2.When our materials are returned to the warehouse and judged to be unqualified or special by quality inspection, usually the purchasing department will come down to negotiate directly with the quality control officer or quality supervisor. In the end, the material flow to the production workshop found that it is not suitable for production at all - this shows that there are serious loopholes in our quality inspection system, not in strict accordance with the quality inspection standards, our quality personnel should know that the inspection standards are responsible for the customer, responsible for the survival of the enterprise.

3.In the meeting, hindering the friendship of colleagues, may hurt people but is beneficial to the development of the company's sincere words, some people do not say it at the meeting, but after the meeting several people discuss together - this is a typical villain, this practice is not only not conducive to unity but also hurt the friendship of colleagues.

4.In the past three months, there have been two wrong delivery errors when the warehouse express goods, among which the personnel responsible for the express delivery are not only the warehouse keeper of the warehouse, but also the business assistant - strictly speaking, this is a dereliction of duty, the warehouse keeper did not carefully check the number of products out of the warehouse, and the business assistant did not check what products were sent out and which customer's products were sent. By 5 non.

What information can't be specific.