Why companies are paying more and more attention to human resource management now?

It used to be personnel management, but now it is renamed human resource management, because the most competitive thing in the 21st century is talent! For human resource management, Western countries began to study earlier, although the country is now paying more and more attention, but in practical application, China is not very good, there are too many people do not understand human resource management, the core is people-oriented, only in large enterprises have human resource management departments, with the advantages and conditions of human resource scientific management!

Too many people make it difficult to manage, and China is a complex nation.

Therefore, if you learn human resources well, you can manage them reasonably.

For an enterprise, the human resources department is one of the most important departments, which has the role of selecting, employing, nurturing and retaining the personnel of the enterprise, as well as coordinating the good relationship between the enterprise and employees. Pre-job training for employees who have just entered the company, motivation and training for old employees, performance management of employees, etc.

All the work is done by people.

Even if you are a novice rookie when you just come in, the company takes the time to cultivate and pay attention to it, and the rookie can get better and better.

Maybe the next boss will be him.

Isn't it a win-win situation for enterprises and individuals?!

Because talent is the most powerful force in the 21st century, enterprises cannot survive without talent.

Because from the employment of the enterprise to the last person to leave, it is the human resources department that does it.

In a nutshell, people are becoming more and more sophisticated, or people are becoming more and more conscious of not being fooled, or people are becoming more and more aware of the ...... of demanding work

This society tends to be in the direction of management.

Talent has been upgraded to a corporate strategy.

With the development of society, the management structure of the organization will also change, and a suitable talent can bring a lot of benefits to the organization. Similarly, an unsuitable person may also be a source of cancer cells in tissue.

There is no shortage of talents in this society, and it can be said that everyone may be a talent in some fields, but for an organization, not all talents are suitable for the organization, so choosing the right person in the right position can play a role. Failure to do so could make the situation worse and worse.

Therefore, when a position is vacant in the organization, it is necessary for Bole to choose a suitable Maxima for this position, and sometimes there will be such a phenomenon: a person is very good, but the manager finds that this person is not suitable in any position, and finally can only choose to give up. If you force him in a certain position, the consequences may be unexpected.

Therefore, now human resource management is no longer about selecting talents, but about selecting the right talents, and similarly, internal management is indispensable in incentives, assessments, job adjustments and other trivial and very important work. From this point of view, human resource management needs to be paid more and more attention.

Purpose of Human Resources Reform:

1.Through reasonable management, we can realize the lean and efficient human resources and obtain the maximum use value.

2.By taking certain measures, we can fully mobilize the enthusiasm and creativity of the majority of employees, that is, to give full play to people's subjective initiative.

3.Cultivating well-rounded people. The ultimate goal of the development of human society, whether it is economic, political, or cultural development, must be implemented by people, and everything is for the development of people themselves.

Significance of human resources reform:

1.It is conducive to promoting the smooth progress of production and operation, rationally organizing labor, coordinating labor relations, and playing a role.

2.It is conducive to mobilizing the enthusiasm of enterprise employees and improving labor productivity, and creating a labor environment suitable for labor.

3.It is conducive to the establishment of a modern enterprise system, first-class talents, first-class management, and create first-class products.

4.It is conducive to improving economic efficiency and maintaining and increasing the value of the enterprise's assets, rationally organizing labor, and scientifically allocating human resources, so as to achieve low labor consumption and high returns.

1. Lack of human resource planning

Enterprises do not carry out effective planning of human resources, or do not carry out planning, resulting in a passive position in recruitment, and can not recruit suitable talents for enterprises in a timely and effective manner. The recruitment work is subjectively controlled by the enterprise leaders or the employing department, and the human resources planning is not matched according to the strategic planning of the enterprise, resulting in the recruitment work is not timely, non-standardized, and even lags behind the strategic planning of the enterprise.

2. The recruitment channel is too single or not suitable for the characteristics of the enterprise

Enterprises only choose one recruitment channel when recruiting, and cannot choose the appropriate recruitment channel according to the characteristics and requirements of the position, which reduces the scope of the company's selection of job seekers. For example, the recruitment of the company's professional managers or project managers for middle and senior positions, only choose online recruitment, because online recruitment is relatively easy for sales personnel or functional personnel, and it is relatively difficult for middle and high-end talents to recruit.

3. The participation of the employing department

The non-participation or excessive involvement of the employing department is not conducive to the efficient recruitment process. The whole process of recruitment is carried out by the human resources department, and the participation of the employing department in the recruitment activities does not run through the entire recruitment activities, and the job responsibilities and qualifications of the recruitment positions are not proposed, and the human resources department lacks understanding of the quality requirements and professional requirements of the personnel required for the recruited positions.

In this way, the recruitment pass rate will be greatly reduced, and unsuitable personnel will be returned directly to the human resources department. The recruitment of personnel in some enterprises is carried out by the employing department, and the human resources department only invites the candidates to come over, and the employing department conducts interviews.

4. The recruitment cycle is too long, and the information feedback rate is not timely

In many companies, the connection time between the initial examination and the re-examination is too long, or the employing department does not give feedback on whether the interview is qualified after the re-examination, and even the human resources department does not follow up on the return visit to the applicant in time, resulting in qualified candidates joining other companies due to too long waiting time.

5. The evaluation of the recruitment effect is not timely

Many companies think that the entire recruitment process has ended after completing the recruitment, selection and hiring work, but in fact, they still need to conduct recruitment evaluation in a timely manner. Without a timely assessment of the recruitment, recruitment channels, recruitment process and recruitment costs, it is difficult to identify problems in recruitment and improve the efficiency of existing recruitment.

Human resource management is very important for all business managers because of the following:

1. The realization of all the strategic goals of enterprise managers must rely on people to complete, and human resource management is required.

2. Human resources are the first resource, and compared with other resources, only human resources have the most subjective initiative.

3. Human resource management is not the HR department's own business, and requires the cooperation of various departments of the company from top to bottom.

Human resource management refers to the rational allocation of human resources in a planned manner according to the requirements of the enterprise development strategy, through a series of processes such as recruitment, training, use, assessment, incentive, adjustment and so on of employees in the enterprise, mobilize the enthusiasm of employees, give full play to the potential of employees, create value for the enterprise, bring benefits to the enterprise, and ensure the realization of the strategic objectives of the enterprise, which is a series of human resources policies and corresponding management activities of the enterprise.

We believe that the significance of modern human resource management to enterprises is reflected in at least the following aspects: 1. To the decision-making level of enterprises. People, finance, materials, information, etc., can be said to be the main aspects of enterprise management, people are the most important, live, the first resource, only the management of the "people" this resource, can be regarded as grasping the essence of management, program, program can be seen.

2 To the human resource management department. People are not only the "object" of management, but also the "subject" with thoughts, feelings and subjective initiative, how to formulate scientific, reasonable and effective human resource management policies and systems, and provide effective information for the decision-making of enterprise organizations, is always the subject of human resource management department. 3 To general managers.

No manager can be a "universal messenger", but more should play the role of "decision-making, guidance, and coordination" of subordinate work. He not only needs to complete business work effectively, but also needs to train subordinates, develop the potential of employees, and establish a good team organization. 4 for an ordinary employee.

Anyone wants to control their own destiny, but what they are suitable for, what are the goals and values of the enterprise organization, what are the job responsibilities, how to effectively integrate into the organization, how to develop their potential in combination with the goals of the enterprise organization, how to give full play to their abilities, how to design their professional life, etc., are the questions that every employee is very concerned about and deeply confused. We believe that modern human resource management will provide effective assistance to every employee.

People are fundamental, and without people, there is no team, and there is no organization.

Because the human resources department is a department that can not directly produce benefits, what he does is the embodiment of long-term benefits, so it will not be valued by many enterprises, and many companies only regard the human resources department as a logistics support department.

According to my feelings, it is because the level of people working in the human resources department is very average, and they cannot bring real benefits to the company, just like the department that does miscellaneous work for the company! If you want the company to pay attention to the human resources department, go and improve yourself! As far as I know, Wuhan Siyuan human resources training institution is still good.

The HR department cannot directly bring benefits to the company.