When there is a shortage of human resources in the enterprise, what kind of policies should be formu

1. Improve the internal management mechanism of the enterprise.

Some enterprises lack a democratic decision-making system and a sound functional department, which makes the internal management of the enterprise chaotic and lacks a standardized management system.

There is a great deal of arbitrariness in management. Chaotic management system.

It's harder to attract and retain talent. Therefore, establishing and improving the internal management mechanism of enterprises has become a top priority for enterprises, which is an important breakthrough to solve the human resources problems of small and medium-sized enterprises.

2. Do a good job of recruitment and choose the right talents.

For enterprises, talent retention begins with talent. And the important gateway to talent is recruitment. In the recruitment process, it is necessary to understand the candidate's profile as comprehensively as possible, compare it with the job requirements required by the company, and see if it is suitable before making a decision on whether to hire or not.

In the process of enterprise recruitment, it is necessary to adhere to the principle of "the right is the best", and to avoid high or low consumption of talents.

3. Make good use of incentive mechanisms.

Most of the small and medium-sized businesses.

Generally pay attention to material incentives, and ignore the motivational effect of spiritual incentives on employees, which suppresses the enthusiasm of employees to a certain extent, and is prone to the misalignment of incentives and needs. For the average employee, material incentives may be a more effective way, while for the core employees and senior talents of the enterprise, they pay more attention to the need for respect and self-satisfaction.

This requires enterprises to develop diversified incentives in order to more effectively stimulate the potential of employees, and then promote the development of enterprises.

1.Improve the overall salary level of the company, which is higher than the industry salary and can attract talents;

2.According to the needs of the company, increase job recruitment, such as participating in special job fairs.

3.Increase the talent pool at ordinary times.

4.Adjust the company structure to avoid excessive turnover rate.

Management decisions in the event of a shortage of human resources: Leverage the organization's existing personnel and recruit those who are in short supply from outside the organization. Management decisions when there is a surplus of human resources: permanent layoffs, reallocation of personnel, reduction of labor costs.

Considering human resource management issues in an organization's strategy can help companies achieve a competitive advantage. The formation of organizational strategy not only affects human resource management, but also is affected by human resource strategy, and the organization must consider the organization's economic conditions, industry environment, labor market and other related factors from the perspective of the interaction between competitive strategy and human resource strategy. Human resource management, in the implementation of organizational strategy, can determine the direction of staffing in the organization, determine the direction of employee training and any implementation of performance management, and can determine the choice of strategic compensation package.

In times of shortage: improve personnel efficiency! External Recruitment for Shortage Positions!

In case of excess: Layoffs! Strengthen the assessment mechanism for personnel reallocation! Reduce labor costs!

Summary. To solve the surplus of human resources in enterprises, measures should be taken:

1. Permanently dismiss some employees with poor labor attitude, low technical level and poor labor discipline concept.

2. Merge and close down certain bloated institutions.

3. Encourage early retirement and return to internal retirement, and some preferential measures should be formulated for some people who are close to but have not yet reached the retirement age. If the early retiree still calculates the length of service of the pension insurance according to the normal retirement age, the qualified enterprises can also pay a one-time part of the bonus (or subsidy) to encourage early retirement.

4. Improve the overall quality of employees, such as formulating a rotation training plan for all employees, so that some employees are always receiving training, and prepare human capital for the expansion of reproduction for the enterprise.

5. Strengthen training to enable employees to master a variety of skills and enhance their competitiveness. Encourage some employees to seek self-employment, and at the same time, part of the funds can be allocated to start the tertiary industry.

6. Reducing the working hours of employees, and then reducing the wage level, which is often used by Western enterprises in economic depression to solve the temporary surplus of human resources'Effective way.

7. The work and tasks that can be completed by only one or a few people can be completed by multiple employees are shared, and the enterprise calculates and pays wages according to the amount of work tasks completed.

This paper discusses the current situation of human resources supply and demand in China and what measures should be adopted by organizations in the face of human resources surplus.

To solve the surplus of human resources in enterprises, measures should be taken: 1. Permanently dismiss some employees with poor labor attitude, low technical level and poor labor discipline concept. 2. Merge and close down certain bloated institutions.

3. Encourage early retirement and return to internal retirement, and some preferential measures should be formulated for some people who are close to but have not yet reached the retirement age. If the early retiree still calculates the length of service of the pension insurance according to the normal retirement age, the qualified enterprises can also pay a one-time part of the bonus (or subsidy) to encourage early retirement. 4. Improve the overall quality of employees, such as formulating a rotation training plan for all employees, so that some employees are always receiving training, and prepare human capital for the expansion of reproduction for the enterprise.

5. Strengthen training to enable employees to master a variety of skills and enhance their competitiveness. Encourage some employees to seek self-employment, and at the same time, part of the funds can be allocated to start the tertiary industry. 6. Reducing the working hours of employees, and then reducing the wage level, which is often used by Western enterprises in economic depression to solve the temporary surplus of human resources'Effective way.

7. The work and tasks that can be completed by only one or a few people can be completed by multiple employees are shared, and the enterprise calculates and pays wages according to the amount of work tasks completed.

7. Adopt the method of using multiple employees to share the work and tasks that can be completed by only one or a few people in the past, and the enterprise calculates and pays wages according to the amount of work tasks completed. This is essentially the same as the previous method. All of them are to reduce the working hours of employees and reduce the level of wages.

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This requires you to provide specific information. Generally speaking, you can consider 1. The last elimination system. 2. Use the method of job rotation and exchange to cultivate comprehensive reserve talents.

3. Redundant personnel to carry out market expansion and give sufficient space. 4. Dissuade or buy out the personnel who do not meet the requirements of the enterprise. FYI for your reference only.

Answer]: BA, C, and D are all ways for enterprises to solve the shortage of human resources. Merging and shutting down a bloated organization is a common way to address the overabundance of human resources in a business.