Discuss the characteristics of China s human resources from a macro perspective, and analyze the pro

The characteristics of China's human resources are: the quantity is large, and the quality needs to be improved; Therefore, we are a big country with human resources, not a strong country with human resources, and the way to develop from a big country to a strong country is to improve the quality of human resources. In 2010, the state issued the 2010 2020 talent development plan, which aims to improve the quality of some human resources and drive the improvement of the overall human resource quality.

Human resource development includes three levels: national human resource development, organizational human resource development and individual self-development. The problems existing in the development of human resources in China at these three levels are as follows:

1) The platform for national human resource development has not yet been built, such as the disconnection between education and practice, the weak medical security, and the need to improve vocational access qualifications; (2) The development of human resources in many organizations is not scientific, and they still hold the concept of attaching importance to material resources and despising human resources, and "rule by man" overrides "system"; (3) Personal self-development is staged, and the concept of lifelong learning has not yet been formed, and most people still uphold the old concept of "people do not learn art when they reach 30".

Go to the right industry, and then according to the right industry, you will know what the problem is with the certificate.

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.

Hello, I'm glad to answer your questions Oh dear, I hope mine can help you <>

1.What are the important perspectives of human capital theory on human resource development? How do you understand the role of human capital in modern economic growth.

Hello friends, here are some specific points:1Invest in the improvement of human capital:

Improving human capital can bring long-term economic benefits to businesses and economies. For example, by providing training and learning opportunities for employees, their skills and knowledge can be enhanced, which will help improve the productivity and market competitiveness of the enterprise. 2.

Education and health: Especially in the modern economy, it is important to invest in education and health. By investing in human capital, you can improve the health and education of your employees, so that they will perform better at work, making a significant contribution to business and society.

3.Cultivating Employees' Business Acumen: Human Capital Theory also points to an important point that Yuliang transforms employees into innovators and entrepreneurs by cultivating their business acumen.

This can help employees better adapt and respond to challenges, while also promoting economic development and innovation. In the modern economy, the role of human capital is crucial. Human capital is an important driver of modern economic growth, bringing together knowledge, skills, and experience to create new competitive advantages and innovations.

Therefore, in the development of modern economy, it is necessary to invest heavily in the cultivation and upgrading of human capital, and promote high-quality and sustainable economic development by cultivating high-end talents and improving the quality of labor.