On people-oriented, strengthening the modern enterprise network management _ to write papers

Write papers networks: Abstract: In the modern business management, we all have human-centered, all people-oriented, all to human purpose, give full play to people's creativity and inspire people's entrepreneurial passion, so that everyone become the main with a positive attitude to start businesses and their own prospects. This article on how to artificially enhance the modern enterprise management have been discussed in depth, with some reference value.

Keywords: people-oriented business management business management system

0 Introduction
Human beings are social fundamental, is the creator of history, but also promote social progress and decisive force. Modern enterprise management requirements is the full recognition of people's creative achievements, all the people-centered, all people-oriented, all human-purpose, full of people created in order to stimulate people's entrepreneurial passion, so that everyone become the subject of a positive attitude to start businesses and their own prospects.

A people-oriented modern enterprise management to the need for
Good modern enterprise management foundation and prerequisite is to adhere to the people. Enterprises to people-oriented modern management, is the socialist nature of the decision is to ensure that enterprises in the increasingly competitive market economy to grow the key is improve the ability to control the market, enhance vitality and vigor of magic, but also the staff of an important manifestation of the dominant position of enterprises, so we must fully understand the people-oriented modern enterprise management, the importance of the traditional concept of development to the main physical and chemical, that object-centered Hero, ranking, and the scientific concept of development is people-oriented, that is people-centered work, man, people come first, as the "first resource", respected, off by it, rely on of the real man as the measure of development or not, the development speed of the core elements. All the work, especially the management of all aspects of work, bit by bit, to truly reflect the people-oriented, people in a relatively free state, rather than the mechanical equipment as completely controlled, and thus stimulate the biggest highlight the vitality of staff, a huge burst potential. Management a special task, not only is caused by a "production entity" so that this "unity" of productivity than its components sum greater productivity, but in order to better incentives, command and organization of production "unified body "of the employees to do their work, production to create the best quality, lowest cost products and services, and market demand can make the most rapid response. That is to be achieved through their own efforts, less time consuming, manpower, material and financial resources, production of at least defective products and services to meet customer needs.

2 strengthen the modern enterprise management strategy
2.1 modern enterprise management should pay attention to people-oriented thinking
Traditional management theory is based on object-centered, in pursuit of profit maximization as the ultimate goal, completely ignoring the human factor in management fascinated by iron discipline, absolute obedience, and the supreme authority of labor between the employment and become a pure the employment relationship .21-century technology and business competition is competition for talent in the building of enterprise culture, we should more focus on people, vigorously strengthen the "people" building. outstanding business always give priority to human values, physical In the second place. should respect people's thinking, in an enterprise, to be able to hear different voices, business leaders must be able to accept the impact of new ideas, so as to allow the enterprise to maintain their vitality, and can continue to stimulate people's creativity. HP culture has often been called the "HP way" (HP Way) I believe, respect for the individual, respect for employees to be on the top position of Motorola's corporate values ​​are: respect for every employee as an individual human dignity, openness, so that each employee directly involved in the dialogue, make concerted efforts with the company they have the opportunity to play out their maximum potential while enterprises to transform the system, the real focus of the management by the "material" to business in all aspects, especially the production site. to encourage, care for the weight, value and respect employees' ability to tap their inherent potential to maintain employee work practices and the sustainability of practical ability to actually do with the times, enable employees to abandon the enterprise in the past that the high material and energy consumption, low output and emit large quantities of waste for the characteristics of the traditional production process, turning low-cost, high output and use of ecological waste reduction technology, to achieve real social production by the resource type to grab the recycling of deep-seated shift. employee in good faith to achieve a high degree of care and strict management unity.

2.2 The establishment of modern enterprise management system to adapt to corporate pay system, a useful person to keep business
Gradually establish a market mechanism, independent distribution companies, employees' democratic participation, government control to guide the enterprise pay. The outstanding contributions of experts and professionals, on the one hand through a variety of media widely publicize their deeds, to increase awareness and expand social influence, and vigorously to create a respect for labor, respect knowledge, respect talent, and create a social atmosphere, on the other hand, actively coordinate and effectively solve their practical difficulties exist in the work, worries about helping them feel at ease, in an effort to encourage people to pursue their careers to create and support personnel as dry as the cause, helping people Ganhao Shi industry with only environment. Links to free download Center http://www.hi138.com
To an enterprise, for example, to improve the overall quality of personnel, to stimulate learning culture, learning technology, learning the business of passion, the growth of talent flow channels, thereby creating a respect for labor, respect knowledge, respect talent, and create a good business environment, the enterprises adhere to the "performance-oriented," according to "performance pay distribution to key positions, hard-line positions tilt" principle, development <<pay and performance assessment linked to the implementation details >>,<< assessment of the implementation details of crude oil production>> and other systems, from assessment methods, assessment criteria, award factors, and other aspects of the way of cash adjustment to encourage the development of production units in the assessment of the unit practical implementation details, good performance pay redistribution, the formation of a plant, work area, well area three assessment system, front-line employees significant growth in revenue, has been the grass-roots support, staff enthusiasm for production continues to climb, to network, media, pictures and other forms, information technology leaders to achieve a wide range of technical results and more channels to increase the visibility of technology leaders in development of incentives for outstanding technical leaders, giving priority to title promotion, job promotion, treatment and training to go out, and as a reserve for future company technical experts recommended candidates to broaden the technical talent development, and enhance treatment of the production team of highly skilled jobs, improve the career path and encourage the skills taught to go the road. In addition, the set of "stable and harmonious Award", "Production Organization Award", "artificial Efficiency Award", "enhance the quality of awards" and other individual awards, through normalization, periodic contest contest, to promote the professional post production skills to enhance the quality of personnel, to stimulate the production skills of staff knowledge, practice skills, than the level of initiative and enthusiasm.

2.3 people-oriented, comprehensive evaluation method employees
First, the use of scientific and reasonable evaluation method, the introduction of new assessment tools for staff to conduct a comprehensive evaluation. The annual evaluation and assessment into routine assessment. Annual examination once a year, the daily assessment on a quarterly basis. The positions of direct responsibility for staff performance appraisal human their direct supervisor, Human Resources pursuant to this order to provide technical support and service. individual job descriptions developed by the parent in advance, in practical work to be constantly revised according to the specific circumstances, amend the terms attached to the original document, signed by both parties and report to HR record . evaluation object directly under the guidance of their superiors, according to job requirements and the higher authorities of the annual work plan objectives and tasks proposed <<individual annual target plan>> signed by the immediate supervisor approval to become an important job according to the annual performance appraisal. <<Individual annual targets plan "should include the budget content examination in accordance with <<individual annual target plan>> according to different priorities and tasks during the changes proposed <<individual quarterly objectives plan>> validated by the direct superior after the signing of an important basis for a routine examination. "individual quarterly goals Plan>> contents of the budget should be included in the assessment period, if any significant changes in work tasks and objectives, assessment objects to be promptly recorded in the plan to change the situation within the same time To further optimize the human environment. the development of enterprise management personnel evaluation institutions, deepen the income distribution system reform, establish and improve re-performance, contributions, talents and key positions to tilt the distribution of incentives. may, according to the actual situation of the operators who take shares, the risk of mortgage operations and period of stock, options and other incentive allocation is allocated to fully mobilize the business manager's enthusiasm. a good grasp of business managers to implement health projects, to further strengthen the spirit of motivation.

3 Conclusion
In short, the modern enterprise management, we must be people-oriented, to treat employees is to treat yourself, so people and businesses grow together, common development.

References:
[1] Wang Cuili. Enterprise incentive mechanism and its reform analysis [J]. Human resources development, 2009, (10).

[2] Lu Xiangdong. To create a full range of incentive mechanism [J]. Chinese conversion, 2003, (12) Links to free download http://www.hi138.com