How to deal with the new situation of human resources management

2011 is China's national Economic and social Development of the twelfth five-year plan the first year, with the idea of ​​countries for the next five years and targets, considering the future Development trend of China's business Development model to survive the inevitable at this stage will have new features, corresponding to human resources management will be showing some new features and new trends, which require human resource professionals assess the situation and a profound insight into the future business Development, new initiatives, new ways to help companies achieve excellence in , Built to Last. I will report on these issues, start from the following discussion.


First, the next few years, China's corporate human resources management of the new features
1, a substantial increase in labor costs
For the conclusion of the two main reasons, first, to promote Economic growth. The most important force driving Economic growth is investment, consumption and exports, "Troika", and over-investment has been a big problem plagued the national economy, sluggish exports and the trade friction has become the norm. in 2009, for example, the annual total fixed asset investment 22.4846 trillion yuan, up 30.1% over the previous year. annual total 2.2072 trillion U.S. dollars of goods imports and exports, decreased 13.9% over the previous year. Among them, exports of goods $ 1.2017 trillion, down 16.0%. the difference between imports and exports (exports minus imports $ 196.1 billion, $ 102 billion less than last year, so in order to ensure the healthy Development of national economy, the burden of structural adjustment of Economic growth will inevitably fall the shoulders of expanding domestic demand, a substantial increase in purchasing power of residents has become the question of the proper meaning, thereby increasing labor compensation, labor costs is the trend. Second, the state legislation to protect workers 'legitimate rights and interests of .2008, the State to protect workers' legitimate interests, has issued a "Labor Contract Law >>,<< social insurance Law>>, revised and improved <<Injury Insurance Regulations>> and other Laws and regulations, the provinces have increased the minimum wage, pushing the National Federation of collective wage bargaining system, regulate employment, legal employment at the national level has been unprecedented attention, it will also lead to increased labor costs of China's enterprises.

2, increasing intergenerational conflict
The next few years, more than 90 will leave the campus into the community, and with 70, 80 together form the main force in the workplace, while at the grass-roots enterprises, 80, 90, after employees, because of the growth occurred in the environment than previously turned upside down, the look on the world outlook and methodology necessary to solve the problem and at the tip of the pyramid is different after 70, even very different. how to achieve effective communication, proper handling of inter-generational issues will become almost a business must face every problems.

3, stable jobs more attractive
According to the central bank announced 2010 fourth quarter survey showed the business conditions, although good, but the confidence of the entrepreneurs are dropped from a high point, bankers are widely expected policy to "tight", is worried about the macroEconomic potential. " overheating ", while residents expressed dissatisfaction on prices and housing prices. Thus, filled with pessimism and the pressure increases, more employees will be required to meet Maslow's hierarchy of needs theory of security needs, the relative in challenging and adventurous spirit of the work, they prefer stability and safety.

4, short-term labor relations
A long period of oversupply in the labor market, the pattern of the <<Labor Contract Law>> The introduction of the one hand some companies hope to shorten the duration of labor contracts to avoid the policy, making short-term labor relations, on the other hand, it is more the important thing is, although the <<Labor Contract Law>> with no fixed deadlines for the signing of a number of issues have clearly defined, but the older generation of "single-mindedness" of labor relations, after all, is gone, the signing of non-fixed term reference to the labor contract workers in the protection of legitimate rights and interests at the same time, more companies of their choice to provide a more solid psychological foundation.


Second, the response of China's enterprises
According to the previously mentioned next few years, China's corporate human resources management of the new features, the author based on industry experience, and through research, analysis, put forward the following response.

1, a reasonable set organization, full use of professional outsourcing
For the increase in labor costs, companies should be a rational understanding, can not focus on the deduction of profit on staff salaries, but to set a reasonable organization for the sector in recent years, countries may wish to draw the set of "most" system reform ideas, practical, controlled the main, not necessarily large and comprehensive, so that both streamlining administration and reducing the buck-passing, while the company's non-core outsourcing to specialized companies, both to reduce operating costs, improve quality, but also focus on the company's human resources, to avoid excessive expansion of the organization, reducing communication errors in the work, and many other hidden labor costs.

2, a correct understanding of intergenerational conflict, respect for individual differences in understanding
Should be said that intergenerational conflict is a normal phenomenon, along with the social change it every 30-50 years to a more concentrated form. Understanding of intergenerational conflict, I believe that one should focus on intergenerational equity, 80, 90 hate bureaucracy, tend, not accustomed to workplace rules, they are more eager to be treated fairly. The second is respect for individual differences, 80, 90, tend to like unconventional, break the routine, style of doing things is often difficult for business leaders to accept, The author recommends that companies treat their leadership experience may wish to let go, while attention focuses on the results of the process, to allow them to make mistakes. The third is to meet the individual needs and provide flexible working, a generation is often the incentive for companies who mostly Thanksgiving, so All business incentive program is the same, only difference of amount, while the number of 80, 90, after that the company's incentive is that they deserve, for the monotony of bonus content does not increase their loyalty, reward only on demand to be effective, they do not like bondage, relaxed working environment, flexible working hours, extensive bonus content to win more hearts. Links to free download http://www.hi138.com
3, an increase in pay fixed costs, allocation of job responsibilities of science
Since the 1990s, Western companies to introduce modern management system, popular, many companies began to break the fixed-wage system, a fixed salary plus variable pay model, and increasing the proportion of variable pay, which for breaking the "iron rice bowl" is extremely important positive significance to stimulate the enthusiasm of the staff's work, but history always repeated as in progress, as I expected wage model in the next few years will also change, to improve stability of the high fixed wage will be good business to attract outstanding its staff. in Google's case, the company decided since 2011, 10 percent of full pay raise, bonus will be transferred to some of the basic wage. I believe there will be more and more companies adopt this approach. In addition, job responsibilities for attracting long-term employee's role may have been overlooked, in fact, the allocation of job responsibilities of science, so that every post has a 2-3 piece by efforts to complete tasks, others are routine tasks is very important, which Many employees in large part to solve "too busy, busy, busy, idle death", not long-term employee ease the pressure a common problem and it can not only play a role in training personnel, the staff in performing their duties to self increase, but also fair competition for the rotation and staff laid the organizational foundation.

4, set up job training system, highlighting the standard operating procedures
Short-term labor relations makes a smooth continuation of the work in the next few years had become an important issue, whether the release or termination of labor relations staff what sort of job, job importance, a successor to take pay in order to work well there must be complete enough response, I believe, first, set up job training system, along with jobs to go to work, rather than follow the work force, the reporting relationships of positions, working conditions, job content and other structures through the training system , so that every employee know what to do after duty, made of what look like. Second, emphasis is standard operating procedures, through the process of curing, making the company the most routine things, especially things that are rules, reducing the ask, ask other people's trouble, saving communication costs, help improve the quality of work, establish work standards, this large-scale enterprises in personnel is even more important.

In short, recognize the next few years, corporate human resources management in the new situation and propose effective coping strategies, the enterprise to gain competitive advantage, the only way to maintain core competencies, human resource practitioners should be given full attention.

References:
1, Human Resource Management (10th edition • The Chinese version. Gary • Dessler, who Xiangquan editor. Beijing: China Renmin University Press, 2006.

2, to create competency-based corporate culture. Ci Weier, Beijing: Huaxia Press, 2002.

3, 2009, People's Republic of Economic and Social Development Statistics Bulletin.

4,2010 fourth quarter of the country bankers survey report.

5,2010 fourth quarter Survey on entrepreneurship.

6,2010 depositors in the fourth quarter survey reports. Links to free download http://www.hi138.com