Modern SME human resource software management and countermeasures discuss the plight of papers _ Network

Thesis network: one, two practices of human resource management concepts
Modern human resource management is based on personnel management in the traditional growing, the traditional consensus on the part of everyone, such as planning, recruitment configuration, training and development, performance management, pay and benefits, labor relations, etc., is often said that human resources in six modules, it is often reflected in transaction management, we usually call human resources management hard, focused on methodological and technical research and practice, is relatively mature.

And yet for the emerging consensus of communication, coordination, motivation, team building, counseling and human resource management activities, etc., which we call soft management this part of the management activities focus on people-oriented, dynamic flexibility, the so-called eyes of the beholder the wise see wisdom, need further study.

Human resources management and software management is hard on both sides, integrated and unified, it is necessary to do transaction management, but also to do good management of this communication is now facing SMEs in human resources management, management difficulties or soft key below to explore the modern small and medium-specific Corporate human resource software management difficulties and countermeasures.


Second, the plight of modern human resource software management and countermeasures
(A liquidity management
1. On the mobility of employees in here first introduce the east, south of the status quo, and now employees 10% of annual turnover is generally level, but with other financial, securities, service comparison, the manufacturing sector average of 20% -30% , East, South China manufacturing high to reach 50% from the enterprise-scale analysis, the low mobility of large enterprises, small businesses high mobility, which also confirms the Matthew, the strong stronger and the weak weaker from the investment analysis, the low mobility of state-owned enterprises, joint ventures, private enterprise mobility, primarily because of historical factors and psychological sense of belonging at work, from location to analyze, the low mobility of central and southwest, east, south high mobility, the main Economic development issues, the more Economically developed greater choice of employment, the higher the flow will also from work experience to analyze, the old low staff turnover, new employee turnover is high, the organization recognized that new employees need time and guidance, or From the nature of their duties to the analysis, technical, management of liquidity is low, the high mobility of production class, which should be attributed to simple physical strength.

2. Employee turnover causes. Mainly reflected in the remuneration, corporate culture, career development and working conditions and so on. To clarify the reasons for leaving were the right medicine, is the first requirement. In addition, SMEs are now, the new generation of employees gradually increased 80/90, its personality 60/70 staff with very different characteristics, they are the responsibility of, the concept of self-restraint and self-examination is not concerned, but more respect for democracy, freedom, space and attention to self development, working conditions require high attention to quality of life for the new generation of employees management, to understand their personality, understanding their requirements, the implementation of personalized solutions. This is not the staff or leadership to adapt to the company, but company leaders go to meet the staff or otherwise, people vote with their feet, to take leave act, abandoned the company, which is now east and south China's labor shortage SME status quo regulatory requirements, enterprises, other regions may not be the case.

3. Countermeasures under the new situation, mainly two questions, one manager's generous heart, and now the situation changes, the labor market has changed from a seller to a buyer's market, managers corresponding to the attitude adjustment is very important tolerance is , managers must have a guest, the magnanimity, of course, this is the challenge for managers of their own, to do their own denial, and break with the past, management ideas and methods, is a painful process of regeneration of the negative, but once beyond the constraints may be a new perspective while self-break and beyond is a process, not results, adhere to cycle. Another problem is that the world heritage by whom? that is how to treat new problems. who's the Beat Generation , the lost generation, eventually become good builders of the new economy. to believe that new people, training, guidance, educate them, new to the world, after all, to inherit.

(Two career development
Stage of development on career development theory, career decision-making theory and design career anchor theory is the theoretical basis of career development management, not description.

Here to talk about how to look professional development manager.

The first is the revelation of boiling water, we all know, water in rural areas when using wood fire to keep Tian Chai, opened the lid does not always go to see, or it may extend the time to boil water, which made professional development and personal success of the same reason.

The second is about the mushroom theorem mushrooms are grown in the dark, dank corner of no concern, it may also head to the fecal water, but when he once grown, people will use it to cook into a delicious food, and given high praise.

The third is the green leaves red flowers lining in the number of leaves among the different flowers are always subject to people's attention. The most unique things are always interesting, faster and expertise can help individuals succeed.

The discussion of career development for managers of mind, but the new generation of employees might perform not wait, so for the manager's request, that is more than one way to develop employees from the career development of the channel, giving them room for development.

There are also two issues deserve attention: First, for staff career development management are often the phenomenon of Peter, because the staff gave to promote use of high-performing, ignoring the relevant management staff may be insufficient, until promoted to his incompetence. For superior performance can enhance the salary for the ability to give strong position before promotion. But also for the ability to distinguish between employees, is what kind of people let him do anything. Second, the small and medium size is limited, providing career development resources limited, but the expectations of employees for career development are diverse unlimited, limited resources and unlimited expectations of conflict between the wisdom and determination to solve the mind needs courage.

(Three labor relations risk
First, the risk of labor relations in enterprises first in equal employment opportunities and this problem may be we have not a deep experience, most companies now will not be as basic as the European race, country and ethnic discrimination, but the origin of discrimination, household discrimination, health and interpersonal discrimination or discrimination very representative of so-called second-generation phenomenon and official discrimination that is typical of hepatitis B is now the risk of such discrimination is not obvious, but the trends show that it should pay attention to the risk of time. Links to free download http://www.hi138.com Second, now the largest and most corporate labor relations risk is legal risk as familiar with human resource managers should be aware of the relevant labor Laws and regulations as the basis of labor and labor management Law, Labor Contract Law, and as payment of wages labor management practices provisions, working hours, occupational health and labor protection provisions, as well as labor and social security registration requirements of employment and social security system, etc., need to become familiar with which any Item Law, labor management companies are likely to unexpected risks.

In human resource management practice, such Laws risk is always there. And more Economic development, the higher the employees' rights consciousness and now are no longer talking about the basic allow some people get rich first, and talk about narrowing the income gap, reflected in the the development of labor laws to protect labor dispute with the ruling tendency of the weak will be more strong, hope that we can pay attention.

Finally, risk management, labor relations and the plight of one hand, corporate management of risk awareness on the part of corporate management have their own understanding of this issue, especially SMEs, the boss will, any problems persist in their view, the corresponding labor management decisions often hide significant legal risk. SME's top management with particular attention to this, and strive to legalization and standardization of labor management.

The other hand, the risk from government personnel and labor departments and the judiciary for the labor dispute, in general, take the road of the rule of law, but the reality is of men more strong colors, especially the labor dispute arbitration committee or a set of basic administration and mediation Arbitration in one, the Chief Executive will also particular draw, the so-called scholar encounter soldiers clearly reasoned, this is the need for human resource managers to actively coordinate with the relevant administrative departments of things.

(D coordination of human resources
Coordination of human resources management within the labor, which is we often do, in accordance with generally want the principle of legality principle of consultation, tripartite principle and the principle of protection of the weak to engage in, but actually in the management of internal labor relations, if you always legal, regulatory point of view of solving the conflict, due to the rigid rules of law and regulations, with the actual situation must be different, to solve the problem often is more difficult. justified traveled the world, unable to move arbitrarily, it seems that workers have a good reason way, but some of the staff is unreasonable or unclear about rational scholar encounter soldiers from the practice of human resource management, if managers focus on emotional communication, affection, often to achieve good results in this area Employee Relationship Management believes the workers do have a profound experience.

Coordination of external resources, human resources management, mainly in three aspects, first, with institutions such as school ties, to meet the recruitment, personnel training requirements, and second, the links with relevant professional bodies, such as: training institutions, job market, executive search firm so, get business support, third, and administrative departments, such as personnel department, labor and social security departments and judicial organs of the contact, policy support, funding support.

Coordination of human resources management, the first dilemma is a difference between both sides expect the role of human resource managers and positioning. Workers expect to earn more money, less work, less capital owners expect to pay more income, both for human resources managers make different demands, and the corresponding human resource managers should stand in which position? defenders of business interests or the interests of employee representatives? When should these two roles are more business and trade union role of human resource managers or to double thinking, empathy, from which play a coordinating role in promoting industrial harmony. Do not expect business owners to act as killers of human resource managers, line managers that is the function, or even when the labor dispute last seen are not middleman, everyone will suffer. the role of human resource managers is to coordinate the largest role, to reconcile labor-management conflicts, and promote solidarity we struggle together.

The second dilemma is called the strong take-all. Large volume corporate employment, pay taxes and more generally the external sector is also more support for SMEs should be some discrimination of treatment so-called Matthew, the strong stronger and the weak weaker SMEs human resource management should actively respond to strengthen communication and coordination with external resources.

(E) Cross-cultural management
Cross-cultural management is a new modern human resource management issues. Economic development, business expansion, while new opportunities will inevitably bring new difficulties. Cross-cultural management, cultural differences first is the main difference between the values, traditions and cultural differences , differences in religious belief system differences, and language and communication barriers. cultural differences not only between countries, but also in enterprises and between employees.

Cross-cultural management strategies, the first is to identify and understand cultural differences, and cross-cultural training and ultimately to adapt to cultural differences, integration is achieved through localized changes in cross-cultural management, the ultimate goal for cross-cultural management, the main obstacle lies human security-conscious, this is called my breed its heart must be different, so keep an open mind is essential for cross-cultural management. Another is the choice of values ​​and management tools of choice, do not make the mistake of double standards, such as watch Law as you two do not know your exact time table has not only foreign investment, joint venture should pay attention to cross-cultural management, domestic enterprises also have this problem, geographical and cultural differences and differences in levels of education is everywhere present.


Third, the plight of Review and Suggestions
We mainly discussed in the previous liquidity management, career development, the risk of labor relations, human resources management, coordination and cross-cultural difficulties for this part of the management of human resources software, human resource managers will each have a different experience and opinions, eyes of the beholder the wise see wisdom. There is no standard answer.'s response to these issues also reflect management's best management thinking and attitudes.

Soldiers uncertain situation, water, amorphous, can provide policy proposals is to make the management of personnel affairs at the same time pay more attention to human factors, focusing on communication, positive change to adapt to new situations, and promote harmonious personnel to ensure sustained and healthy development of enterprises. Turn affixed to the free download http://www.hi138.com