Strategic Perspective on Human Resource Management

Abstract: Strategic human resource management perspective is to address three core mission efficiency: structural efficiency, operational efficiency, innovation and efficiency to our real estate company H of human resources management, for example, to analyze and discuss this issue.

Keywords: Strategic human resource management efficiency of the three core

Now many companies found in management from a strategic perspective on human resources management, will make business not only for human resource management will play a multiplier effect in itself, but also the ability to implement corporate strategy through human resource management across the enterprise to which .

From a strategic perspective to talk about human resource management, can better reveal the nature of the company's operation, the key to grasp the lifeline system, the process of organizational development to solve the core issue of troubled entrepreneur, the relative level from a technical and professional level, more depth, wider field of vision. Collins and Perth that a good corporate vision should include two parts: core beliefs (core Ideology) and the next scene (Envisioned Future). The former includes the core values ​​(Core Value) and the core mission (Core Purpose), to the provisions of the company's basic values ​​and the presence of the reason is the same thing long-term business, which would include 10 to 30 years of efforts to achieve the ambitious vision (Big, Hairy Audacious Goals, denoted BHAG) and its vivid description (Vivid Descriptions), they are expected to go into business to create, and the need for significant changes and progress in order to obtain something, its role is to stimulate change and progress, under the guidance of the strategic human resource management can the realization of this vision to ensure that enterprises in the corporate strategy of human resource management perspective is to solve the three main efficiency: structural efficiency, operational efficiency, innovation and efficiency of our real estate company H of human resources management, for example, to analyze and explore this problem.


First, the efficiency of human resource management structure
The efficiency of human resource management structure, that is, from the adaptation of people and starting positions, namely, how to find the right person and arrange a suitable job. According to the analysis of business development strategy, job characteristics, look at the quality of preparation and skills of incumbent meets the job requirements. In explaining white Han emperor Liu Bang's success has been said: "Cardiff strategist, winning thousands of miles away, I as the ovary, town country, ask people to feed rates, I as Xiao, even millions of the public, win, attack will take, I as Han. three were all odds, I use it all, so I take this world who are. "In other words, whether management or the management of state enterprises, we have to pay attention to people and post the matching, but we in the process of H's research revealed that the appropriate rate is very low post, "shoddy" is serious and competent people is difficult to find, because even hire a company cause the loss quickly, usually senior management hired from the outside does not exceed one year. the loss of business executives shortly after find the right person, you can only find some on the job less capable people to play matches. "No donkeys pull carts, use of dogs to pull" is the appropriate result in the main low post. There are some original and start over with the person the boss, who has made a significant historical contribution to the company, as the company's rapid development, it is difficult undertake the important task of enterprise management at this stage, the company management is a major weakness of the company managing the project team members and the head of people, have maintained more than 80% of these officers the same time, the company has not set complete recruitment system to recruit highly arbitrary, the boss always believed his cronies and internal staff who recommended that people do not come out of this big problem, can not do the work no matter, as long as previously done similar work, is introduced, can be hired. Finally, the resulting positions of the requirements out of touch with basic personal ability, job matching is more doubtful, so in the recruitment, selection and training needed for individual and job requirements of a reasonable scientific analysis, from the perspective of corporate strategy positions the structure is reasonable, considering the efficiency of job configuration, to find the right people, a reasonable match to improve organizational performance.


Second, the efficiency of human resources management jobs
Is how to make the incumbent full value organizational efficiency on the one hand is reflected in human resource management on the efficient implementation of policies, on the other hand, the performance goals for the organization and successful completion of organizational strategy and other aspects of efficiency. can also be said that organizational efficiency is an investment in a given level below the maximum output, representing the level of satisfaction with various aspects of the organization. an efficient organization that is organized under the guidance of corporate strategy, human resources management operational efficiency is to organize the basic method to achieve this goal. To make the full value of the incumbent to complete the organizational efficiency, specific human resource management from the point of view, is to establish an efficient job management mechanisms, including oriented mechanism, dynamic mechanism, enhance the mechanism , control mechanism, improving organizational efficiency.

1, the guide mechanism mainly is simply a strategic management level employees on the establishment of the organization's expectations, pulling the behavior of employees, including the enterprise's value proposition, work, standards of conduct, business objectives, etc. In the real estate company H, each will hold a quarterly business analysis, project marketing control of each will be held at the end, analysis of each quarter, the monthly target of completion, so that each employee is aware the company project development, operating conditions change, and each of the next phase of the company employees of the requirements it has done very well, but the direction of the company on corporate strategy, value proposition, the working standards of conduct and other issues, has been no systematic, resulting in staff not properly understand the business objectives and management requirements, these management requirements is difficult to effectively be executed, even the implementation of aliasing.

2, the dynamic mechanism through evaluation and reward policies to stimulate the enthusiasm of those working to maximize value, while identifying those who do not meet the job requirements, to eliminate or adjust post. Compensation is to get employees to work for the organization of various He believes that valuable collectively, including economic compensation (salary and non-economic compensation (within the organization's status and level, and even the degree of individual employees to value for H Company, the Remuneration and has been troubled by years of corporate human resources management problems with pay and pay adjustment factor of fuzzy randomness, all have the staff to play a significant impact the value of the company founded 10 years ago, has been in use the original salary and evaluation system. pay are the bosses have the final say not a fixed, open, fair wages calculation, assessment is only the form, not content, but there is no clear assessment indicators, similar to the 360-degree assessment method, by the company, all the top above the middle score, generally by all company employees staff scoring average last take in the course of our investigation, it was clear that "some employees are not met, so how do I score? playing and not playing are not responsible for the performance." popular good but do not do practical things people tend to score high, but usually do not speak the successful completion of tasks but scores are not high, so that the performance appraisal results in serious injury to some extent, the enthusiasm of the staff in the assessment and can not do on the economic rewards justice, not to mention more pay in the non-economic justice on a. calls for a scientific and rational system of remuneration and with the support of corporate strategy, human resource management power to establish a mechanism for H is the company's human resource development , is the inexhaustible wealth. Links to free download http://www.hi138.com 3, to enhance the mechanism of basic business corporate strategy, including corporate strategy and business development strategy. companies operating process, according to corporate and external environmental changes to adjust their business strategy, but also targeted, phased manner to enhance the quality of staff, the quality of staff to meet the business requirements of sustainable development at all stages, but in the H companies, often based on practical requirements of the situation to develop and enhance staff, not the employee's career planning into corporate strategy developed. training and promotion is performance oriented, and project management for front-line staff, sales staff, would be very seriously, often operational training, etc. to promote their improvement, and even a certain career path, but the functions of logistics and personnel, but that everything, training is also a blank, let alone a career development channel. a long time, logistics and office functional departments how to do the job, keep up with the company's development? develop a long-term, effective integration of corporate strategic objectives, personnel training plan, the H's urgent need to address the problem.

4, the control mechanism in the corporate strategic goals under the guidance of it to solve two problems: First, in the human resources system based on different management levels to set the internal control points, the second is human resource management and control and business control of coordination, which along with size of the organization's growth and its importance has become increasingly prominent, but in the H's, the boss will never complain about the centralization of the management topics, wit a person responsible for the boss, who do not trust, who does not authorize the company during the human resource management consulting process, each time to open high-level exchanges will always offer three or four times, not temporary to a customer is on the outside has not come back so why, let H's boss always feel exhausted. In fact, centralized management can not say whether there are advantages and disadvantages of the points, but based on the company's current situation, the biggest problem is not in accordance with its corporate strategy and business conditions in the human resources system set up different layers of management to effectively internal control points, resulting in management inefficient, while management has not improved their ability to always be at the level to be subject to, say what you do on the line, there is no independent decision-making and the opportunity to reflect. management at all levels, the result in autonomous decision-making weakening of consciousness, but also increase the over-reliance on the boss, the courage to take the initiative to form the final decision-making and responsibility are less and less, and management efficiency will be more low of the company now is a country with several projects in development, sales several hundred million of local large-scale real estate company, has set up following a number of division, but the headquarters division in project development, project management, cost control, human resources management, corporate transactions such as the management interface has been in a gray area , there is no clear division of labor, we passing the buck and finally lead to some projects by the government as procedures for missing penalties, and even some of the projects on the new front-line employees for six months and no labor contract issues, is relevant department for investigation.


Third, the efficiency of human resources management innovation
The efficiency of human resource management innovation is to solve the human resources system and adjustment of corporate strategy, industry competition, organizational stage of development suited to the problem.

Human resources management innovation is a dynamic process, reflecting the human resource system itself the ability to respond to environmental change, but in H's view, the company's strategic adjustment, division lead to the establishment and development of new projects and more complex organizational structure , the relevant job skills required quality of personnel has changed, human resource matters with relevant departments to increase coordination, but how human resources management system and management functions of the innovation to foster the company's core competencies, how to adjust the organizational structure so that by updating more relevant to business development needs, etc., has not been simultaneously thinking, which are formed at this stage affect the company's bottleneck in the rapid development and now, as China's real estate industry to become the people's livelihood important issue, the state regulation of the real estate industry increasingly more frequently, at all levels of government policies introduced by the influence of the more prominent businesses to analyze the evolution of a good grasp of the law of the real estate industry organizations, a good grasp of the characteristics of each evolutionary stage, and thus the associated human resources strategy choices, etc., are Human Resources Management is an important issue.

Overall, the efficiency is superior to the human resource structure operating efficiency, because peers and business people more than you know where is more important, while innovation is efficiency in human resources management throughout the entire process only in the analysis of corporate strategy perspective human resources management, a good grasp and solve the three major human resource management efficiency, such as human resource management system for improving corporate strategic development goals, the establishment of the enterprise's core competitiveness will play a decisive role.

References:
[1] Collins JC, Porras J I. Building your Company's vision. Harvard Business Review, 1996 (5): P65-77
[2] Zhao Shuming <<human resource strategy and planning ", China Renmin University Press, 2002 edition
[3] Luo Mingzhong Human Resources Management factors affecting the efficiency of its mechanism, social scientists, Social Scientist, 2003 07 (Total 102
[4] Yugang <<strategic management behavior>>, China Agricultural University, 2000 Links to free download http://www.hi138.com