How to play the state-owned enterprise human resource management functions in the staff training strategy

Modern state-owned enterprise human resource management from the previous "labor management" and "people management" changes from the two departments, so as both of complex human resources management, there are two functions, namely, administrative functions and strategic functions. the daily human resources management, such as recruitment, training, payroll, attendance, records management etc are administrative work, which are often not from the nature of the impact on the company's core values, while the enterprises as employees important resource, and efficient development of these resources and use them to improve their core competitiveness to become a strong force, is an important concept of human resource management, which is what we call the human resources management strategy functions. To achieve this strategic goal, the most critical and most effective way of training employees is a reasonable plan.

State-owned enterprises in human resource training, there are many problems, such as a serious shortage of investment in human resources training, compared with Western countries, total income of 1.5% -3.0% for staff training, China's only enterprise investment in training, 1.5% of total wages , has not been established for state-owned enterprises in human resource training sound and mature system, the lack of an effective training system, a single form of training, lack of specificity and so on.

We should give full play to human resources management in the strategic functions of staff training, to provide efficient personnel, human resources management should be the following aspects:

1 to establish the correct concept of training
Human resources management has become an important part of development strategy. People are the real resources management is to fully exploit human resources to do a good job. Thus from the leadership level, we must first establish a people-centered concept, improve human resources in the factors of production in the position to create a good training environment, improve the personnel emphasis.

Meanwhile, the training should pay attention to corporate culture, the importance of human resources can play a role in the enterprise is a key factor in staff's ability and attitude, and attitude of its staff depends on their own for the corporate identity, and internal cohesion, which should be core values, corporate culture, business objectives into the training system to promote enterprise culture and spirit, inspire staff dedication passion for work, in order to fully mobilize the enthusiasm of employees, initiative and creativity.

In the training process, to make the employees to establish the concept of lifelong learning, encourage individual learning, mutual learning among the staff, team learning, while using the Internet to build a knowledge-sharing mechanisms, to create a good learning atmosphere from top to bottom in continuous learning process for efficient human resource development.

HR should establish communication in the concept of the training process by establishing good communication mechanisms and communication environment, to achieve with the communication between employees, time to help staff identify problems, and through communication so that employees communicate with each other, and establish better team spirit.


(2) improve the training system
Staff training should be closely integrated business development strategy, be incorporated into overall development planning framework, it is necessary to meet current operational needs, but also in line with the overall development needs in a proactive mode, ahead of the reserves for the enterprise need talent in the period of time, human resources management according to the company's short-term goals and long-term goal to develop or revise training programs to training programs and business development goals-one correspondence.

At the same time, according to staff training programs as well as individual differences in job responsibilities, targeted formulation. I used to think that the goal of targeted training in order to create business professionals, technical personnel, production and construction services for the enterprise. To IBM, for example, the company's staff training in marketing, personnel account for a large proportion, because of this, IBM was able to build large and complex marketing network, we must also fully understand the individual differences of employees, each employee , because the difference in ability lead to the contribution of the enterprise is not the same as the Human Resources Department should fully explore the staff's personal capacity to match with the job, optimizing the organization team, in order to improve the efficiency of enterprises.

Combination of training to a variety of ways, each training method has its own advantages and disadvantages, human resources management to flexible use of various methods to improve the quality of training, to achieve training objectives. teaching method is the most commonly used during training to the way speakers impart to the trainees through the verbal expression of knowledge, ideas and it can be more than the same time training, which will help control the learning pace, but the mandatory content of teaching, taught by the level of the speakers, learning will be different, and the lack of communication between employees is not conducive to understanding, so in order to achieve better learning outcomes, but also the employees put in practice, so that employees see and feel the operation of production processes, enhance staff discussion and communication between, so will the contents of the lectures have a better understanding, to achieve a multiplier effect.

In short, the perfect training system is necessary to adapt to business needs with integrity, but also for different positions, and individual differences of employees with the flexibility which companies were required to spend a lot of manpower, material and financial resources, but its results enterprises derive benefits much greater than the pre-investment, companies should address the benefits of training.


3. To establish an effective incentive and restraint mechanisms
Good incentive and restraint mechanisms to fully mobilize the enthusiasm of the staff, encourage staff to complete training and better, in order to achieve the benefits of training in the training process, human resource management staff to the training process the performance of timely feedback through spiritual , the material means to motivate staff carefully trained the same time, through the job competition, survival of the fittest mechanism, so that employees self-study, self-training to join, create a healthy competitive environment. Links to free download http://www.hi138.com