Human Resource Management Problems and Solutions Seminar _ Paper Network

Thesis network: Abstract: How the right time, right place, with the right people, the most satisfactory completion of work, and so get the most satisfaction in staff salaries, companies obtain the maximum benefit, this is a successful and sustainable business the key to development. In this paper, to clarify a number of theoretical issues of human resource management, based on the analysis of corporate human resources management problems, and propose countermeasures.

Keywords: human resources management strategies of human enterprise is the product of a certain historical period, is a vibrant social and economic cell, is made up of people, financial, and material goods and services provided by the three interactions of the complex as the only three with the initiative of the individual, naturally assume through the implementation of planning, organization, personnel, leadership and control of basic functions, and organize and coordinate the effective use of internal resources to achieve the desired goal of the task. corporate human resources management as an important part of business management human resource management has become a scientific and rational use of corporate success.

A number of theories of human resource management issues 1.1 The concept of human resource management and its characteristics.

Human resources management refers to the complete enterprise management and overall objectives, affect their behavior, attitudes and performance of a variety of business management policies, practices and institutional arrangements, it has the characteristics of the following aspects: (1 initiative: Human resources management activities, it has initiative of the people in the dominant position, (2 timeliness: the formation of human resources management, development and utilization by time constraints in a dynamic equilibrium, (3 ideological: the dominant position of people with ideas, is full of vitality, which is characteristics different from other resources, (4) a comprehensive social: human resource management activities not only refers to contact a win-win results, but also concerned about the attitude of the individual, psychological satisfaction and other indicators.

1.2 Human resource management objectives and content.

Human resource management objectives is the business strategy and business objectives and consistent performance improvement goals, and in this context to achieve revenue maximization, utility maximization and to maximize satisfaction, including internal staffing (plan, recruitment, placement, personnel training and development, incentive systems, salary and welfare system, performance evaluation, team building and so on.

1.3 Human resource management functions.

By selecting the appropriate method together to accomplish common goals is expected to supervise and coordinate the functions, services provides advice and assistance role.

1.4 Modern human resources management strategy content.

Are: (1 global competitive strategy: the development trend of economic globalization requires the most competitive enterprises to establish the structure and organization of personnel to meet the needs of development, (2 Total Quality Management strategy: The quality of personnel and technical personnel, organization and human resources management, production of products that meet customer needs, transforming the product oriented thinking departure from the thinking and understanding customer needs and establish a comprehensive quality management system, (3) performance improvement strategy include: improved employee performance, organizational performance the nature of the improvement and management improvement.

Second, human resource management problems in China, especially in some large and medium state-owned enterprises in the reform process, the understanding of the role of human resources management bias exists, its human resource managers do not fully understand the importance of human resource management responsibilities is to coordinate and supervision, and regarded as the concentration of power sector, resulting in centralized authority, management out of touch, unfair, and to stimulate conflicts and other issues, seriously affected the company's strategy implementation and smooth progress of reform, human resource management problems mainly in the following areas:
2.1 Human resources management strategy chose to ignore environmental factors, human resources management system lack of competitiveness.

Strategic human resource management options are generally based on enterprises are facing the situation is different for the pressure, the main global competitive strategy, total quality management strategy and performance improvement strategies, often through the lure of investment and participation, etc. to complete now Some companies such as Haier, General Motors, Procter & Gamble have successfully achieved the building of human resources management strategy and implementation and has achieved remarkable success. Thus, in urgent need of reform in the late start copy or imitate a sound like some companies have to follow , but they ignore the important role of environmental factors, with predictable results and some enterprises in the reform process is still use the old concept of institution-building, employment principles, a 'one officer, everyone benefits,' 'the people depending on their such as wild beasts, such as class enemies you as people, 'the chaos, ignoring talent, ability, and environmental needs and construction, resulting in a huge waste of talent and resources, the lack of a wide range of information exchange and communication, human resource management system like a mirage, and the actual divergence, so that enterprises in the context of economic globalization, loss of competitiveness, and even lead to failure of the reform.

2.2 the lack of a comprehensive staffing plan, there is understanding of the mechanisms of training errors.

Personnel selection, configuration and use is reasonable, which is related to business development success or failure of a major event, a number of successful domestic and international companies such as Haier, Procter & Gamble, Toyota and other companies to rationalize the allocation of staff are under the foot work in the global economy wave environment, companies want to scale in existing markets and on the basis of a more long-term development, we must adapt to the environment and further to infuse new strength. Some enterprises in the training on the issue of misconceptions: (1 that the training time-consuming, useless, or that training is subordinate their own thing, so half-heartedly, objectives and results vary widely (2 to develop training programs is not perfect, there training methods of selection and training process of negative communication, lack of training results of the assessment mechanism on other issues, (3 training, time, personnel inappropriate choice of target setting improper training can lead to the healthy operation.

2.3 deficient incentives, performance evaluation mechanisms need improvement.

Motivation of human resources management is an important part, its effect will have a direct impact on the level of enterprise productivity and level of development. At present some companies of the incentive system design and implementation of the lack of appropriate flexibility, resulting in lack of enthusiasm of the staff a corresponding increase in business less competitive. Performance assessment is an important component of human resource management an important part of management control and management tools . some enterprises in the assessment process because the system is imperfect, improper operation and have some questions: (1 lack the necessary communication, leading to poor communication between the upper and lower levels, differences of opinion, conflicts, (2 training is not enough to treat the main cause assessment not objective enough to determine the content of assessment, (3 lack of appropriate feedback and complaints system, resulting in loss of the expected results of the assessment role, (4) evaluation criteria and evaluation method of choice is not comprehensive, accurate, appropriate and in accordance with the specific business-related content and related assessment need to be, otherwise it will lead to results of the assessment is not objective and fair, less than satisfactory results, (5 responsible for the assessment of the role, significance and evaluation of lack of understanding of the definition of success, resulting in superficial assessment process, failed to play an important role in evaluation system .

2.4 Compensation and benefits administration the legitimacy to be improved.

Staff salaries and benefits is labor income, the source of the cost of living and security, to achieve corporate strategic objectives is to promote an important tool for the design and institutional arrangements related to human resources management has been one of the issues most concern, however, in the specific operation exposed some of the problems, but a serious infringement of personal interests and national interests, so that further deepen the polarization degree. For example, in wages, and now widespread use of two points or one-third of the system, is to pay part of the punch, as the basic insurance certificate and partly in form of cash. As a result, reduce business expenses and taxes, insurance, expenses, increase the amount of the burden on individual employees, allowing employees to reduce the amount of the corresponding benefits insurance. Again, poor sense of self-protection of employees, to meet in fed and clothed, while ignoring the law and within the corporate environment should be based on the corresponding provision of basic welfare and security.

2.5 rational development and utilization of information resources need to be strengthened.

information as a medium, is the business an important part of the living environment. Rapid and comprehensive grasp, digest, absorb, use, transform it, making it an important force in the development of enterprises, which is critical for enterprises in the modern human resource management information system integration in every aspect, and plays an important role, specific performance: information capture, collection, acquisition, analysis, use, feedback, etc. However, some companies are often overlooked in the course of certain aspects of its role that compared with other areas, its effects can be ignored. For example, do not pay attention in the performance appraisal feedback, easily lead to unfair and not objective phenomena occur, affect the achievement of objectives. another part of the lack in talent demand the appropriate information collection and survey analysis, easily lead to increased production costs, brain drain and waste, can lead to internal conflict deepened.

Third, human resource management in response to problems of social and economic environment when the environment changes in organization, human resource managers must also conform to this trend, to adopt new strategies to acquire new capabilities. Improve the understanding of the role of human resource management, change their ideas at the same time, propaganda work, completely changing ideas of employees, therefore, for human resource management problems, consider the following methods to resolve:
3.1 Human resources management should establish a 'people-oriented' management philosophy. Links to free download http://www.hi138.com human resources and management related to the survival, development and social progress, enterprises face the fierce market competition, we must uphold the 'people-oriented' science of human resource management, and promote the businesses and employees the common development of China's accession to the WTO, with the talent competition becomes more fierce, requiring human resources management to the enterprise in the world of human resource requirements to respond quickly, and take effective measures to coordinate the allocation of human resources, only a 'people first' strategy, the staff's enthusiasm and creativity to be able to play to enterprises to survive in the competition and developing.

3.2 full account of human resource management strategy of adaptation to the environment, improve human resources management system and improve the competitiveness of enterprises.

Here both the laws and regulations, environmental factors, labor market and other external factors, including the existing corporate culture, human inventory status and regulations, internal factors such as economic and technological strength. 'Survival of the fittest, not those out of' survival of the criteria we any time, the principle should not be ignored, human resources management strategic choice as well. The new, expanded human resource management system needs to operate with high efficiency of the institutions, high-quality management talent and potential innovation. The core competitiveness of enterprises is not only reflected in the leadership, the department or some person, is also reflected in the institution-building organization, vitality and affinity groups and other aspects.

3.3 Staffing reflects the comprehensiveness of the training routine.

In staffing, the enterprises should especially do the following tasks: (1 full investigation business needs, develop relevant requirements planning, to reduce costs, Careers, (2 advance to recruit staff training to improve their quality and technical level, ( 3 good internal publicity and ideological work, to avoid internal contradiction, (4 try to provoke people's enthusiasm and creativity into full play, to avoid wastage, (5 good recruitment results of performance evaluation, to detect weaknesses and shortcomings, and to to correct. training is essential for businesses as part of improved staff skills to enable businesses to better accomplish the goals set to improve efficiency, enhance the development potential, which in turn motivate employees to increase their enthusiasm and creativity force. training should be a continuous daily work.

3.4 incentives to reflect the flexibility, performance evaluation institutionalized.

Incentives as a means, which aims to dovetail with organizational goals combined to improve performance, it is a full range of mobility for enterprises to create a good environment for development, so that enterprises in the healthy development of the strategic route, which requires companies attention to the establishment of flexible incentives, which is a flexible mechanism which requires companies based on a comprehensive analysis of the status quo, take full account of the time, position, cash flow, policy and other factors to establish flexible use of multiple sets of incentive system, for example, there is the production large seasonal, which requires enterprises to establish production period and non-production period two systems. flexible mechanism called for greater material rewards of fairness, transparency and information feedback construction to expand the spiritual rewards. the establishment of human culture and incentives, give employees more respect, trust and care, to strengthen mutual communication and exchange, making it a more holistic process at work, independence, creativity, challenge and mission. flexibility, the private sector than the state-owned business is much better its superior incentives for companies to attract and retain talent, improve performance, increase employee their own quality, creativity, and maximize the potential of the inner play. can objectivity, fair and effective manner performance assessment, individual, group organization and management of performance assessment and set up a bridge between the performance evaluation is to determine the key to success, no wonder some people think that human resources management, performance evaluation is the most difficult tasks in the field as a bridge not only to understand the performance evaluation employees currently working conditions and to evaluate them, but also for business determine the future objectives and standards based on the information provided, but also can improve employee productivity while stimulating their potential. performance evaluation in the study and evaluation of performance in individual or group work regularly, becoming a formal system.

3.5 Compensation and benefits management standardization.

This requires countries to establish a more comprehensive monitoring system, companies in raising awareness of the law while doing publicity work, and better construction and development of user-friendly strategy, the strategic goals for the foundation in the implementation of the salary and benefits management process follow a fair and competitive, incentive, economic and legal principles and pay attention to the following points: (1 business according to business development and financial planning capabilities, will be used for labor costs accounted for the major part of the compensation and benefits to match to compensation as a lever to motivate employees to create more value for the enterprise as the basic criteria, and implement according to labor unpaid, Jiangqinfalan and embody the spirit of performance, (2 enterprises to effectively use pay and benefits to meet the functional and test employees for their labor, At the same time, and performance management has a complementary relationship between the operation and assessment methods, from the responsibilities, rights and interests angle specifications and enthusiasm to mobilize staff positions (3 and complement the social security system to give employees real salaries for staff the relative effort and reward felt reasonable.

3.6 Development and utilization of information resources rationalization.

Rapid economic development in the global environment, development and construction companies to meet the same time to promote the transformation of information to knowledge, knowledge management, rapid and comprehensive grasp the pulse of world economic development, to meet the information interactive era. The rapid development of science and technology and full penetration of the modern enterprise human resource management provides a number of facilities, improve work efficiency. enterprises should improve the means of modern human resource management, establishment of computer decision support systems to achieve information management. With the growing service sector of services rich and detailed, companies can file management, social security and other professional business outsourcing, which will not only help save costs, but also improve the quality and efficiency of handling affairs.

? well-known economist Herbert Simon Professor told us: 'If we really want to improve business management, it must be to create a combination of law and market rules to carry out business innovation.' This requires our business continues to identify problems, correct the problem in advance our reform is carried out in the dark, there will inevitably be this or that problem, the key is how we treat, how to make the problems, difficulties into force, the ultimate success. Links to free download http://www.hi138.com