Human Resource Planning Has a Key Part to Play.docx

Human Resource Planning Has a Key Part to Play.docx

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HumanResourcePlanningHasaKeyParttoPlay

HumanResourcePlanningHasaKeyParttoPlayinBuildingtheCompetitiveAdvantageofContemporaryBusinesses

1.Introduction

Enterprisehumanresourceshavebecomethekeyresourcestowinthecompetitiveadvantageandplayanimportantroleinthedevelopmentofenterprises.Intheenterprisemanagement,itisveryimportanttoenhancethelevelofhumanresourcesandchangethehumanresourcesmanagementfrompotentialproductioncapacitytointernaldrivingforce.Agoodenterprise,onlybyadjustingthequantityofhumanresourcesproperly,allocatinghumanresourcesreasonably,carryingouteducationandtrainingintimeandeffectively,andeffectivelycooperatingwithpersonnelincentivepolicies,canagoodenterprisegreatlyimprovetheproductionefficiencyofenterpriseproducers,createmorewealthandcreategreatervaluefortheenterprise,andmaketheenterprisealwaysinthedominantpositionofcruelmarketcompetition.Humanresourceisthemostdynamicforceinthedevelopmentofenterprises.Itisaspecialfactorofproductivity.Itcanbringgreatbenefitstoenterprises,especiallyintheeconomicsocietyandthedevelopmentofmodernenterprises.Therefore,attachingimportancetohumanresourcemanagementcanmakegooduseofgoodpeopleanddogooddeeds,whichcanmaximizetheinterestsofenterprisesinacertainrange.Therefore,itisnecessaryforustostudytheproblemsofhumanresourcemanagementinenterprisesandputforwardcorrespondingimprovementmeasures.Afterinvestigationandanalysis,theproblemsofhumanresourcemanagementinmodernenterprisegroupsaremainlyreflectedinthefollowingaspectsPutforwardcorrespondingmeasurestoimprovetheproblems.

2.Problemsofhumanresourcemanagementinmodernenterprises

2.1Professionalqualityofenterprisepersonnel

Atpresent,smallandmediumenterprisesgenerallyexisttheproblemsofhumanresourcesmanagement,suchas:

theoverallprofessionalqualityisnothigh,personnelstructureisnotreasonable,high-qualityhumanresourceslossseriousadversesituation（Dimitrios,&Kanellopoulos.,2012）.Highqualitymanagersareoftenfamiliarwithcapitaloperationandunderstandinternationalrules,buttheseseniorfinancialhumanresourcesareinshortsupply;inaddition,professionalandtechnicalhumanresourcesarealsointhesamecondition;thereisashortageofexport-orientedhumanresourceswhoaregoodatmasteringthemarketandunderstandinginternationalpractices,whichmakesenterprisesunabletoadapttotherapiddevelopmentofmoderneconomy.

Traditionalenterprisesshouldchangetheconceptofstaffrecruitment.Theemploymentoftalentsdoesnotnecessarilyhavetobelinkedwithacademicqualifications.Higheducationdoesnotmeanhighability.Intherecruitmentprocess,therecruitershouldnotblindlypursuethehigheducationbackgroundoftheapplicantandtendtovaluethesuperficialphenomenon,butalsoinvestigatethecomprehensivequalityandabilityoftheemployees,especiallytheabilityrequiredbythepositiontobeappliedfor,soastoavoidpayingattentiontotheeducationbackgroundandneglectingtheability.

Theimportanceofimprovingtherecruitmentprocessismentionedabove.Therecruitmentsystemofmanyenterprisesisfoundoutinthespecificpractice,withcertaindefects.Accordingtothesedefects,enterprisescaninviteprofessionalhumanresourcemanagementconsultantstodesignreasonablerecruitmentandtrainingprocessofhumanresourcemanagementforenterprises,andfurtherrefinetheresponsibilitiesofhumanresourcemanagementdepartment,soastomakehumanresourcemanagementmoreperfect.

2.2Problemsofcultivationsystem

Intermsofhumancapitalinvestment,thereisinsufficientfinancialsupportandlackofstandardizedtrainingsystem.Intheprocessoftraininghumanresources,thelimitationoffundsandthelackofsystemcaneasilyleadtotheproblemsofunplannedtrainingandlowefficiencyofcapitalinvestment,whichwillgreatlydampentheenthusiasmoftrainers（Markaki,E.N.etal,2012）.Therefore,theestablishmentofastandardizedandsoundtrainingsystemplaysanimportantroleinimprovingtheprofessionalqualityofemployees.Itisnecessarytostrengthentheenterprise'sinternalpersonneltraining.

2.3Lackofeffectiveincentivemechanism

Thereisaseriouslackofeffectiveincentivemechanisminsomemodernenterprises.Thestate-ownedenterpriseshavefailedtoestablishascientificsalarysystem.Inaddition,theassessmentmechanismisnotperfect,andthereisalackofscientificevaluationmeans.Therefore,itcannotbeusedtoanalyzethedifferentneedsofemployeesaccordingtoscientifictheory.Differentincentivemeasuresforemployeeswithdifferentneedsareimpossibletoimplement.Iftheincentivepoliciescannotmeettheindividualneeds,itwillleadtothelossofpersonnel.Therefore,theestablishmentofaneffectiveincentivemechanismrequiresustoestablishastandardizedandscientificsalarysystem,assessmentmechanismandincentivemeasuresaccordingtotherelevanttheoriesofhumanresourcemanagementandsomeadvancedexperience,accordingtothedifferentneedsofdifferentpersonnel,soastogivefullplaytoindividualinitiativeandcreativity（Zaderei,A.,2020）.Asuccessfulenterprise,itscorporateculturespiritshouldalsobeperfect,withthecorporateculturetoincreasetheenterpriseappealandcohesion,improvethestaff'ssenseofidentityandbelongingtotheenterprise,sothatthepersonalinterestsandenterprisebenefitsarecloselycombined,canplayajointforce,breakoutmoreenergy.

2.4Humanresourceplanning

Mostofthesmallandmediumenterpriseslackofreasonablehumanresourceplanning.Inmodernstate-ownedenterprises,humanresourcesareallocatedbythestate.Thepersonnelmanagementofenterprisesistoosimple,andenterprisesdonotneedtomakehumanresourcesplanning.Underthecurrentmarketeconomysystem,althoughenterpriseshavetheautonomyofemployment,theyarenotawareoftheimportanceofenterprisehumanresourcemanagementplanning,andhavenolong-termvisionforthefuturehumanresourcedemandoftheenterprise（Mozolev,O.etal,2019）.Duetotheshort-termeconomicbenefits,theyneglectthedesignofthegroup'slong-termdevelopmentstrategy.Thereisnoreserveofhumanresources,letalonehumanresourcesThedevelopment,managementandutilizationofresourcesareplannedfromthestrategiclevel,whichisoftencalledforandusednow,whichisextremelyunfavorabletothedevelopmentofenterprisesinthelongrun.

3.Improvementmeasuresofhumanresourceplanningproblemsinmodernenterprises

3.1Buildingateamwithmultiplespeciality

Enterprisesactivelyintroduceexcellenthumanresourcesfromoutsidetoenrichthegrowthofemployees.Accordingtothecompany'sdevelopmentneeds,therecruitmentplanshouldbeformulated,rapidpreparationandunifiedorganizationshouldbecarriedout.Throughthenetwork,newsmediaandotherchannels,thehumanresourcemarketshouldbeopentorecruithigh-levelcompoundhumanresourcesathomeandabroad.Itshouldbeinnovative,efficient,andelitehumanresourcesfocusingonmanyaspects.Accordingtotheneedsofdifferentpositions,differentmethods,recruitmentandselectionproceduresareadopted.Writtenexamination,interview,interview,telephonecommunication,differentcombinationmethodsmaketheprocessstandardized,specializedandprofitmaximized.Combinedwiththepostneedsandtheactualsituationofthegroupcompany,arecruitmentdatabasehasbeenformed,andtherecruitmentcommitteehasbeenestablishedtoimprovetheprofessionalismandeffectivenessofrecruitmentwork（Horvathova,P.,2009）.

3.2Recruitprofessionalandhigh-qualityteammembers

Themostimportantpartofaprofessionalandefficientteamiseverymemberoftheteam.Thesuccessoftheteamneedsallkindsofhumanresources.Professionalhumanresourcesshouldhavekeenobservationabilityandforesightabilityandcapableoffindingthedevelopmentmethods.First,theyshouldworkaccordingtotheeconomicconditions,ratherthanrelyingontheso-calledprofessionaltheoryworkofbooks;gooddesignability,abletospliceallthecollectedinformationfragmentsintoacompletethinkingmap,andrearrangenewinformationandneeds;haveself-controlability,asetofEffectiveworkingmethods.Therecruitment,management,traininganddevelopmentofteammembersofallteammanagersputforwardhigherrequirements,althoughwecaneditthejobdescription,maketheowner'sobligationsandresponsibilities,findthehardwareconditionssuitablefortheposition,andinitiallyselecttheidealteammembersaccordingtotherecoveryoftheirpersonalinformation.Butthesearethelowestlevelsofdemand.Foranenterprise,humanresourceisanindividualthatisreallybeneficialtopersonalgoals,corporatecultureandmanagementrequirements.

3.3Managingandtrainingtheteam

Themembersoftheteamcomefromdifferentgroups,theirprofessionalcategories,livinghabits,workingmethodsandcommunicationhabitsarenotthesame.Inordertomaketheirbehaviorandconsciousnessconformtotheevaluationstandardandcodeofconductoftheteam,itisnecessarytostrengthenthetrainingofteammembersonaregularorirregularbasis;tocontinuouslyincreasethetrainingofimportantemployees,hireprofessionaltrainingcompaniestocarryoutbusinesstrainingforthestaffofthewholecompany,sothatenterpriseemployeescanbefamiliarwithandmasterthecurrentbusinesscontenttosupportthedevelopmentofenterprises.

Theoperatorsofstart-upenterprisesshouldestablishspecialtr