Graduation thesis of human resource management major

Model essay on graduation thesis of human resource management major

Keywords: life cycle of human resources characteristics

Abstract: Human resource management is not static, so we should change the management mode according to different situations in different periods. Different management policies should be adopted in different stages of enterprise development and different characteristics of human resource management. This paper analyzes the characteristics and problems of human resource management in the life cycle of enterprise development.

◆ China Library Classification Number: F24 1 Document Identification Number: A.

Human resource management department is the department of human resource management and coordination in enterprises, and it is an indispensable department of enterprises. Human resources play a regulatory role in the internal personnel or departments of enterprises, and are the departments responsible for the improvement and training of enterprise personnel. Therefore, we should always pay attention to the characteristics and related issues of human resource management in each life cycle of enterprises. Due to the development of enterprises, human resources should change management methods according to different situations in different periods, formulate and improve effective management systems, and insist on regular revision and improvement.

The role of human resource management

Human resource management is the rationalization and effective supervision of human resources, which plays a role in the rational development and allocation of human resources. It runs through the whole process of human resources and is an analysis and summary of human resources prediction and planning. At the same time, it is also the distribution, training and adjustment of enterprise manpower, thus improving the ideological consciousness and comprehensive quality of employees.

(A) timely add new members to the enterprise.

The development of the enterprise is achieved through the joint efforts of all employees. At the same time, due to different concepts, many employees leave their jobs, resulting in job vacancies. At this time, the human resources manager should recruit new members in time to ensure the normal operation of the business. The quality of recruiters also depends on the communication and coordination between the HR Commissioner and the leaders of vacant departments. If there is a mismatch between talents and positions due to negligence in recruitment, it will waste both time and resources.

(2) activators between departments and employees

In an enterprise, each department is not only a separate independent body, but also an inseparable whole. Therefore, maintaining harmony between departments is also the main responsibility of human resource managers. Because each department is responsible for different tasks, they are all based on the completion of their own departments. Once there is a cooperative relationship between departments, many problems will be involved. At this time, the human resources manager needs to coordinate contradictions and cannot delay the work because of differences. The same is true within the department, and the assigned workload is also the fuse of employee conflicts. How to avoid these problems, human resources managers need to know every employee, find out their own characteristics, assign work according to different characteristics, and convey it to the leaders of various departments in time to avoid similar problems. Let enterprise managers understand the importance of human resources. Only when enterprise managers truly understand the importance of human resources to enterprise development will they attach importance to it and employees will attach importance to it.

(3) Training all employees.

Regular training for employees is the primary task of human resources managers. Enterprises should cultivate the corporate culture of people who have just entered the company, learn from this person's characteristics and convey it to the department heads in time. Regular training or knowledge exchange should also be carried out for old employees, so that departments and employees can cultivate feelings and get to know each other, so that they can give full play to their strengths in their work and complete their tasks. Old employees will forget the corporate culture in their long-term work, and training or communication can correct the existing problems of employees. Enterprises should also learn from the management models of other enterprises and conduct internal analysis and research in a timely manner in combination with their own existing situation.

Characteristics of human resource management

The development of an enterprise is a process from small to large, with more and more businesses and more complicated personnel. Enterprises can not always apply the original human resource management system, but should adjust and improve the management concept in time. At the same time, we should learn from the management models of other enterprises and learn from each other's strengths.

(A) the entrepreneurial stage of enterprises

At this stage, there are not many employees and businesses in the enterprise. Enterprises focus on the business development of enterprises, and human resources managers are not responsible for many projects. Relatively speaking, this department is staffed with one or two people. Human resource managers only need to do their daily work well. But for the long-term development in the future, human resource managers should not only be satisfied with the status quo, but should constantly learn and enrich themselves, so as to carry out business well after the enterprise grows.

(B) the development stage of the enterprise

At this stage, the number of personnel is gradually increasing, the business and problems faced are also gradually increasing, and the tasks of human resource managers are relatively more. Human resources should not only recruit excellent talents, but also carry out effective training and corporate culture transmission, and understand the characteristics of new employees in training and convey them to department leaders in time so that department leaders can arrange their work according to the situation of new employees. At the same time, let all departments get familiar with it and avoid mistakes because of unfamiliarity. It is necessary to conduct regular training, cultivate employees into the backbone of the company in business promotion, and lay the foundation for the continuous expansion of the company. As a human resources manager, we should constantly improve ourselves, improve our business ability, learn advanced management concepts, and make the human resources department an important elite department of the enterprise.

(3) the mature stage of the enterprise

When the enterprise reaches the period of stable development, the management of the enterprise has reached saturation, and human resources need to formulate a set of perfect and effective management mechanisms, and combine the management mechanisms of other enterprises with the current situation of the enterprise to carry out effective management and make the enterprise harmonious. Pay attention to the characteristics of enterprises: first, strategic. Human resources enter the strategic stage and achieve strategic goals. The second is systematic. Establish a perfect system, update it irregularly, evaluate the work of employees, and motivate employees to work hard. The third is universality. Let every employee know about human resources and know the functions of human resources. Cultivate employees' self-discipline and take the initiative to assume functions. Understand that the harmony of the company is no longer the patent of human resources. The fourth is foresight. Foresight for the future, through previous records, analysis and research, grasp the general direction of the company's development and the development direction of human resource management.

Problems and countermeasures in the process of human resource management

Every life cycle of enterprise development will face different problems. At this time, human resources need to change different management methods to solve problems, which also reflects the management characteristics of different periods.

(A) Problems in human resource management in the enterprise life cycle

1. Can't fully understand employees, learn from each other's strengths, and constantly motivate employees. The leaders of some enterprises pay insufficient attention to personnel training. They always think that they will be replaced if they can't do it. There are so many people who want to work that they don't realize that real people are not everywhere. It is hard to find an employee who is suitable for the enterprise and agrees with the corporate culture. The competitiveness of enterprises to talents is not very strong, and the definition of talents is biased. Many enterprises think that talents are highly educated, or talents with famous university degrees are talents. With the gradual popularization of universities, college students are no longer hard to find. Now it is generally believed that graduate students and doctoral students are talents, so many enterprises mark undergraduate or above in the column of academic qualifications. This eliminated some people and ignored the importance of experience. At the same time, the most suitable talents cultivated by enterprises themselves are also neglected, which leads to employees' lack of enthusiasm and can only work mechanically. This state is not conducive to the development of enterprises. This is especially true for many family businesses, and all self-help management is a taboo in management.

2. Can't provide satisfactory treatment for talents. With the development of society, retaining and attaching importance to talents is a concrete manifestation under the new economy. Many enterprises still don't understand that the competition of enterprises is the competition of talents. The cultivation and management of talents is an important step in the development of enterprises, and the important means to retain talents is the setting of salary, and good welfare treatment is the only means to retain talents. But now enterprises can't reasonably allocate the salary level and control the brain drain. They usually set their wages at the same level, no matter how much work they do or how much money they earn, so many people will feel unbalanced, think that what they do has no return, their work enthusiasm will drop, and some even want to quit. Also, although they are paid a high salary, they think that they should serve the company wholeheartedly if they get a high salary. If not, they will abuse. This kind of enterprise that does not know how to cultivate feelings with employees is also the main reason for the flow of talents.

3. Lack of long-term vision and skill training, and imperfect internal promotion system. The development of enterprises should have a perfect management system and training mechanism. At present, many enterprises do not attach importance to enterprise training, thinking that it is a project that wastes time and financial resources. Without a systematic training plan, employees can't constantly enrich fresh knowledge and improve their skills. Enterprises arrange some unimportant training, which leads to employees' lack of interest and investment in learning, which wastes both time and financial resources. There are also enterprises that do not have a perfect promotion system. Employees who have worked for many years have the same salary as new employees, which leads to the lack of enthusiasm and creativity of employees and hinders the development of enterprises.

(B) Analysis of human resource management countermeasures

1. Establish a correct concept and respect employees. Employees are no longer just jobs. Talent flow is a common phenomenon under the condition of market economy, and reasonable talent flow is an important link to maintain organizational vitality. However, the high turnover rate of talents will affect the stability of enterprise talent team, increase the cost of enterprises, and then reduce the efficiency of enterprises. In the process of transforming China's small and medium-sized enterprises into modern enterprises, we must first establish concepts? Enterprises are people? 、? People are the backbone of enterprises? Our business philosophy, treating every employee equally, from work and study to life, welfare, medical security and even weddings and funerals, should show respect for employees. Especially in the face of unprecedented fierce competition in modern organizations, enterprises have to make major adjustments in their business strategy and operation mode in order to meet the challenges, such as organizational merger, reorganization, layoffs, cutting expenses and applying new management methods. These changes fundamentally changed the original enterprise employment relationship. Employees' sense of job stability gained by loyalty, obedience and hard work no longer exists.

2. According to the different needs of employees, provide generous benefits and improve the enthusiasm of employees. According to the actual workload of employees, provide the same salary standard and implement the principle of doing more and giving less. Fundamentally change the lazy situation of employees and improve their enthusiasm. Then establish feelings with employees, and don't blindly think that you must work hard as long as you have money, and reprimand you if you don't do well. You should take certain measures to motivate different people in different ways. Let employees regard the unit as a big stage to display their talents, where they can display their strengths, express themselves and work together for the development of the enterprise. To judge a person's ability, we should consider it comprehensively and cherish the old employees. They have worked in the enterprise for so long, have rich experience and have a thorough understanding of the enterprise, which is a solid foundation for the development of the enterprise. Enterprises should learn to seize and retain talents.

3. Do a good job in strategic planning of human resources and realize the strategic objectives of the organization. As a strategic planning, human resource planning focuses on preparing manpower for the future operation of the organization, continuously and systematically analyzing the organization's demand for human resources under changing conditions, and formulating and formulating personnel policies suitable for the long-term interests of the organization. According to the development strategy of enterprises, we should formulate medium-and long-term human resources planning, develop, train and evaluate human resources in a planned way, and form an enterprise talent echelon structure to meet the talent needs of different development periods. Enterprises need to realize the strategic planning of human resources according to the balance analysis of demand and supply of human resources.

4. Realize the specialization of human resource management. Realizing the specialization of human resource management mainly starts with improving the quality of human resource managers. The development of human resource management has entered a stage of depth, pragmatism, operation and development, and its main responsibility has changed from the coordination of daily personnel relations to providing effective solutions for enterprise development; From simple transaction management to all-round and in-depth development of employees' potential; Engaged in post-management, process management and even advanced management: standardization has replaced experience management and become an important means for enterprises to improve efficiency. These changes put forward new quality requirements for human resource managers. At present, many private enterprises have begun to pay attention to the professionalization of human resource management team, and adopt corresponding strategies to strengthen this work. By attracting and accepting professionals with special education, or strengthening the professional training of human resource managers, the professionalization of human resource management in enterprises can be realized.

5. Do a good job in recruitment and scientifically allocate human resources. For enterprises in China, there are some problems in human resource recruitment, such as nonstandard procedures and backward methods. In particular, we need to learn from foreign experience and combine our own reality to improve recruitment and effectively attract talents. Therefore, enterprises must formulate a scientific and reasonable talent recruitment and selection system, formulate effective recruitment strategies according to the human resources planning of enterprises, and adopt scientific selection methods to ensure the quality and quality of recruited talents.

6. Strengthen personnel training. Private enterprises have strong flexibility and mobility in the use of human resources. Therefore, while actively adopting diversified entry and meritocracy, we should implement effective professional training system and internal rapid promotion system for the existing human resources of enterprises. Implement lifelong education project, carry out continuous training, update talent knowledge, improve talent quality, and promote talent appreciation and creation? As? Advantages, the accumulation of enterprises? Zhiben? Strength, come? Zhiben? The increasing strength supports the soaring financial resources of enterprises.

To sum up, the problems faced by enterprises in each life cycle are different. The characteristics of human resource management will also change, which requires human resources to establish a complete management mechanism in order to deal with any problems in different periods. At the same time, improve the professional ability and comprehensive quality of human resources managers and build elite human resources departments.

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