A model essay on human resources related papers?

The most fundamental purpose of modern human resource management is to attract, motivate and retain talents. The following are the papers related

A model essay on human resources related papers?

The most fundamental purpose of modern human resource management is to attract, motivate and retain talents. The following are the papers related to human resources that I have compiled for your reference.

With the rapid development of China's social economy, the number of small and medium-sized enterprises in China is increasing, which leads to increasingly fierce competition among enterprises. Human resource management plays a fundamental role in the development and progress of enterprises. This paper analyzes and studies the problems existing in the process of human resource management, and puts forward corresponding countermeasures for the reference of enterprises.

Keywords: small and medium-sized enterprises; Human resource management; Mode selection; Countermeasures

First, the human resource management model of SMEs problems

1. The management concept is backward.

At present, there are still traditional "personnel management" in the management of some small and medium-sized enterprises in China. This shallow management concept only treats employees as static, which makes employees' enthusiasm and creativity not be brought into play to a great extent. In addition, under this rigid management mode, enterprises have a one-sided view of talents. Enterprises only pay attention to the introduction of technical talents, ignoring the importance of comprehensive talents. This management mode will only let enterprise managers see the immediate temporary interests, which is not suitable for the long-term development of enterprises. In short, the backward management concept can not promote the development and progress of enterprises, but only make the development of enterprises lag behind or even stagnate.

2. The management system is not perfect.

Although the number of enterprises in China is gradually increasing and the scale of enterprises is gradually expanding, the construction of human resource management system is not enough, which further leads to the situation that enterprises often encounter helplessness. Although some enterprises have made many attempts, they have achieved little. The fundamental reason is that there are problems in the human resource management system of enterprises, which can only restrain the behavior of employees and enterprises, but can not solve the fundamental problems and promote the sustainable development of enterprises.

3. Management and strategic planning do not match.

For small and medium-sized enterprises, human resource management is related to their strategic planning. However, many enterprises are not fully aware of the importance of this issue. At present, some enterprises still insist on independent enterprise strategy and put human resource strategy in an auxiliary position.

4. Insufficient personnel training.

Because many enterprises have not fully established the correct concept of human resources management, this neglect is mainly reflected in the scarcity of human resources talents in enterprises. Many enterprises will think that this talent training is not only costly and time-consuming, but also unable to create economic benefits for enterprises as soon as possible, so they completely give up this item, which has greatly hindered the development process of enterprises.

Second, the choice of human resource management model for SMEs

1. Choose from the management status of human resources.

One of the methods to evaluate human resource activities of small and medium-sized enterprises is to analyze their human resource management. There are many analysis contents, such as analyzing and studying its effect, and then summarizing its influence on enterprise management. In addition, before choosing the management mode, we should first analyze the current management situation of the enterprise, and then find out the problems exposed in the management of the enterprise, so as to become the basis for the enterprise to choose.

2. Choose from the human resource management mode.

When choosing an enterprise, we should first deeply understand the current situation of human resource management in the enterprise, analyze the reasons according to its influence, and finally compare the relationship between comprehensive influencing factors and human resource management mode, so as to choose a human resource management mode suitable for the development of the enterprise.

3. Choose from the implementation effect of human resource management mode.

Human resource management mode can only play a role through practice. After the human resource management mode is selected, it is necessary to establish relevant departments and units, and then formulate relevant rules and regulations to strengthen the effective management of enterprises. Every successful and excellent human resource management model is based on effective practice.

Third, the innovative decision-making of enterprise human resource management model

1. Clear thinking.

Correctly establish the "people-oriented" thought and strategic concept, because the competition of enterprises in today's society is actually the competition of enterprise human resource management, and then it will extend to the competition of talents. As the main body of an enterprise, employees are an important part of its production and operation. To realize the sustainable development of enterprises, we must first fully realize the importance of talents to enterprises and cultivate all-round and comprehensive talents to promote the development and progress of enterprises.

2. Improve the management system.

Management system is the norm and standard for the words and deeds of enterprises and employees, and its main purpose is to control enterprises and employees. Of course, the management system of enterprises in different management periods should also be changed accordingly. In other words, it is necessary to design a scientific, reasonable and effective system in the aspects of talent selection and encouragement of enterprises, and implement it on every employee, so that enterprises can go further and further on the road of sustainable development.

3. Establish matching management and strategic planning.

First of all, enterprise managers should fully realize the importance of consistency between strategic planning and management, and realize the complementary and balanced development of human resource management and strategic planning.

4. Strengthen the education and training of talents.

The development of human resources affects the development of enterprises, and talents are an important part of human resource management and an important factor to promote the development of enterprises. Enterprise managers should first attach importance to the cultivation of talents, strengthen the comprehensive cultivation of talents' professional knowledge, skills and quality, realize the all-round development of talents and provide valuable talents for the further development of enterprises. In a word, whether the sustainable development of enterprises can be realized depends on whether enterprise managers realize the importance of human resource management to enterprise development and clearly understand the "people-oriented" Scientific Outlook on Development. Enterprises need to set out from their own situation, establish a management model suitable for enterprise development, establish a good corporate image, and promote the sustainable development process of enterprises.

refer to

Liu Yu Reflections on human resource management of state-owned small and medium-sized enterprises [J]. Enterprise Reform and Management, 20 158:63

[2] Liuli. Research on the innovation of enterprise human resources under the background of new economic era [J]. The second half of brand, 20 157:283-284

[3] Lu Huilan. Research on enterprise human resource management informatization construction [J]. China Business Theory, 20 15 15:65-66.

Model essay on human resources 2: Reflections on the ideological and political work in human resources management Abstract: Enterprise human resources management is an act of scientific and effective management of its personnel in order to achieve strategic goals. It is an important part of human resource management to standardize and manage the thoughts, psychology and behavior of individuals and groups and give full play to people's subjective initiative. The purpose of ideological and political work is to improve people's ideological consciousness and enhance the enthusiasm and enthusiasm of individuals or groups to contribute to society. It can be seen that their characteristics and goals are the same. Therefore, enterprises should regard ideological and political work as an important part of enterprise human resource management, so that the two can be integrated and complement each other, thus promoting the construction and development of enterprises.

Keywords: ideological and political work; manpower management/scheduling

Human resources are an important condition to support the development of enterprises and determine the economic benefits of enterprises. Enterprises with high-quality talents are competitive in the same industry, and building a high-quality human resources team is the key. In human resource management, ideological and political work is very important. Through ideological and political education, employees' behaviors and thoughts can be effectively regulated, and a more harmonious corporate culture atmosphere can be established, which will have a positive impact on the healthy development of enterprises. First of all, we should analyze the role of ideological and political work in enterprise human resource management.

First, the role of ideological and political work in enterprise human resource management analysis

Ideological and political education is an important part of human resource management, which is related to the personnel management level and business environment of enterprises, and then will have an impact on the production and operation of enterprises. The role of ideological and political education should not be underestimated. First, carrying out ideological and political work can effectively improve the professional ethics of employees. Reasonable ideological and political education can improve employees' ideological cognition and moral quality, better regulate their own behavior and provide professional technical support for the development of enterprises. Ideological and political education can strengthen students' moral spirit, cultivate their high sense of responsibility and professionalism, make employees have a high sense of belonging, link the honor and disgrace of enterprises with their own interests, and serve enterprises more faithfully. Second, the development of ideological and political work can ensure the harmonious relationship between employees. Under normal circumstances, the handling of employee relations in enterprises has always been a thorny issue, which is related to the quality and effect of ideological and political work. The bad feelings among employees, dissatisfaction with scheming and shrewdness, mutual framing and jealousy are very serious, which seriously pollutes the business environment of enterprises, inhibits internal unity and restricts the healthy development of enterprise economy. In view of this problem, strengthening ideological and political education has become the key. Through reasonable ideological and political education, we can standardize employees' psychology and attitude, make them devote themselves to their work in a positive state, enhance team cohesion and sense of competition and cooperation, infiltrate ideological and political education in different ways, inject vitality into the development of enterprises and improve the development level of enterprises in the same industry. Third, carrying out ideological and political work can improve the overall management level of enterprises. Human resource management is an important foundation for enterprise development, and there are still many imperfections in its management. Applying ideological and political education to it, which becomes an important part of management, can break through the shortcomings in human resource management and help and alleviate the problems of not observing, caring for and guiding employees. Ideological and political education can deal with personnel management problems in a relatively flexible way, go deep into the hearts of employees, solve many ideological and psychological problems of employees, and then improve the level of human resource management.

Second, the enterprise human resources management measures to carry out ideological and political work

1. Ensure the integration of ideological and political education and human resources.

In order to ensure the standardized development of enterprises and establish a high-quality human resources team, ideological and political education and human resources should be integrated, and human resources should be regarded as an important carrier of ideological and political work. The cooperation and integration of the two will surely achieve the ideal effect, which is not only beneficial to human resource management, but also can standardize employees' behaviors and thoughts, cultivate employees' correct thinking and attitude, and provide important human resources for the development of enterprises.

2. Ensure that ideological and political education is people-oriented.

The object of ideological and political work in human resource management is employees, and the main service object is enterprises. For the healthy development of enterprises, we must first standardize employees, enhance their sense of belonging, let employees feel their attention to enterprises and realize that enterprises attach importance to themselves. We should advocate people-oriented and fully consider the basic living conditions and conditions of employees in order to gain the loyalty of employees and retain talents. For example, apply for the corresponding allowance for poor employees in time. If employees are found to be unenthusiastic, poor in performance or in a trance, business leaders should care and greet them in time, try their best to help employees solve various problems in life or work, and improve their satisfaction and happiness index.

3. Innovate the mode of ideological and political education.

At present, to vigorously carry out ideological and political education and achieve the ideal educational effect, we must fully adapt to the development trend of modern society and enrich ideological and political teaching by using modern information technology. Enterprises can set up electronic psychological counseling centers to conduct ideological and political education through WeChat, Weibo, forums or QQ, which is more convenient and private. In addition, employees can also ask questions anonymously on the enterprise website, and relevant opinions on the enterprise implementation mechanism can be put forward anonymously online, which is conducive to effective rectification of enterprises. To sum up, ideological and political work is of great significance to enterprise human resource management. It can standardize employees' behavior, thoughts and consciousness, correct employees' working attitude, help employees solve many difficulties, thus improving employees' loyalty and being conducive to the development of human resource management. The role of ideological and political education can not be ignored. We should advocate the concept of humanization and incorporate ideological and political education into human resources, which will promote the development of enterprises.

refer to

[1] High is positive. On the role of ideological and political work in human resource management of modern enterprises [J]. Qunwen Tiandi, 20 127:26 1, 263

[2] Wang Jia. On the role of ideological and political work in enterprise human resource management [J]. Inner Mongolia Science and Technology and Economy, 20136:1-12