企业人力资源管理研究与对策

在现代企业管理中,人力资源管理作为企业管理的重要组成部分,直接影响着企业的整体运营和竞争力,随着市场环境的不断变化和企业发展需求的不断提高,人力资源管理的复杂性和重要性愈加突出,企业要想在激烈的市场竞争中立于不败之地,必须重视并不断优化人力资源管理策略,因此本文从工商管理的角度出发,探讨企业人力资源管理的现状、面临的挑战及其应对策略,希望能够通过理论分析与实际案例相结合,能够为企业管理者提供有效的人力资源管理对策,提升企业整体管理水平和市场竞争力。

构建和谐劳动关系与企业人力资源管理创新研究

经济的快速发展使得我国劳动关系更加恶劣,因此,当今社会必须采取措施解决这一问题,构建和谐劳动关系。和谐劳动关系的构建与诸多因素相关,其属于一种系统工程,必须从各个方面进行综合考虑。目前,我国企业人力资源还存在较多问题,如还未实现积极管理功能,导致该问题出现的原因是企业人力资源管理的外部规制缺位、制度移植变异等,为解决这一问题,我国相关部门应加强外部规制管理,以国家导向机制为主导,创新人力资源管理方式,以此实现和谐劳动关系的构建。

构建和谐劳动关系与企业人力资源管理创新研究

和谐劳动关系的构建是当前社会各界普遍关注的问题,从人力资源创新管理的角度出发,制订和谐劳动关系的构建措施,可以为企业人力资源价值的完整有效开发提供充足保障。 因此,企业的很多人力资源管理工作者都对和谐劳动关系的构建具备较高水平的关注。

A Kind of Information Processing Method in Linguistic-Value Appraisement of Enterprise Human Resource

Linguistic-value appraisement extensively exists in artificial intelligence and social system. In the appraisement of enterprise human resource, there is a great amount of linguistic-value information. In order to improve the reasonability of the result of appraisement of enterprise human resource, we need to study the methods for processing the linguistic-value information. In this paper, a 2-stages method is proposed for processing the linguistic-value appraisement of enterprise human resource. At the first stage, we choose the experts familiar with the related field according to the appraisement goal and problem. At the second stage, we combine the appraisement results by D-S evidence theory or LOWA operator according to the nature of linguistic variable.

Lack of Skills of Human Resources in the Machine Construction Industry

The paper summarises the results of a questionnaire survey that took place in January 2015 in order to assess the current and prospective standard of the qualification of human resources in machine construction companies in the Czech Republic. The questionnaire survey included 23 small machine construction companies （less than 50 employees）, 24 medium-sized machine construction companies （50-249 employees）, and 53 larger machine construction companies （250 and more employees）. The results of the survey indicated that almost one half （43%） of respondent machine construction company top management members planned to hire new employees this year. In addition, 50% of them confirmed their endeavour to keep the current headcount and a mere 7% of them specified problems that would lead to the dismissal of employees. However, what is bothering machine construction top management members is the lack of qualifications and practical experience of job seekers they have to deal with. The intention of the authors is to define the main reasons and propose possible solutions of this problem within human resource management in machine construction companies.

Design of Human Resource Performance Evaluation System for Construction Enterprises

Based on job analysis for the permanent departments of construction enterprises, by combining KPI assessment method and 360-degree evaluation method, this article establishes a set of human resource performance evaluation indicator system; by determining indicators＇ weights and evaluators＇ grading weights through analytic hierarchy process （AHP）, offering a kind of dynamic computing method for performance evaluation, and tightly linking the evaluation result to employees＇ personal interests, this article builds up a set of scientific performance evaluation system. This article takes the engineering department of construction enterprises for example to explain the calculation and application of performance evaluation result. This article provides construction enterprises with a method reference for human resource performance evaluation.

Research to the existing problem of the FOXCONN＇ human resource management

In the 21st century, human resources will be the key to win in the war of business. Therefore, to manage and develop the effective and reasonable human resources, and maximize the potential of corporate human resources is very important to the achievement of corporate goals. This article is in-depth analysis about FOXCONN＇ human resource management problems of management philosophy, work pressure, cross-cultural conflicts, labor relations. IfFOXCONN want to achieve sustainable development, it must change the current purely export-oriented foundry mode, and promote people-oriented. It also should take cultural integrate and manage personnel measures to effectively manage cultural, and take effective measures to improve labor relations.

Analysis on Human Resource Outsourcing in Chinese Government

Social and economic development, the deepening of the reform of our government have higher requirements, then the Government is an important step in the implementation of human resources outsourcing, is now the phenomenon of corporate human resources outsourcing has been very common, the Government also needs further enterprise, This paper studies the cost-benefit analysis of government human resource outsourcing by deepening the understanding of human resource management and the comparative analysis of government and enterprise human resource management to verify whether it is feasible and the way to outsource human resource management. The content has made the detailed analysis, to study our country government＇s human resources outsourcing question has the vital significance.

Developing an Organization Competencies Framework for SME（s） in Thailand

Employee competency is one of the important factors contributing to corporate performance. It is increasingly important and became a major focus on human resources department. Competency within the firms can be either buy or build. Current practice, multinational companies prefer to buy in competency through either buy talents from competitors or merge and/or acquisition with the aim of getting required competency in place. Buy in option might be quick option however SME（s） do not afford to follow this option therefore building competency internally is a favorable choice of option. This paper shows the results of the surveys to 770 SME（s） across three business types： manufacturing, trading and services. The results showed that SME（s） give priority and importance to planning, cultural awareness and decision-making/problem-solving competencies while stakeholder management and leadership competencies are least importance

Fuzzy Comprehensive Evaluation of Training Effect on Human Resource Development

On the basis of the essential connotation of the training effect on human resource development and the basic principles of setting up a index system, the evaluation index system of the training effect on human resource development in enterprises has been established. It evaluates the training effect on human resource development with the method of fuzzy comprehensive evaluation and achieves better results. It also provides a scientific, practical and quantitative method for the systematic analysis and comprehensive evaluation of the training effect on human resource development.

HR and firm performance at companies in Turkey： Correlative analysis

Aim of this study is to discuss matters with HR and finn performance. Therefore, we used HR and firm performance questionnaire from Delaney and Huselid （1996）. HR variables include recruitment, training, compensation and promotion. Firm performance divided into organizational and market performance. Therefore, correlation analysis demonstrates that HR has positive and significant relationship with organizational performance, and HR has positive but weak relationship with market performance. Therefore, we can propose that HR is partly correlated with firm performance for those companies in sample. Therefore, since we didn＇t realize demography of companies in study, it is arguable, findings of this study can be generalized to other companies in Turkey.

Research on Prediction of Enterprise Human Resource Demand and Supply Based on Gray Model

As the knowledge-intensive enterprise, the core competence of software enterprise is to master human resources of knowledge. But the unique human resource characteristic of software enterprise res^cts the management. While it develops rapidly, there is great waste for human resource cost. By using the prediction model of human resources for software enterprise, the paper proposes the human resource strategic planning system model of software enterprise. The paper applies grey prediction to make empirical research on requirements of human resource for software enterprises, and uses Markov chain to analyze supply of human resources. According to the prediction results, the paper adjusts the imbalanced supply and demand, and proposes the human resources planning.

Human Resources Information Management Research of Xinlong Casting Company

Based on the integrated predecessors＇ research results and practical experience at home and abroad, on the basis of investigation and study the Xinlong casting co., LTD. In the process of implementation of human resources information management problems, such as： The problems existing in the informatization recruitment; The problems in the compensation management, software foundation weak; In the labor relations problems. Changing the concept of executives, to renew the idea of human resources information management. And other small and medium-sized enterprise human resources the implementation of information management to provide the reference and the suggestion.

An Analysis of the Factors Impacting Employee’s Specific Investment

The amount of specific investment from employees is limited,and the reasons of the under-investment from employees are analyzed in this paper.Based on the relationship of the specific investment and the employee demission,an empirical study has been conducted focusing on the factors influencing the employee turnover and the specific investment.A theoretical model of the factors influencing employee's specific investment is given.

Study on Cultivating the Loyalty of Knowledge Workers in Service Enterprises

Knowledge workers are important human resources in service enterprises.How to cultivate the loyalty of knowledge workers in service enterprises is an important problem that managers must pay attention to.Beginning from the defines of basic concepts, the author analyzes factors influencing loyalty of knowledge workers. Finally, it puts forward effective measures including building people-oriented corporate culture; loyalty oriented recruianent and allocation; emphasis on compensation management; establishing a scientific career management system; paying attention to emotional management and so on.

Management of risks posed by human resource outsourcing

In a competitive environment where human capital plays a fundamental and often decisive role in business profitability and survival, human resources outsourcing （HRO） has become a common practice. By means of HRO, companies not only gain the benefit by a more focused business approach, but insure the flexible availability of professional services where it is needed most at an affordable price. However, HRO requires thoughtful preparation and monitoring to be fully beneficial. The benefits and risks posed by HRO are explored, and some strategies to avoid the risks are proposed at last.

New employees orientation of Coca-Cola

New employee training is process that a hired employees who is an outsider translate into insider of the enterprise, the on-the-job training for new stafftraining have to cultivate the sense of belonging and loyalty in the leading position. Entering the new environment, they will face a lot of＂new＂, new employee orientation is of a kind of effective means to help them to adapt to the working environment faster. Main content of this article is based on the understanding of the Coca-Cola company human resources management present situation, and then to understand the Coca-Cola company how to make a careful analysis of the new staff training, studying the Coca-Cola company for new employees training process and training effect, and finding the problems of small and medium-sized enterprise, then putting forward reasonable suggestions.

Research on the Development Orientation of Enterprise Management Incentive Mode under the Background of New Normal and Economic Transformation

In this paper, we conduct research on the future development orientation of the enterprise management incentive mode under the background of new normal and economic transformation. Along with our country social economy level being unceasing enhancement, the modem enterprise management mode also has corresponding improvement, scientific enterprise management gradually, rationalization. In the modem enterprise management mode, for modem enterprise human resources management has always been the hot spot of the enterprise management problems, under the premise of constantly improve the modem enterprise system, human resource management mode to major change. Enterprise＇ s incentive system is an important part of the modem enterprise system, enterprise management, incentive as measures of effective management to enterprise, is the foundation of the enterprises achieve comprehensive in stimulating the enterprise staff＇ s work enthusiasm that has the enormous role. Our research innovatively proposes countermeasures for the challenges for enhancing the future of enterprise management incentive mode.

Recruitment and selection of Human Resources --Alibaba business, for example

Human resources is one of the important aspects of an enterprise survival and development.The competition of an enterprise is ultimately a competition of human resources. It is no exaggeration to say that human resources are the core strength of an enterprise survival and development. If there is no good human resources, then the business may be just a shell, no pillars and core development, then it can not go on long-term development. With the development of international, multinational companies continue to grow, the demand for human resources is placed in a prominent position. Human resources management including human resource planning, human resources recruitment and selection, training and development of human resources, human resources performance management, compensation of human resources, labor relations. This paper studies the recruitment and selection of human resources, and Alibaba, for example, described in detail the meaning of the recruitment and selection methods and the role in order to provide a theoretical reference for future research and business recruitment.

Based on the human capital perspective to explore the social insurance premium is influence on the behavior of enterprises to participate in social insurance

To participate in social insurance is a major social responsibility of enterprises, even it is a mandatory social policy, companies still escaped pay society insurance. The serious consequences of this phenomenon become increasingly prominent.it not only damaged the justice of labor market, but also violated the staffs interest. Various factors influence enterprise to participate in social insurance behavior .Human capital is the impact of insurance companies. This paper is mainly focusing on the theory analysis of different human capital participating behavior of enterprises. From the perspective of human capital, using the cost-benefit theory and rational choice theory in economics to explore participating behavior, enterprise employees of different human capital differences in attitude to attend social insurance. No matter enterprises with higher or lower human capital, enterprises and employees choose to participate in social insurance act consistently. But, it can improve participate of low human capital enterprise behavior when payment rate reduced. So, it is suggested that establishing a lower level of social insurance system is helpful to expand coverage, it can through e^tahllgh the sunnlementarv insurance system meet the needs of more people.