What Are the Different Types of Human Resource Management Models?
In the book "Introduction to Modern Enterprise Human Resource Management", Dr. Zheng Xiaoming proposed the "5P" mode of human resource management: "Perception, Pick, Placement, Professional, and Retention (Preservation) ", which provides valuable reference for enterprises to establish a scientific and effective human resource management system.
Human Resource Management 5P Model
The normal operation of an enterprise requires various resources to operate normally in accordance with a certain structure and process. Therefore, the management of an enterprise is, after all, a scramble for resources, reorganization, and utilization. In the era of the knowledge economy, the importance of people as a resource has attracted more and more attention. The development of any enterprise Can not do without excellent human resources and effective allocation of human resources. How to find suitable talents for enterprises, retain talents, develop talents, provide strong human support for organizations to maintain strong vitality and competitiveness, and how to build a systematic
I. Job Analysis System Based on Knowledge
Enterprises must first clearly know what kind of employees are required for each position. Establishing a job analysis system can help enterprises to clarify the requirements for employees' work. To this end, the Human Resources Department must first clearly understand the establishment of the entire organizational structure of the enterprise and establish the files of various functional departments. Perform job descriptions to separate the entire system according to various functions such as production, sales, and logistics, and describe in detail the various tasks and activities involved in the work, and explain that to do this job, employees should have the knowledge, skills and various Kind of ability. And determine the relationship of this work to other work. Work out the number of talents needed for each department. At the same time, according to the overall strategy of the enterprise, the organizational structure and its powers should be adjusted in a timely manner to conduct a systematic work analysis. In order to obtain a large amount of information, the commonly used work analysis methods are shown in Table 1.
Observation | Human resource management analysts directly observe the work and behavior of employees, or understand this information through video |
Interview method | Conduct comprehensive interviews with employees engaged in various tasks to understand all aspects of Ang. |
Questionnaire | Prepare questions related to employees' work activities, sort out and analyze all possible work activities |
Technical meeting method | Get the specific characteristics of each job from various professional executives or related managers with rich knowledge. |
Diary | Have employees doing their jobs write down their activities in a daily diary. |
Use one or more job analysis methods to comprehensively understand the situation of employees, and after getting the relevant information, you can start to prepare work instructions and work specifications. The job description is mainly to explain what the employees who are engaged in a certain job should do, how to do it, and why, and to explain the work content, environment and various conditions accurately and in detail. The work specification focuses on the minimum qualifications necessary for employees to successfully complete a task, including the knowledge, skills and abilities required by the employees. These are good for both job seekers and recruiters and avoid blindness.
Recruitment and selection system based on selection
Recruitment and selection is to select potential employees in the enterprise. The goal of effective personnel recruitment and selection is to match the personal characteristics (capabilities, experience, etc.) of employees with job requirements. Recruitment and selection of personnel should include internal recruitment and external recruitment selection, which can be carried out in various ways. For example: application forms, interviews, hiring tests, background checks and personal references. In the process of external recruitment and selection, a more meticulous method should be adopted. The meticulous process can help managers make more accurate and reasonable judgments about the quality of the candidates, and also help the candidates to understand the company and enable employees In the future, we can better adapt to the corporate environment. In foreign countries, many companies employ performance simulation tests to recruit and select employees based on different requirements for their jobs. This method of performance simulation test generally takes 2 to 4 days to complete. It is based on job data analysis and consists of real work behaviors. The results are more applicable. Although this method is more complicated and costs more, it can help companies screen out unqualified candidates. From a long-term perspective, it is undoubtedly more beneficial to the company and is therefore increasingly widely used. The specific method is to select qualified personnel by sampling the routine and technical tasks; the management of the management personnel is completed by the evaluation center to determine whether to retain the management personnel. Here we also need to point out that internal recruitment and selection plays an important role in improving employee motivation, enhancing healthy internal competition, stabilizing the workforce, and reducing costs. According to statistics, only 30% of senior managers in European companies are recruited from outside. In Denmark and Germany, more than half of companies have established a "talent pool" internally, and then provide suitable candidates for most new positions accordingly.
Third, the personnel-based configuration and use system
Improper staffing and use will adversely affect the work performance and satisfaction of employees. Therefore, it is very important to arrange the right person to the right position. This requires managers to be good at observing and discovering the capabilities and interests of employees. For enterprises, the combination of job rotation and apprenticeship in a certain period of time (usually one year) when new employees enter the factory is conducive to more reasonable allocation and use of employees in the future. Job rotation is the continuous change of positions to make employees competent for many different types of work. In this way, employees can master a variety of skills, and can better understand the interdependence between various tasks, and have a comprehensive understanding of the organization's activities. In the work rotation, the old workers bring how to work, so that new employees can master the required skills faster. In this process, management personnel should make observations and surveys to understand what kind of work employees are more suitable for, in order to allocate employees to suitable positions and play a greater role. In addition, we must realize that innovation is indispensable for enterprises to maintain their vitality. For the human resources of an enterprise, if it can realize the return of talents, it can promote the transformation of the enterprise so that the allocation and use of human resources reach a higher level. Talent repatriation refers to the period of engaging in new business (usually 5 years of experience), giving up the experience and ideas accumulated in the existing business, and transferring those who have new ideas and familiarity with the principles of action to the existing business and other new Business to contribute to business innovation. Backflow of talent is an important part of the multiplier effect.
Fourth, education-based training and development system
The skills of employees will age with the application of new technologies and become obsolete and outdated. Training employees is an inevitable requirement for fierce competition, technological change and increasing productivity. This kind of training and development system should not only train technical skills, but also include employees' moral cultivation, interpersonal communication skills, problem-solving skills, etc., so that employees become skilled and sound people. The successful enterprises in the 21st century belong to those who are good at learning. Creating a learning organization will improve the quality and skills of employees in learning and training, and form a sound training and development system. Career development for employees is an effective way for an organization to maintain and increase current productivity while preparing for future changes. That is, the company helps employees to choose a development path that suits them, supports employees' self-development, and helps employees achieve their own goals. This can ensure that the company has suitable candidates available when personnel changes, which increases the diversity of the workforce and also provides employees with more realistic job expectations. Generally speaking, most people's career stage will go through four periods: exploration stage, founding stage, mid-career stage, late career stage. Employees have different work and emotional needs at different times. In order to keep employees with a high level of industry and professionalism, corporate training should also keep pace with the growth of employees to support employees' work and emotional needs at each career stage. In this regard, Stephen P. Robbins provided detailed tables to explain it in the book "Organizational Behavior", and we made a summary as shown in Table 2 based on the psychological characteristics of Chinese enterprise employees.
stage | Task need | Emotional needs |
Exploration stage | A. Changing working environment and tasks B. Finding a Career Position | A. Make your initial job choice B. Return from ideal to reality C. Dealing with conflicts between work and youth life D. Facing possible failures. |
Founding stage | A. Facing work challenges B. Familiar with and able to complete the job independently C. Use your talents for innovation D. Learn job skills in other related fields | A. Facing job competition B. Work hard to recover the return C. Achieve yourself D. Dealing with conflicts between work and family life |
Mid-career | A. Do it alone B. Help coach young colleagues C. New work transferred to other related fields D. Competent for wider work space and personnel space | A. Recognized B. Rethinking the relationship between self and work, family and community C. Stable income and better welfare system |
Late career | A. Transfer of work tasks B. Teaching work experience C, give play to the role of old employees | A. Be respected B. Calmness before retirement C. Expressing life feelings |
V. Residency-based assessment and salary and welfare system
Human is a kind of resource, so it is the ultimate goal of human resource management to train employees to help them get better growth space while leaving excellent employees in the enterprise. A reasonable assessment and compensation system can not only promote employee love, professionalism, and healthy competition, but also allow employees to see the rewards of their efforts, find out their own shortcomings, and ultimately retain useful talents so that they can Advance and retreat with the future of the enterprise. There are three commonly used criteria for assessing employees: employee task completion, employee behavior, and employee characteristics. These three criteria should not be isolated but should be considered together. The relatively reasonable method of assessment and evaluation is the comprehensive evaluation method, that is, all employees who may be exposed to in daily work can become evaluators.Most companies will choose 5 to 10 people as evaluators.This method is more comprehensive and more acurrate.
The types of remuneration that an organization can distribute are relatively complex. There are direct wages as well as indirect and non-monetary rewards. From a psychological perspective, employees need to meet not only material needs but also spiritual needs. This spiritual need may be encouraged or promoted. Therefore, it is necessary to understand the needs of employees, establish a reasonable salary system, retain people with careers and emotions, so that those excellent talents will always become the backbone of the enterprise.
The five aspects of this "5P" model of human resource management are not isolated from each other, but are interconnected and mutually reinforcing. Its coordinated operation will inevitably give human resources a greater advantage, and it will also penetrate the corporate culture more completely. Each area where each employee works enhances the core competitiveness of the company.
It must also be pointed out that the business of each enterprise cannot be single. If you are not sure of the work methods and schedule management methods, you cannot know how the various businesses carry out activities and to what extent. For human resources to play a greater role, work methods and schedule management methods should be determined, including organizational structure cost management including the use of human capabilities. The establishment and full use of information systems are essential. Use the information system to track and understand the various businesses of the enterprise from different perspectives, and improve the human resource management level in an all-round and effective way.
