On the surface, human resource management is the management of people, but in fact it is the management of "knowledge, skills and attitudes". If we call the sum of knowledge, skills and attitudes "ability", human resource management is Management of capabilities. Recruitment is based on ability, training is based on ability, and ability is assessed; high wages are paid to those with high ability; employees are promoted because of high ability, and are demoted or fired because of low ability. The core of people-oriented is also based on people's talents. So how do our private enterprises do a good job in human resources management? I would like to talk about it from the following aspects:

1. Establish an employee training mechanism

Private enterprises with small development scale Sometimes, "poaching" is indeed very effective and can solve the urgent need for human resources in a timely manner. However, as the scale continues to grow, it will become more and more difficult to "poach people". First, the cost is high, and second, the people "poached" do not adapt to the company's management philosophy, values, corporate culture, etc., and it is difficult to retain them. Therefore, when the scale reaches a certain level, you must cultivate your own talents.

Matsushita Konosuke has a famous saying: "Panasonic produces people and also produces electrical appliances." It can be seen that the cultivation of talents is even more important than the production of products. Training is a win-win situation. On the one hand, cultivating talents improves employees' knowledge and skills and improves their work attitudes. More importantly, it cultivates employees' work abilities, establishes a unique corporate culture, and promotes corporate spirit. Therefore, it is very important for enterprises to establish appropriate and effective training mechanisms according to their own characteristics. Attached is the training system I set up for different personnel in a company.

2. Establish a complete compensation mechanism

Employees devote time, wisdom, and energy through labor, and are entitled to obtain material and monetary benefits, development opportunities, and spiritual satisfaction. The salary structure in the era of humanistic management Design and management are not just a simple process of paying employees, they directly affect and determine the work attitude of employees and the economic benefits of the enterprise. Establish an effective salary and welfare system in the enterprise, and determine employees' salaries scientifically and reasonably to ensure that the enterprise obtains good economic benefits, ensure the material interests of employees, stimulate employees' work enthusiasm, and attract and stabilize high-quality employees. Differences in personnel quality lead to differences in division of labor, differences in division of labor lead to differences in contributions, various differences lead to differences in remuneration methods, and differences in remuneration methods lead to differences in remuneration models. At present, traditional salary structures and salary strategies are being subjected to unprecedented challenges.

The salary system can be established separately for different job categories, and the personnel in the enterprise can be divided into different categories according to the rank and position categories as shown in the figure:

Rank promotion, sales, R&D, administrative management Project manager-type service-type salary design

High-level decision-making

Middle-level backbones

Grassroots employees

Then based on job qualifications, job responsibilities, etc. After job analysis, the salary structure of each category is determined:

The main salary structure systems are: position-oriented salary structure system, ability-oriented salary structure system, and performance-oriented salary structure system. Structural system, compound salary system, annual salary system, etc.

For example, sales: commission + commission, basic salary + commission + bonus, etc.

Management: including financial management, human resources management, administrative management, etc., adopt position salary + performance salary +...

Project manager: It can be composed of basic salary, project profit commission and company welfare subsidies

...

Finally, according to the enterprise Paying ability, determining wage standards based on market prices, etc. There are many ways to pay wages. To put it simply, employees with outstanding abilities and great contributions must be retained. They must be paid an income 20% higher than the average market wage, or even more. Employees who are dedicated to their duties and conscientious should be paid according to the market average. level or slightly higher than the market level; for those with low efficiency and poor performance, the salary is 10%-20% lower than the market

In addition to material incentives, salary incentives also include spiritual incentives. For young people , its weight is of great importance and determines whether he will leave or stay in the end, spiritual stimulation or a salary that will benefit employees for life. It simply includes the following aspects:

1. Personal promotion and Development opportunities

2. Psychological income. It refers to the emotional satisfaction created jointly by factors such as the nature of work, work performance, and work environment.

3. Quality of life. That is, how employees can manage the harmonious balance between work and life and enjoy the fun of work and life happily.

3. Establish a feasible performance appraisal mechanism

How efficient is a person’s work, what are his achievements, what is his ability, and what is his moral attitude? All require performance appraisals. The purpose of performance appraisal is to reward employees with outstanding performance and strong abilities, tilt their wages and bonuses towards them, motivate advanced employees with poor performance appraisals, communicate their performance, point out their shortcomings, and help them improve their working methods or improve through training. its corresponding capabilities.

You should adopt some modern and advanced performance evaluation methods based on your own actual conditions, such as KPI (key performance indicator) evaluation as the main evaluation, different teams for different positions, supplemented by other evaluation methods, etc., to establish a performance evaluation based on ability evaluation. The foundation is a scientific evaluation mechanism based on quality testing and with performance appraisal as the core.

4. The perfect combination of employee career management and promotion mechanism

The company has its own clear development goals, combined with personal development needs, and fully understands the personality, hobbies and specialties of employees. After that, career planning is carried out for employees, guiding their career development direction, determining the development and promotion path of their positions, and providing career development goals. In this way, the company's strategic goals and personal goals are combined, so that talents can fully feel their own value. The company and employees work together to promote the realization of their personal plans. This will greatly increase the loyalty of some outstanding employees to the company, making them feel that their personal career development prospects here are promising and they are motivated, so they will feel at ease working in the company and strive to maximize their work potential.

Employee training and promotion are an important part of the human resources development system and are always the main means of motivating employees within an enterprise.

Promotion is based on the assessment, performance, and performance of the company's employees, and examines their knowledge, abilities, and character. When employees achieve their goals, they will be transferred from their original positions to higher-level positions