Of Human Resource Management _21708 -

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Of Human Resource Management

. Including educational level, knowledge and experience, memory, thinking ability, operational capability, resourcefulness planning. Second, the non-intellectual factors. Including the ideological level, work attitude, work habits, temperament, personality,[link widoczny dla zalogowanych], relationships. Determine the personnel standards. Also should be noted that different types of talents: the political, economic, legal and other: different levels: job, education, age; different specifications: high, middle, junior, etc.; different nature: generalists, specialists. Also note that the standard human population structure. To determine the personnel standards, in addition to considering the individual standards, but also to the overall optimization as the starting point to identify groups of personnel recruitment and selection criteria. In the selection issue should be targeted, to be targeted. Candidates for employment. Bringing in people, we should use, not to engage in display, and guard against To 4. Establish training, educating people mechanisms, efforts to improve the quality of human resources. After workers are hired after the selection is not one hundred percent consistent with the needs of organizations still need to give education and training, which is modern economic development. Because with modern technology and economic development, rapid increase in the degree of specialization of work. Not only because of the professional school setting is limited. And because of the rapid progress of science and culture. The continuous growth of new knowledge. Even with the full counterparts in the work of the profession, over a period of time, still need to study and improve again. 5. Established use, incentive mechanism, a good grasp of key human resource management. Use and incentive is the key to human resource management. Modern Enterprise Personnel Management's basic tasks: First, get the most qualified person; Secondly, the full and effective use of personnel; again, all the staff for the group work to enhance the high willingness to work. Only to ensure that the use of reasonable talent and to give effective incentives, to complete the task of personnel management. Rational use. Recruitment and selection of personnel for the organization to the development of only lay the foundation for the energy to make the selected personnel into full play the real, but also be used rationally. To play a level effect, had just been applied; to respect the trust, the employer did not suspect; to coordinate relations, vary. Effective incentives. Incentives must be effective, incentives should be performance-based assessment to business development objectives, market efficiency is an important criterion, so the incentive to make employees closely focus on market demand, business development goals for technological innovation and new product development in order to employees have left the market to avoid the need for personal and business development goals tend to struggle. This incentive is an effective incentive. 6. Establishment of evaluation, reward and punishment mechanism, full human potential. Scientific evaluation. To improve the evaluation of scientific and accurate, objective and scientific criteria should be established as a basis for assessing staff performance strengths and weaknesses; need to strengthen the evaluation of the training, which includes ideas and style of training. Including the evaluation of knowledge, skills, training, to be fair and just. Strict punishment. Reward and punishment is an important part of personnel management. Is also an important means of motivation. Through reward and punishment can not only mobilize the enthusiasm of employees, improve work efficiency; also can play improving conduct, a necessary means to maintain discipline. Both the reward or punishment are in order to better mobilize the people's enthusiasm. Therefore, we must focus on results. Award and Punishment is a variety of ways, either material, it can be spiritual, material and spiritual can also be a combination of both. 7. Establishment of promotion, promotion mechanism. Set an example for human development. Members of the organization promoted a great incentive, it makes the object have promoted pride, self-esteem, sense of responsibility, which inspired him to work harder and make more active contribution to the organization. Also set an example to other members, so that confidence in their future promotion to better the needs of the organization to work hard. Of course, this promotion must be based on the capability of being promoted, the promotion of job performance, if by the Latin American relations, engaging in enthusiasm, encourage unhealthy practices within the organization. e. 【
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