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1、Modern Human Resources Management1. The general situation of human resource managementModern human resources management of enterprise roughly can divide into three levels, tactics plan, and carry out plan. Three levels represent human resources management advance, can embody the transition from trad
2、itional personnel management to modern human resources management. We will welcome E era in the 21st century. In the face of the brand-new challenge, enterprises to obtain the competition advantage, human resources development and management cant be ignored. Through adapt to E era violent change and
3、 new challenge can promote enterprises organization system development, procedure recombination and management transformation. To promote latent energy of human resources become enterprise human resources management departments chief duty. Among the course of enterprise management developing, it is
4、not difficult to find that enterprise management have gone through production period and market period ,then enter the human resources leading period. We can say, at E era human resources will become direction of enterprises management. As we know, production period have kept quite a long stage, the
5、n we paid attention to products. Ford Motor was a vivid case of that period:Do you need the automobile which other colors? We only produce the black.Market leading is the trend of recent ten years domestic enterprises also pay attention to it. Its character is to pay attention to market trend, marke
6、t require, and customer satisfaction. Products quality and service are the foundation of customer satisfaction. Product quality and service promoted, enterprise could keep the occupation rate of market.Enterprise will adopt human resources to E era main characters globalization, world net and knowle
7、dge. Enterprises must know the function of human resources in the development.First of all, knowledge and technology have changed the measure of enterprises wealth and competition rule. Knowledge is strategic assets of enterprise, enterprise is the organization which can combine, create, transmit an
8、d use knowledge. So whether enterprises have innovative knowledge, or heterogeneity technology be not coded, will promote enterprises to boost productivity in succession, promote and create the advantage in competition. As knowledge and technologys medium (human resources) on behalf of special knowl
9、edge, technology and ability. Though science and technology and knowledge of enterprise invisible, knowledge, technology and abilitys medium (human resources) is realistic, and can manage, train and develop. So, human resources of enterprises become the key factor of enterprises market value. For in
10、stance speaking, the market value of Microsoft goes beyond GE.In era of knowledge-driven economy, the fundamental change takes place in enterprises competition. E-era is knowledge-driven economy era, the competition based on key ability of enterprise. According to McKinsey advisory companys view so-
11、called keyability mean organizations a series of complementary technical ability and knowledge, it have made one or many aspects of business reach competition field first-class level. The cultivation of enterprises key ability will be based on information management. As to abroad position CEO, CIO,
12、CKO (Chief Knowledge Officer), Chinese should be called chief knowledge officer or knowledge inspector. The responsibility is to promote staff knowledge and technical ability constantly, to guarantee organizations competitiveness at high level.Secondly, networked development change traditional space
13、-time conception, create one no demarcation and global working environment and vision. So, the development at full speed of the new technology, not only improved production efficiency, reduced the trade expenses greatly, but also made an impact to enterprises management. For example, application of
14、computer and network technology, redistribute the power of enterprises. The development of communication means and network technology enable customer and staff getting more relevant information, improving reaction speed and flexibility. The development of technology will redefine working time and wo
15、rking model constantly. The development of information technology, make enterprises realize the important function of technology creator. More and more enterprises will improve the human resources management to quite important extent.Moreover, globalization has already changed the border of the comp
16、etition. Enterprises will face unprecedented challenge. Global economy integration under trade liberalization will make multinational enterprises become important strength in international market competition. To obtain competition advantage under globalization background, enterprises administrators
17、and human resources department must take human resources to program. They will set up new mode and procedure, train global sensitive sense and key ability. A lot of trans-corporation adhere “thinking globalization, take action locality” principle. It is the challenge that globalization bring to ente
18、rprises. The promotion of international competition must promote enterprises to dispose resources in the whole world, including human resources disposition in world wide. Management including problems as follows: the difficulty training, conflict of different culture and managing cross-culturally wi
19、ll become important problems of enterprises human resources management.2. E era: Deep change of human resources managementE era, knowledge and technology, network and globalization are the main character. New market, new product and new concept contain new thinking of enterprises key ability and man
20、agement style. Human resources management in enterprise will take deep change:In the face of knowledge economy society, it demanding knowledge and information shared. Network make institutional framework do away with hierarchical system. On one hand, network tissue group replace regular working offi
21、ce or position. Inside enterprises, the group and the other group are independent and complementary, the comprehensive result of the sum greater than the part wholly. In this case, group depends on members ability (not post) and tusk. Performance of group is the standard to get reward. On the other1
22、3hand, network made middle management information sharing loser. So, high positions reducing in the enterprise, it made the traditional promotion way reduce. In adapt to the development of enterprise human resources system. The work is not a position but a task and the task changing constantly.In fu
23、ture, the steady, machinery, repeated work will be replaced by the machine. There only left mental work, creative work. The “knowledge worker” will utilize his knowledge and innovation ability, offer products and additional value of service. People no longer regard pursuing the senior managerial pos
24、ition as the main goal of job development. What they need are bigger autonomy and working elasticity, in order to give play to their higher production capacity. Thus, as the administrator, must be good at communicating and building the relaxed working atmosphere. With engineering level developing co
25、nstantly, staff will be more and more important among enterprise. To meet staff working and life requests become E era one key goal of human resources management. The staff need get the fair and reasonable pay, get development self chance and condition. He need job security. In other words, enterpri
26、ses will realize what the staff need is not work, but the vocation.As to above-mentioned changes, organization system redesigned should on background of human resources management of E era. E era, organization system will change produce, market, sale and research, development and financial departmen
27、ts. But implement a hierarchical system and network framework. In traditional pyramid institutional framework, it was ordering and control that emphasized, emphasis describing the staffs task clearly, so the expectation to the staff of the organization is clear. To promote staff vertical means incre
28、ase, improvement and high remuneration of status and responsibility. All information of human resources management concentrated on the supreme administration and supervision authorities. By contrast, in flat institutional framework, emphasize the mandate of the staff, and make up work group on commi
29、ssion. The organization encourages the staff to expand ones own working content, improve the staffs common ability and flexibility. Train system and remuneration system support the promotion of competence. In networked organization, company will make up various kinds of work groups according to spec
30、ial ability to finish the specific task. The work group usually includes expert. In networked organization, emphasize the management of staff participation, construct the border of organization again. Over the past 5-10 years, industrial economy era occupy specializing in ordering with control decis
31、ion and resource allocation to arrange status concentrate on management that make way for flexible organization system already. GEs CEO Jack Welch said, “Guarantee and organize successful, the key is to let suitable persons to solve the most important business question. Whether he enterprises which
32、grade and which position in organization.” It is the vivid portrayal of this mechanism. In practice, the most important thing is to let the staff step functional departments and work together, and guarantee they have the power of decision and information needed. Look from trend, human resources mana
33、gement emphasize staff individual and work groups responsibility. Achievement of work group become the core, to encourage staff individual will become history.As the wide application of Internet technology, the competition and development will under the background “E-Business” times. It is obvious,
34、management reconstruction and procedure recombination will become important means to break traditional rule and to obtain new competitive power. The rule of industrial economy cant adapt to the growth and development of E-era. Human Resource Department is layman or servant of technology no longer, i
35、nformation technology will be got application in human resources management widely. The manpower resources management of enterprises will set up on enterprises network framework, and break through the limitation of the enterprise border. Research, exchange and communication inside and outside enterp
36、rises will be swifter. In human resources, employees relation, job vacancy, expert searches, employees training and support, and study remote will use Internet effectively.Internet technology can help enterprises organize and realize fictitiously management. Internet technology will help enterprises
37、 to set up the administrative system of knowledge, set up studying type organization, help enterprises to win competitiveness of long-term development. One organization must have ability on “how to study”, study ability will become competition advantage than rival.3. E era: Existence of the human re
38、sources managerIn E era competitive environment changing fast, it makes the managers face the change of human resources management field, play a role in transformation. More and more enterprises realize that set up competition advantage, the key is to make human resources management effective. The a
39、dministrator on the senior level of enterprises places much hope on this. Enterprises human resources manager would meet the challenge of E era.First of all, enterprises human resources administrators duty will be liberated from homework, administrative affairs gradually, will engage in strategic hu
40、man resources management more. So, enterprise manpower resources by the original non-mainstream functional department gradually become administrative department and strategic partner of business management. Among the 1994, American human resources management association meeting, council chairman Gal
41、e Parker point out, “Enterprise rebuild, structure recombination, scale simply require human resources managers to become CEOs strategic partners, help to plan, implement the organization transformation. The human resources managers participate in enterprises plan to organize the operational activit
42、y more and more. They lead enterprises improvement, set up competition advantage, propagate function technology and act as the role propagator and promoter, and will responsible for staffs performance and productivity etc. Many foreign enterprises human resources directed by a vice president. It can
43、 improve human resources strategic value.As we know that traditional human resources management of enterprise can roughly be divided into two respects, one from homework, another strategic. So-called homework project mean attendance, personnel file administration, performance check and rate, wage an
44、d welfare administration and general affairs. And strategic project include manpower resources formulation, execution of policy, help on the middle and senior level selection ofexecutive, education, training, career of staff plan, organization development plan and retain staff for business developme
45、nt. Some non-central, traditional personnel management would be put out. It can promote competitiveness, because of the added value of homework is very low, and human resources manager divert his attention and be deviated from the important strategic affairs. Staff affairs should be managed by other
46、 “affairs department”.So, Enterprises human resources manager will be from that kind of administration of the past gradually. Role of general affairs and welfare committee would be changed. And become learning type organization, training pusher, senior advisor agent, strategic business partner, admi
47、nistrations expert and improvement advocator.Secondly, manpower resources manager need to possess the corresponding global human resources management skill, he can understand and grasp the suitable professional knowledge. He required speak the same “language” to the business segments. Human resource
48、s administration is very important in the chain of enterprises day by day. It includes not only outside customer but also departments of enterprise. Human resource department should move towards “the service center” from the status “power center”. Human resources manager must possess a brand-new mod
49、e of thinking. And know customers need and how to offer these services.Finally, human resources manager should locate a new role. Michigan University Reich professor said, as helper of enterprise to get competitiveness, human resources management should pay attention to output of work. According to strategic policy, administrations efficiency, the staffs contribution and changing, these four kinds outputs of human re