Study On Human Resource Management Of Tangshan Iron & Steel Group Co., LTD

This is a paper on study of human resource management of Tang Shan Iron & Steel Group Co., LTD. It is composed of four sections including seven chapters.The first section introduces the necessity and significance of this study. And expatiates modern theories about HRM related to this paper. In addition, the section points out the main topic of this paper.The second section introduces the current situation of the company, including the history, the development strategy, the structure of the human resource and so on. Besides, the section explains the research method of this study, such as the questionnaire, sampling, and data collection.The third section conducts a complete and comprehensive analysis on the company's HRM according to the result of data analysis and modern HRM theory, and found some main problems about current HRM of the company: Firstly, the foundation of HRM is not solid, such as the necessity of refining the job analysis, the poor performance management, the un reasonable compensation structure, the weak training and development, and the poor career development management. Secondly, the competenceof the human resource professionals is not good enough, specifically, there are none skilled human resource experts who specialize on compensation, performance evaluation and personnel assessment. Thirdly the department of HRM is not being a strategic section, HRM is as same as the traditional personnel management. Besides, the middle-level and the top managers who need to change their viewpoints on HRM are lack of understanding and emphasizing HRM.On the basis of applied the HRM theory into the current condition of the company, the fourth section proposes the overall framework and the suggestions about improving HRM of the company and looks ahead to the development of the HRM. That is to build a modern HRM system, which is scientific, human, professional and strategic: HRM of the company need to change from experience management to scientific management, solidify the foundation such as job analysis, position appraisal, key index of the performance evaluation system, design of compensation structure and so forth, and pay more attention to training and development, build up career management, respect the employees and care about their needs. The HRM should change its role. It should become a department supporting the strategy, and a service department for the line department, which makes HRM more long-term oriented and systematization.This paper combines theory and practice and explores the feasible avenues improving the company's HRM. These suggestions will use for reference to iron & steel industry and large-scale or medium-sized state owned enterprises.