Study On The Model Of Personnel Behavior Management

Today, the human resource become the important and emulative resource of all enterprise, so state-owned enterprises faced the more and more pressure from human resource competence, but they haven't the advantage in human resource management (HRM) to compete with other international enterprises. In order to achieve the advantage of competition, the HRM reform become very necessary for them. They need to built modern HRM system to improve their management level in human resource. In order to push the HRM reform forward and complete it successfully, we must reduce the resistance from the personnel. Under the situation of reform, the personnel's psychology and mood will be influenced more or less, they may change their normal behavior to do something against the reform. The study is about how to induce the personnel's behavior along the reform process. For explaining the management process, the study built a model about personnel behavior management. The model has three parts:The first one is psychology communication and inducement. By communicating' and training, the personnel may accept the reform and acclimatize themselves to the new HRM system, which built through the reform. They can make great achievement finally. The second one is behavior criterion management by HRM system. In the reform process, make the personnel participate in the reform process, let them understand the new HRMS better, so use the new HRMS to correct their behavior. The third one is: take the situational leadership as leader's method of management, according to every people's personality, the leader can take different ways to lead the personnel. The final objective of this study is to built a "win-win" situation between the enterprise and the personnel, and the HRM reform can be carried out successfully. The result of the reform and the new HRMS can be operated efficiently, the enterprise and the personnel all make great progress in the future.The study use a demonstration to analyze the influence on the personnel when the enterprise take reform without efficient personnel behavior management, and give some useful advice for other state-owned enterprises for their HRM reform.