A Case Study On Human Resource Management Strategy Of BJ Decoration Engineering Company

The segmentation process of the construction industry in China, people-oriented andsustainable development concept, higher demands on the construction industry, residential inthe future to achieve industrialization should be a variety of new technologies, new features,new processes set to reflected on a project. The decoration is an integral part of theconstruction industry, driven by strong market demand; the industry is the rapid developmentof super-normal speed. However, the increasingly frequent movement of building decorationenterprise specialized technical knowledge workers, to become a major feature of the flow oftalent in today’s decoration. Technology is to determine whether a company has an importantfactor in competitiveness, while technological innovation and progress by the person tocomplete. Therefore, the technology contest the final analysis, talent contest, professional andtechnical personnel is increasingly becoming the object of the enterprise to compete. Frequentloss of talent for building decoration companies paid a great price.This article is intended to moderate the scale of investment, and on behalf of significanceBJ Decoration Engineering Company is the case, to grasp the theory of leadership andstrategic human resource theory, starting from the analysis of its brain drain and causes, BJhas human resource management problems in conducted in-depth analysis and research, andpropose suitable for the company’s characteristics, feasible access to the talent and rewardtalent, develop talent, and talent protection of human resource management strategies, in orderto retain talent and attract talent to a certain extent to achieve organizational goals, whileimproving employee satisfaction, and thus gain a competitive advantage, improve theeffectiveness of the company, as well as other architectural decoration enterprises to solve theproblem of loss of human resources to provide the reference solution.Finally, this paper has the problems solving strategies, including changes in humanresource management model, to strengthen the human resources system construction, buildingincentive performance appraisal system and build a competitive salary system in four aspects.Specifically, first, attach great importance to the sustainable development strategy planning.Second, actively constructing their core values. Third, to establish a correct concept of humanresource management. Fourth, strengthen staff training and actively establish a learningorganization. Establishment of human resource management system, recruitment, training,assessment of the standardization and institutionalization. Able to fully motivate employeespay system, not only from internal fairness considerations, and their overall compensation inthe industry as well as regional competitive is as important. BJ remuneration status that all remuneration and benefits associate is the most important and urgent. Build projectmanagement system, management of the incentive program to enhance project benefits anddecided to pay level of project management, project effectiveness.