Research On The Improvement Of SCZY Enterprise Human Resource Management System

With the continuous improvement of China's economic system,the market system continues to mature,human resources as the enterprise production and management,sustainable development of the key content,in the process of enterprise development occupies a very important position.The eighteen government work report clearly pointed out that enterprises should take personnel training as an important development content,and promote the formation of China's talent powerful country,and create a strong combat ability,comprehensive quality of talent team.At present some state-owned enterprises,due to historical factors,their system and mechanism are difficult to meet the needs of the market,the urgent need for change.In order to win in the market competition,it must be talent and human resources in an important position,with the implementation of the state-owned enterprise reform program has introduced,how to revitalize the stock of talent cultivation,talent vitality,play the overall human resources function,academia and industry is the focus of the.The core point of the improvement and optimization of human resources management or human resource system is in the system to maximize talent and organization efficiency,fully human capital overall effectiveness,create competitive advantage for enterprises,it is of great practical significance for the steady and healthy development of enterprises.This paper takes the SCZY company as the research object,make full use of project risk management on the domestic and foreign advanced management experience and management methods,in-depth analysis of the status quo of human resource management of SCZY company,the problems and causes of cesarean section,targeted on the human resource management system of SCZY company in the optimization improvement,and puts forward some specific methods and implementation of security measures,in order to provide reference for similar enterprises.Analysis of the investigation,the results of this study showed that the SCZY company employee satisfaction and employee engagement is not high,hope to have a working attitude and actual work attitude has a larger gap;the lower staff assessment of the company's training and salary system,and higher expectations of reform.More than 80% of the employees want managers to improve the target management plan;if they leave the company,30% of the employees choose the reason for dissatisfaction with the management of the company.About 90% employees that the company has "requirement for the position is not clear,the post development channel is unknown,the workload is not balanced,post does not match" problem;the key factors that decide the future of post promotion is more than 85% staff qualifications;60% employees choose to pay salary is not satisfactory,that assessment indicators / goals set unreasonable,the lack of formal feedback,can not fully reflect the work performance,superior company work standards measure theirworkload and personal subjective judgment,more than 85% of the people think that the company should be the standard measure employee performance and work ability.Through the investigation and analysis,this paper thinks that there are problems of SCZY company: recruitment mechanism lag behind,lack of long-term mechanism of recruitment work;lack of foresight and strategic,there is no clear demand for human resources planning;staff training system is too formal,bureaucratic;personnel configuration management is not scientific,human resources efficiency is low;compensation mechanism.Perfect salary level is low;performance appraisal in "points" system,it is difficult to fair and reasonable.Overall,SCZY's lack of human resources planning,participate in market competition consciousness is not strong,the lack of competition in the market outlook and outlook,while the actual work of human resources department to stay in the top,insufficient understanding of the importance of human resources,the human resources department on the daily work of employees to stay in the traditional personnel management,routine work.According to the human resource system of modern management and coordination,not to mention the development of occupation planning content of modern enterprise salary system,employees,causes the staff working atmosphere,initiative,creative problem.In view of the existing human resource management problems of SCZY company,it should be in accordance with certain principles and needs to be adjusted and the combination of the internal organization structure,establish various departments to coordinate with each other and organic system;market-oriented principle is the main direction,combined with the company,post salary,revenue can be increased or reduced.As incentives to build a diversified personnel;and market-oriented compensation;implementation of compensation performance in management,the introduction of "bidding contract system",norms of the person in charge of the project performance appraisal target,and according to the goal of strict implementation of appraisal;strictly control the total staff,planning the introduction of the core talent,determine the core human resource occupation career planning and personnel withdrawal mechanism;training to actual demand,do a good job training,in order to realize the value of staff as the goal,to do Career development plan for good employees.We believe that the SCZY company in the improvement process of the implementation of human resource management system,should actively cultivate flexible gene company human resources management reform,so as to protect human resources system to improve the implementation of the core content in both the smooth operation process and adjust the system transition at the same time,efforts to create a good working environment and cultural atmosphere at the same time to control and risk prevention of human resources management,strengthen communication,promote the optimization of human resources system.