Human Resources Management System Design Of Supervision Company

Since 1987,FIDIC management mode was first adopted in China,the construction supervision system has taken root in the whole country.With the upsurge of investment in capital construction and supporting facilities construction,the construction supervision industry has been prosperous for twenty or thirty years.However,with the maturity and saturation of the domestic market,the inflection point of overcapacity of the construction industry structure has come.Therefore,for Dalian L Supervision Co.,Ltd.,the need for enterprise transformation,upgrading and development is imminent.However,the most difficult problem that restricts the transformation of enterprises is the weak capitalization ability of human resources.Around this urgent problem,this paper extensively consults the relevant theoretical research and practical experience literature.On this basis,this paper uses the theory of human capital to analyze the quality level,structure and management ability of human resources in enterprises,and concludes the key directions and tasks that enterprise managers should focus on and improve in the next step.Its core content can be summarized as follows: Enterprises need to establish a multi-level human resources management system,which focuses on the internal training mode,the young and middle-level employees,and the strategic supporting role of human resources management is constantly strengthened.Correspondingly,the framework of human resource management system is designed as three systems: evaluation identification,training development and performance incentive.In terms of content filling under the framework,this paper creatively designs the behavior standards of practitioners,constructs a complete competency training system and establishes an incentive and guidance management mechanism for employees’ behavior.Finally,the research result of this paper is to establish a management framework of human resources capitalization,which can help engineering supervision enterprises to cope with the current severe transformation,upgrading and development requirements.However,the results are mainly based on the existing theoretical research and practical experience,and need to be tested by specific empirical tests.