Study Of Human Resource Management Design For Huaxia Company

The acceleration of globalization brings diversified market environment,and the focus of competition among enterprises gradually focuses on the competition among excellent talents.Therefore,more and more enterprises begin to attach importance to the introduction,development and management of human resources,build high-quality talent team with scientific management,and enhance the competitive strength of enterprises with the advantage that human resources cannot be duplicated.Hua’xia garden greening engineering co.,LTD.is engaged in the botanical garden afforestation landscape design of small enterprises,the main business scope is green,municipal engineering and property created.In the past 15 years has been maintained a sound momentum of development,but the current level of qualification is limited,the core competitiveness is not strong,the technical level to keep pace with limit the company’s long-term development.The company’s human resource management,personnel structure is not reasonable,allocation is not in place,the lack of employee development plans,employing only relatives and other problems are more prominent.Therefore,it is of great practical value and theoretical significance to study the new human resource management scheme of Hua’xia garden company,which is conducive to improving the company’s current situation,exerting the effect of talent gathering and seizing the opportunities brought by the new era.Firstly,this paper analyzes the development status of Hua’xia garden company with SWOT model,and finds out the key points of the company’s development in recent three years,namely,attaching importance to corporate culture construction,comprehensive management,and human resource management.Then the appropriate development strategy is market focus strategy,focusing on expanding the market and expanding the brand influence.Then,it analyzes the development status and existing problems of human resources in the company,and finds that there are gaps in personnel’s educational level and professional technical structure.Then,according to the market focus strategy of the corresponding company,the corresponding strategic human resource management objectives are planned,namely,the development of talents at different levels and stages,that is,high-end technical talents should adopt the seductive human resource strategy to quickly attract talents with rich remuneration.Middle and low level personnel can participate in the human resource management strategy,encourage the majority of employees to actively participate in the company’s production management,build brand effect.Then,in order to achieve the goal and focus on the improvement of human resource management plan,five most prominent aspects of human resource management activities,including organizational structure,personnel recruitment,staff training,salary plan and performance appraisal,were selected for analysis and optimization.Through questionnaire survey,data collection was conducted to understand the operation status and recognition degree of employees’ current human resource management plan,and the reasons for the current situation were analyzed for each aspect,which were summarized as lack of plan,imperfect system design,incomplete process and lack of feedback mechanism.Then,according to the problems found in these five parts,the human resource management plan is optimized by combining the company’s strategic objectives,human resource objectives,company archives,questionnaire data(design expectations for new plans)and other materials.The comprehensive summary is to improve the flat organization structure,expand the recruitment channels,carry out targeted training by profession and post,enrich the company welfare,strengthen the training,the performance result supervision and so on.Finally,it emphasizes the implementation countermeasures of the new human resource management plan in the top-level design,such as strengthening the construction of human resource system and establishing effective communication mechanism,so as to ensure the smooth implementation of the new human resource policy.