A Research On The Human Resource Management Practice Of Z Company

Human resources are gradually transforming into the first productive forces of enterprises,and the role of the overall operation of enterprises is becoming more and more prominent.From the point of view of the human resource management of Z company,we will find a way to improve the level of human resource management in the company.This study will try to evaluate the human resource management practice of Z company through scientific methods,in order to find its problems.And then to explore the measures to further improve the level of human resource management.Firstly,this paper systematically combs the relevant theories and research achievements of human resource management and its evaluation methods,and the basic methods for the evaluation and analysis of human resources management in enterprises;Secondly,on the basis of comparing various methods of evaluation,the human resource index survey of professor Zhao Shuming is finally selected as the evaluation method of human resource management of Z company.The questionnaire survey was carried out in the whole company,and the results were analyzed.This paper shows that Z Company's HRI is 3.42,which is higher than the average of domestic enterprises.However,there are still some problems,which are mainly embodied in the following five aspects: Firstly,the performance appraisal system is not perfect and the salary mechanism is not flexible;Secondly,the occupation development and personnel training mechanism are not perfect;Thirdly,the chances for employees to involve in management are very few,and it's difficult for them to feel the care of the company;Fourth,the organizational structure of the company is not sound,and there is an ambiguity about rights and duties,which affects the efficiency of the organization;Fifth,the company's target propaganda is not deep enough.By analyzing the causes of insufficiency in human resource management practice of Z company,this paper makes five suggestions:Firstly,to establish a scientific and flexible salary mechanism and improve the performance appraisal measures;Secondly,to smooth the occupation development channel and improve the training system;Thirdly,to provide more opportunities for the first-line employees to participate in the decision-making process and create more communication platforms for staffs;Fourth,to improve organizational structure and organizational efficiency;Fifth,to strengthen enterprise target propaganda and improve Co-operation efficiency.