Research On The New "Platform" Human Resource Management Risk Of Didi

Emerging human resource management in the era of sharing economy,which is born out of the traditional human resource management mode,mainly improves the openness,flexibility and scientific of human resource management.In this mode,the flow speed of human resource is accelerated,and the stability of employment relationship is challenged,bringing huge changes to social life.In this model,all kinds of idle social resources are gathered under the platform enterprises,and the enterprises themselves no longer have direct control over the resource.Li Tianjian and Su Yong discussed <the emerging "platform" human resource management mode in enterprise platform,sharing economy and human resource management reform>,which brought about impacts and challenges to the human resource management mode of enterprises.The new "platform" human resource management mode focuses on reintegrating social resources,especially social idle resources.How should enterprises properly deal with a series of new problems brought by this open and loose human resource management mode,ensure the rational and effective allocation of human resources,do a good job of risk prevention,and provide effective relief after the occurrence of hazards.Therefore,the emerging "platform" human resource management mode does not need to deal with all matters in detail,but should establish and maintain the market order within the enterprise,ensure the rational and effective allocation of resources,prevent risks and provide human resource relief when harmful results occur.By studying the Di Di model,this paper tries to develop the future of the industry human resource management model in the era of sharing economy and "Internet +".Compared with the traditional human resource management,the emerging "platform" human resource management breaks through both the object and the management function when dealing with the enterprise human resource management.The human resource teams of platform enterprises fall into two categories.The first type is the core team,which is the staff of traditional enterprises,mainly responsible for the daily operation of the platform and the direction of the enterprise,belonging to the leadership and decision-making level;The second type,idle resource providers,is the focus of this paper on the management of this type of human resources,which is also a group of laborers influencing the traditional human resources management.For a platform enterprise,both its own management and technical personnel and the resource sharing personnel on the platform are the objects of its human resource management,but they belong to the emerging "platform" human resource management.Therefore,the human resource management of emerging platform enterprises is very complicated.The contracted employees on the platform are generally recognized as autonomous management,and the platform seldom makes detailed management rules and regulations to constrain this group of employees.From a legal perspective,these online employees sign contracts with the platform and use the platform as a tool to facilitate transaction,rather than being hired by the platform.Therefore,they are not applicable to the employment relationship.Platform enterprises conduct a kind of "loose" human resource management on them.Di Di is a typical enterprise in the emerging "platform" human resource management,and many problems and risks arising from the emerging "platform" human resource management are reflected in the operation process of Di Di platform.For example,there are still many problems in the management of human resources of emerging "platform" enterprises in dealing with the online employee relationship between enterprises and platforms.What is the legal relationship between Di Di's driver and Di Di platform? In practice,Di Di has a single reward and punishment method,and drivers only sign contracts with the platform for profit.Once Di Di's drivers feel that the platform is not profitable,they will give up using it,and they will not care about Di Di's reputation and corporate image.In addition,the emerging "platform" : with the development of human resource management,the independence of workers will continue to increase,and the dependence on employers will gradually weaken,which will eventually lead to weak enterprise cohesion.Besides the relationship between Di Di platform and Di Di's driver,consumers are also deeply influenced by the emerging "platform" human resource managementDi Di's drivers and customers who use DiDi's platform are based on their trust in Di Di's platform.For the driver,he is using his spare resources to increase profits,and the unfamiliar relationship between the two parties has brought some moral and safety risks to the taxi.As a result of "crowdsourcing",Di Di has inadequate management of its online drivers,which has led to poor user experience,including dirty environment,bad service attitude and deliberate detour.Risk incentives and problems for the emerging "platform" human resource management.First,the service relationship between Di Di platform and drivers of various operation modes should be clarified,especially for "full-time" mode drivers.Then,improve the training mechanism and the retention of human resources,set up a fair and impartial performance appraisal system,and constantly motivate employees to work actively,to bring greater value to the management of the enterprise;In addition,in terms of talents,Di Di platform to build a circle of friends,and makes excellent drivers stay on Di Di platform for a long time through interactive platform.Specifically,the flexible human resource management is to satisfy driver's individual needs in terms of the number of employees,work content and time,post function and salary.From the perspective of Di Di,this paper analyzes the nature of the labor relationship between Di Di's online drivers and Di Di's from the perspective of the deficiency of human resource management of the emerging "platform" at the present stage to deconstruct the mutual interests between Di Di and its online drivers.The service ability and service technology of Di Di driver will play a key role in the future of Di Di company.Di Di company should manage and motivate Di Di's online employees from the perspective of employee recruitment,management training,reward and punishment,and assessment.It is hoped that it can help platform enterprises to cope with various risks of the emerging "platform" human resource management,and to deal with the defects of the new model and reduce risks while minimizing the economic benefits of the new model.