A Research On Cost Control Of Human Resource Management

Under the background of the new economic era,the market competition is becoming more and more intense,which puts forward higher requirements to the cost control of the enterprise,and the human resource cost is gradually attached importance to by the enterprise,how to control the cost of the human resource effectively,and how to control the cost of the human resource effectively.Even in such a background,there are still individual enterprises that have not yet perfected the concept of human resource cost,and at the same time,there is still a lack of accounting for human resource cost and analysis of relevant data.Because of the concern of control and so on,the enterprises do not have the firm and reliable competitive ability of sustainable economic benefits,especially in the small and medium-sized enterprises in our country,the enterprises with sound human resource cost control management system are very rare.And because some enterprises do not value the human resources cost control,and put a large amount of money into the human resources cost,this also reduces the profit to a certain extent.Too blindly reduce the cost of product consumption and turn to development,but ignore the cost control of human resources.At the same time,human resources investment and development,enterprises have not implemented a system,continuous adjustment management.Coupled with the lack of standardization and management of human resources cost expenditure,the related costs have been depleted to a certain extent.Company A was founded in 2013,it is a comprehensive company dedicated to building high-end industrial parks,the focus of work has shifted from early civil development to attracting investment.By properly upgrading,optimizing the cost control and resource allocation,it is beneficial to consolidate the competitiveness of Company A and lay the foundation for the realization of its double economic and social benefits.According to the need of the research,the thesis consists of five parts.The first part is the introduction,which summarizes the research background,significance,methods and objectives of this paper;The second part is the basic theory of enterprise human resource cost.Firstly,the information about the cost control of human resource is sorted out,the related theory of human resource cost control is defined,analyzed,and secondly,the theory of human resource cost control is defined and analyzed.The guiding theory of human resource cost control and the concrete target principle,index and system construction content of human resource cost assessment;The third part analyzes the current situation of compensation,recruitment,training and other cost control in the human resources cost control of Company A through field investigation and research,and points out the current situation of compensation,recruitment,training and other cost control.The shortcomings of salary,recruitment and training are pointed out,and the causes of these problems are analyzed under the condition of combining with the factors that can influence the cost control of human resources.In the fourth part,the author puts forward the control strategies of salary cost,recruitment cost,training cost and so on,and points out how to promote the construction of enterprise culture,scientifically formulate the employee assistance plan,and construct the scientific salary performance evaluation system.Choose an efficient recruitment method,optimize the compensation level and other human resources cost control and guarantee mechanism;The fifth part is the conclusion and prospect of the research,summarizes and summarizes the full text,and makes further research on the future.Overall,the human resource cost control of Company A can be optimized in the following aspects: for compensation costs,combined with the company's operating strategy and personnel structure,on the one hand,the salary structure is adjusted by optimizing the performance and the ratio of fixed wages.On the other hand,through the adjustment of salary center of gravity,the senior management posts and core technical posts are taken as the key way to optimize the salary structure;For the recruitment cost,we strictly follow the principles of public justice,person-to-post matching,efficiency first,two-way selection,and make a scientific prediction of the recruitment demand due to the principle of job selection and internal priority,and establish a complete job competency model.At the same time,it broadens the recruitment.The choice of means,combining with the evaluation of recruitment effect,maximizes the goal of matching post demand and personnel ability;With regard to training costs,scientific training plans have been formulated in strict accordance with the principles of affirmation and motivation,effective pertinence,teaching in accordance with their aptitude,overall promotion and key training,so as to make the training system more perfect.Improve the rationality of training work while better meet the needs of employees;For the investment of human capital cost,the direction of investment has been adjusted appropriately,and a series of rules and regulations have been formulated,including the management system of human capital cost and the system of human capital.At the same time,the safeguard measures for the protection of the enterprise culture system have been put forward,which are in the process of decreasing.Under the condition of less investment,employees' enthusiasm has been greatly enhanced and firm manpower base has been laid for the increase of A company's output.In this paper,the theory of human resource cost control is effectively combined with the actual human resource cost management problem,and the theory of human resource cost control is better applied in the enterprise to solve all kinds of problems effectively.However,due to the limitation of my time and ability,the research object of this paper is only a specific enterprise,and the cost control index of human resource management needs to be further improved.