The Diagnosis And Improvement Countermeasures Of Human Resource Management In K Company

With the development and application of artificial intelligence,cloud computing,Internet of things and big data technology,building smart communities has become an important strategic transformation path for property companies.As a wholly-owned subsidiary of Z property group,K Company is facing the problem of professional and technical personnel management in the period of transforming to intelligent business.Under the centralized human resource management mode of the group,the pace of K company's strategic transformation is seriously restricted.Under the authorization of the group,it is urgent to carry out the management and diagnosis task for K company's professional talents engaged in intelligent business.On the basis of scientific and objective analysis,the talent planning.On the basis of a large number of literature reading,this paper selects the necessary related theories and methods to check the current situation of K company's talents.First of all,through the way of questionnaire,collect,sort out the data,analyze the data,find out the problems and reasons of K Company in talent management.Such as strategic planning,recruitment,training,compensation,performance,employee selection,etc.Based on the above diagnosis,a targeted management planning scheme is proposed: 1)make K Company master its own talent account book through the application of talent inventory technology;2)solve the problem of talent supply by improving the internal recruitment process,expanding the internal staff promotion channels,establishing talent pool;3)create a learning organization by expanding the training platform,internal trainer training Optimize the personnel training of K Company;4)optimize the salary and welfare of K Company by revising the salary system and increasing employee welfare flexibly;5)optimize the performance evaluation of K Company by adjusting the performance evaluation cycle of grass-roots employees and setting changes of evaluation indicators,reallocating the weight of performance evaluation of management employees and improving the performance evaluation process;this solution It has certain feasibility.