Research On Human Resource Strategic Change Of CE Company

As China's economic development has entered a new normal,the business environment of enterprises is facing a slowdown phase in economic growth,and the automobile industry is undergoing unprecedented changes in technology,consumption upgrading and industrial transformation.As an automobile engine and core parts manufacturing enterprise controlled by an automobile whole vehicle factory,CE Company should transform and upgrade its strategy in order to adapt to the change of external market environment and the needs of customers.The existing organizational ability of the company cannot keep up with the needs of future product,technology and market consumption upgrading,which poses a challenge to HR management on how to identify and build the organizational ability that can drive the company to win sustainable competition,and how to define the value creation and output results of human resources.Firstly,the paper uses the literature research method to carry on the research to the domestic and foreign strategic HR management related theory,elaborated the domestic and foreign HR management theory and the practice of dynamic.Secondly,Questionnaire survey method is adopted to investigate the current HR organizational capacity of CE company,and case study method is adopted to study the feasibility of enterprise HR strategic transformation.Thirdly,the 4P HR management system of strategic transformation of HR is proposed by using the expert opinion method,namely,organizational position management,staff competency management,strategic performance management and comprehensive compensation management system.Based on the requirement of company's strategic transformation ability of organization promotion,this paper combined with the characteristics of CE company existing 3P management of HR,and diagnosis of existing short of ability of organization,build from existing transformation of traditional HR management to strategic HR management,put forward 4P system,HR management from operational level to strategic level,from professional to systemic approach.It realizes the vertical match between human resource strategy and enterprise strategy and the horizontal match between HR management practice activities and functional modules.