Optimization Of Employee Relationship Management In A Stone Company

There are many factors that affect the success or failure of an enterprise,and the internal factors are inseparable from the eternal theme: talents,people are always the first factor of enterprise development.With the acceleration of industrial internationalization,traditional stone enterprises seek opportunities to improve quality and efficiency in the process of transformation and development.Therefore,managers gradually realize the importance of human resources.Most of the private stone enterprises in southern Fujian show obvious family brand.The control of enterprises is controlled by the same family members,and most of the employees are related to each other.In these family enterprises,the economic benefits are not obvious,the operation deteriorates and even bankruptcy and bankruptcy.The reasons mainly come from employee dissatisfaction,interpersonal tension and brain drain and other malignant employee relationship management problems.Employee relationship management belongs to the scope of enterprise human resource management and is closely related to the survival and development of enterprises.How should these enterprises do a good job in employee relationship management to ensure good and orderly business management and transformation and development?Based on such problems,this paper takes A stone company as the research object,analyzes the current situation and problems of its employee relationship management by means of questionnaire survey and field interview,and at the same time analyzes the internal reasons and puts forward optimization strategies based on relevant theoretical viewpoints.The results show that there are mainly problems in the employee relationship management of A company,such as the imbalance of labor relationship management,the imbalance of employee interpersonal relationship,the weak efficiency of employee communication service,the deviation of cultural construction from reality,the improper incentive standards of employees,and the lack of crisis response measures.Combined with employee relationship management work content,in this paper,the practical problems A company to further expand the reason analysis,found that the intrinsic reason of these problems including the concept of choose and employ persons did not fit the modern talent requirement,the family management affair without constraint relations influence,passing the not perfect internal communication environment,cultural construction,fails to meet the practical needs,the company’s internal staff and improve the mechanism of talent difference,crisis response did not improve suffering consciousness,etc.Based on this,this paper puts forward the promotion of scientific labor relations management,coordination of equal and balanced interpersonal relations,perfect smooth and effective communication channels,enhance employee-centered enterprise culture,implement reasonable differentiated discipline management,use psychological contract type crisis management and other strategies to optimize the employee relations management of A company.Finally,the article also proposed on the basis of the above optimization Suggestions to speed up the high-level concept transformation,set up work leading group,carry risk estimates for prevention and control,strengthen the system of principal responsibility division of labor,to ensure the efficient use of special funds safeguard measures,such as want to improve employee relations,A company to reduce employee turnover to achieve A smooth transition of power.This paper also aims to promote the application of employee relationship management theory in family business management and enrich the research cases of relevant theories,so as to provide ideas for the innovation of employee relationship management mode in the same type of enterprises.