Research On Human Resources Strategy Of T Compan

Human resource is one of the most complex and worthy of in-depth study among the production factors of an enterprise.The excellent human resources strategy can help the enterprise to be more in line with the goal in the process of operation,and at the same time ensure that the enterprise can match the right personnel quickly and with high quality when making strategic adjustment,and provide guarantee for the excellent and efficient work performance of the enterprise personnel in their respective positions.However,once an enterprise lacks a human resource strategy that can meet the requirements of strategic planning,it will deviate from the goal of strategic planning in the long run,resulting in the gradual loss of market competitiveness.Taking T Company as an example,this paper studies the small and medium-sized motor vehicle driver training enterprises,taking the reasonable enterprise management strategy as the basic direction and how to optimize the human resources strategy in the operation process of the current environment.So that the enterprise can stand out in the competition.Before studying the optimization of the human resources strategy of T Company,the paper deconstructs,analyzes and summarizes its current situation and the human resources strategy currently adopted.Combined with the two classical analysis tools of PEST and SWOT,it is concluded that the current business strategy of T Company is the enhanced growth strategy of product and market development.Then,on this basis,the article uses the theory of human resource strategy to demonstrate the optimization of the four sub-strategies of human resource allocation,development,evaluation and motivation of T company.the main conclusions are as follows: 1)T company should make full use of a variety of human resource allocation technologies and establish a long-term allocation mechanism according to the optimization theory of human resource allocation.All positions that directly serve customers should be staffed with "affinity" staff.2)Enterprises should make full use of the advantages of surrounding higher education resources,use a variety of continuing education and training means,formulate special development plans for each employee,and focus on R & D and accounting staff directions.the training content should include psychological and moral accomplishment,among which the training of coaches should be specially planned.3)the company’s human resources evaluation mechanism should be stable and long-term,different business areas should adopt different ways,such as team evaluation,individual evaluation,customer evaluation,external peer evaluation and long-term evaluation.4)R & D employees need to greatly increase training incentives and career future incentives,focus on the introduction of emotional incentives and integration of incentives in the incentive system,and be cautious about using negative incentives.The research of this paper has certain reference significance for improving the strategic level of human resource management of T company.It can also provide reference for the human resource management strategy of similar enterprises in the same stage as T company.