On the construction of small and medium-sized enterprise Human resource management system

(a) Introduction

Recently, in a company a responsible for human resources friend Horse sum I contact, want to discuss how to develop http://www.aliyun.com/zixun/aggregation/6943.html "> Performance management." A is an investment holding company, involved in a number of industries, the overall sales revenue in a year down also hundreds of millions of, but the number of headquarters is small, only dozens of people, is a "small and medium-sized companies." A company's boss is very important since the consulting company Airborne Horse General, recently learned some performance management concepts, ambitious to be in the implementation of the performance management of the company headquarters to promote, the horse is always the direct fencing.

I saw the horse always give me the performance management system, it should be said that this system has a strong operability, both in a simple principle, but also a certain scientific. I gave the horse a few suggestions:

First, it is inappropriate to adopt behavioural indicators. Ma General Plan, the staff assessment content is divided into five categories, including behavioral indicators: "For staff assessment indicators, the main staff in the completion of the work process should have the work attitude, work ability and other aspects of behavioral performance." It should be noted that the prerequisite for the assessment of behavior is that the overall quality and management level of the employees is higher. In the current situation of company A, this condition is not available. Moreover, the evaluation period of the behavior index in the system is quarterly, and the evaluation results are applied to the salary, which will undoubtedly increase the cost of the examination and make the implementation of the scheme more difficult.

Second, the assessment of departmental internal management is not suitable for the quarterly cycle. In the department head of the Quarterly assessment indicators have a "departmental internal management", is the company's leadership of the Department of Internal management rating. This indicator needs to be measured over a longer period of time, and the quarter is clearly too short.

Third, the performance appraisal result and the salary linkage strength waits for the discussion. According to the MA General's plan, the best quarterly performance of the employees can be 1.5 times times the standard wage, the worst is only 0.6 times times. The floating range of 0.6~1.5 is too large, which is unfavorable to the implementation of the scheme.

......

The problem with horses is not isolated, and more and more SMEs are becoming aware of the importance of human resource management. But, because the enterprise history is not long, many small and medium-sized enterprises Human resources Management Work Foundation is very weak, where should start to establish the human resource management system? Moreover, the size of the enterprise must have an impact on the management, then, in small and medium-sized enterprises to promote human resources management and in large enterprises what is the difference? These are the questions that all HR practitioners, including us, need to answer.

(ii) Small and medium-sized enterprises to establish a human resources management system

Small and medium-sized enterprises, the relatively scarce resources, the ability to resist risk is not strong enough, these characteristics require SMEs in the establishment of human resources management system to pay attention to the following points:

First, strive for simplicity and feasibility. Specifically, the first is that the scheme does not need to pursue advanced, scientific, and the second is that the scheme can not be too complicated. such as the general use of Horse behavior indicators, refers to the use of words to describe the typical behavior, and grading, by the superior standards of conduct assessment. It should be said that this kind of assessment is the forefront of human resources issues, more difficult, the requirements of the assessment is very high, to the author's observation, the domestic large enterprises, mature enterprise is still difficult to adopt, not to mention small and medium enterprises.

The establishment of the human resources management system, the enterprise must need a longer period of time, continuous transition, adjustment, improvement, optimization, try to reform in place, with the most advanced methods of human resources management, obviously is not feasible. Moreover, from the perspective of implementation, if the implementation of too advanced, too cumbersome method, it is difficult to achieve results in the short term, this will affect the human resources management in the enterprise managers and ordinary staff in the eyes of the image of the plan will further bring trouble.

Second, a smooth transition. In the absence of a system of human resources management system of small and medium-sized enterprises, the majority of employees may have been enjoying a fixed salary, and the department, the position between the pay level has not been opened, if the change is too violent, the difference is very large, it is not easy to allow employees to accept. For example, the floating range of 0.6~1.5 times in Ma's general scheme can no doubt achieve a smooth transition of the scheme.

Third, from the local start. Here the Local has two layers of meaning, one refers to the human resources from a module to start, and second, from a part of the staff rather than all employees to start. This embodies the first to grasp the main contradiction of the idea, in the introduction of a systematic project should avoid eyebrows. First, start with a module of human resources. If the main purpose of human resource management is to improve the standardization of enterprise management, we can consider the optimization of post management system as the breakthrough, because this is the basis of the whole human resource management system, especially the salary and performance management system. To make the work more solid, you can optimize the post management system with the help of process optimization and carding tools. If the enterprise at present in the operation or management of more prominent contradictions, such as the high proportion of accounts receivable, the department is not tacit understanding and so on, it can be from the establishment of performance management system began. Second, start with a part of the staff. Generally speaking, mainly refers to the department heads (middle), can also include sales and other post employees. For the weak human resource base, the staff's understanding of human resources is still very superficial small and medium-sized enterprises, the overall implementation of human resources management has considerable difficulty, it can be the department responsible for the remuneration, performance optimization, after a period of time, to this part of the manager has mastered the human resources of the way, Further promotion in a wider scope, the effect is better.