Modern management theory holds that the management of people is the core of modern enterprise management. People are people in society, and one of the basic purposes of management is to adopt specific methods to give full play to people's enthusiasm, initiative and creativity. Effective managers always regard people as the object and object of management, as well as the theme and motivation of management. Behavioral science school, an important school of modern management, believes that the primary problem of management is how to mobilize the enthusiasm of employees and motivate people. Motivation can dominate people's behavior, and a person with poor ability may sometimes have better work performance than a person with strong ability; Through the efforts of entrepreneurs and all employees, a struggling enterprise may surpass its advanced enterprises in a short time, which is the result of different degrees of encouragement and encouragement. In short, in order to survive and develop in the market economy, enterprises should attach importance to human factors, especially strengthen human resource management. Practice has proved that attaching importance to and strengthening enterprise human resource management plays an important role in promoting the development of production and operation, improving enterprise labor productivity, ensuring enterprises to obtain the highest economic benefits, and realizing the preservation and appreciation of enterprise assets.
First, it is conducive to promoting the smooth progress of production and operation.
Labor force is the main component of enterprise productivity. Only by reasonably organizing the labor force and constantly coordinating the relationship among labor force, labor force, labor materials and labor objects can we make full use of the existing labor resources and production materials, make them play a maximum role in the process of production and operation, and make the labor force, labor materials and labor objects form an optimal allocation in space and time, thus ensuring the orderly production and operation activities.
Second, it is conducive to mobilizing the enthusiasm of employees and improving labor productivity.
People in enterprise management are living animals, they have thoughts, feelings and dignity, which determines that the human resource theorem of enterprises must strive to create a suitable working environment for employees, so that they can be satisfied, happy and loyal with their work, give full play to their personal labor potential and all their wisdom, and create more effective production and operation results for enterprises. Enterprises must be good at handling the relationship between material rewards, behavioral incentives and ideological education, so that employees can always maintain strong enthusiasm for work, give full play to their own expertise, study technology hard, study business, and constantly improve their work, so as to achieve the purpose of improving labor productivity.
Third, it is conducive to the establishment of a modern enterprise system.
Scientific enterprise human resource management system is an important part of modern enterprise management system, and human resource management is the most important content in enterprise management. Only when an enterprise has first-class talents can it have first-class plans, first-class organizations and first-class leaders, and can it fully and effectively master and apply first-class modern technology and create first-class products. Otherwise, if an enterprise does not have excellent managers and workers, its advanced equipment and technology can only be wasted. To improve the modern management level of enterprises, the most important thing is to improve the quality of employees. It can be seen that attaching importance to and strengthening the development and utilization of human resources in enterprises and doing a good job in employee training and education are indispensable links to realize the transformation of enterprise management from tradition to scientific management and modern management. Fourth, it is conducive to reducing labor consumption. Improve economic benefits and increase the value of enterprise assets. Economic benefit refers to the comparison between what is spent and what is gained in economic activities. The process of reducing labor costs is the process of improving economic benefits. Therefore, reasonable labor organization and scientific allocation of human resources can promote enterprises to achieve maximum economic benefits with minimum labor consumption. Under the condition of market economy, in order to preserve and increase the value of enterprise assets, human resource management must be strengthened.
Paper: Analysis of the role of human resource management in enterprises and how to play a role is a big topic, a simple answer:
Function:
In fact, most small and medium-sized enterprises in China almost ignore the role of HR, so that many companies do not have a part of HR. If the paper is written, it will be more formal to mention the role:
1. Recruiters;
2. Training personnel;
3. Examiner;
4. Accounting of various benefits;
5. Determination of job responsibilities;
6. Docking of insurance and other affairs with the outside world;
7. Formulation and follow-up of salary and training expense budget;
8. Extension of corporate culture;
9. The establishment of employees' hobbies and team spirit.
No enterprise, no team can't make a business model. Therefore, HR's intensive cultivation of the four major topics of enterprise selection, education, use and retention is the foundation of enterprise operation.
What are the functions and countermeasures of human resource management in China enterprises? Population resource refers to the total population of a country or region, which is the most basic base. All human resources and human resources are produced in this most basic population resource, which is mainly manifested in the number of people.
Talent resources refer to those who have more scientific knowledge and strong labor skills and play a key or important role in the process of value creation in a country or region. Talent resources are a part of human resources, that is, high-quality human resources.
What is the future influence of enterprise human resource management? The work of HRM includes: job analysis and design, personnel selection and employment, personnel training and development, salary structure design/incentive/welfare, value system construction and people-oriented management. Therefore, it is indispensable to establish an enterprise. Moreover, in the 2 1 century, the competitive advantage of enterprises has not only come from capital, technology and market channels. More and more evidence shows that talents are indispensable resources for the sustainable development of enterprises, and such talents not only refer to senior management talents with special skills or high cultural literacy, but also include front-line employees with certain operational skills and loyalty to enterprises. It is precisely HRM that is recruiting, cultivating and retaining these talents for enterprises and providing a steady stream of power for the development of enterprises. Therefore, it can be said that human resource management is the most important resource for the future development of enterprises.
The role of human resource management in hotels Human resource management can play an effective management role in any industry.
First, what are the shortcomings of hotel human resource management?
Quality level, salary and treatment of employees
Training management, etc
What kind of hotel are you talking about? Pure catering, star-rated, economical chain? I think the topic is a bit too big to grasp.
The role of human resource management in private enterprises is 1. Private enterprises are also contemporary enterprises, and enterprise management is also people-oriented management.
2. People are carriers of knowledge, information, technology and other resources.
3. Human resources are the most valuable resources of enterprises, and the competition among enterprises is ultimately manifested in the competition of human resources. Dale Carnegie once said, "If my enterprise is burnt down, but I keep people, I will still be the king of steel after 20 years", and Kōnosuke Matsushita once said that "the best asset of an enterprise is people".
4. This inevitably requires that enterprises as market players must attach great importance to the management of human resources in order to fully mobilize people's enthusiasm and creativity and realize the value of human resources.
5. In the new economic era, enterprises emphasize "people-oriented", while private enterprises are not dominant in the talent competition with other enterprises, on the contrary, there are still some disadvantages;
6. For private enterprises, if they want to gain advantages in human resource management, they must conform to the development trend of human resource management in the new period, make use of their own advantages and take effective measures to strengthen human resource management.
7. Only through the improvement of human resource management can private enterprises improve their efficiency and remain invincible in the fierce market economy.
Analysis on the important role of human resource management in enterprises. First, the participants in enterprise strategic planning. HRM should first really understand the enterprise and the key to its survival and development in the industry. Only in this way can there be no generation gap with business owners and business departments. If there is no communication platform, it is naturally difficult to play its value. By planning and determining the mission and vision of the enterprise together with the enterprise owners, HRM can further understand the future talent demand of the enterprise. This is the idea of simple human resource strategy, knowing the needs of enterprises today and what kind of human resources they need for tomorrow's development, and guiding the specific work direction of all human resources.
Second, the promoter of enterprise change. The success of enterprises under the incentive competition mode needs to implement changes "before it gets worse" HRM should be a pioneer in promoting change, and guide cultural change and process reengineering through the use of goal and performance management and salary redesign.
Third, the human resources consultant of the business department. HRM cooperates with business departments to manage human resources and help business departments develop performance. Only in this way can HRM win the sincere understanding and support of the business department and not become a bureaucratic department. The traditional personnel department has a reputation of being difficult to enter, ugly in face, ugly in words and difficult in things. The reason is that there is only control, not assistance. For example, diagnosing the human resources of business departments, making suggestions for improvement, or working out effective training methods with business departments are all methods that can help business departments solve operational bottlenecks and improve performance.
Fourth, the employee's spokesperson. When formulating and implementing human resources strategies and policies, HRM should always adhere to the position of promoting win-win between enterprises and employees, act as a bridge between enterprises and employees, and act as a spokesman for employees' opinions. Just like training, we should consider both the requirements of enterprises and the future development needs of employees.
Fifth, the last role of HRM is the personnel business expert, which is also the most basic role. This includes understanding personnel laws and regulations, salary and benefits, objectives and performance management, and more importantly, understanding the logic between various human resource management modules. HRM is consistent and interlocking. Job analysis is the basis of recruitment and a platform for training and performance evaluation. Salary design is also because of this. If you look at it separately, you will be in trouble.
On the role of human resource management in hotels: If you want to look up information in Wanfang database or famous online journals, you'd better go to the library to find books on human resources.
For hotels, restaurants and hotels, competition is nothing more than high-quality brand service. Main contents:
① Asset management: facilities, equipment and service standards.
② Plan management: What to do in the future? Who will do it? How? For example, establish and improve the fire prevention system and system, only when there is a fire.
③ Organization and management: manage the division of labor and cooperation of all hotel members. For example, post setting, rules and regulations.
④ Personnel management: management of the number of employees, daily management of training, salary evaluation, assessment, rewards and punishments, promotion and dismissal.
⑤ Communication management: processing information and conveying the understanding, support and help of superiors and subordinates, peers and superiors.
⑥ Collaborative management: discover and analyze the nature and types of conflicts in time, and choose the right method to solve them.
⑦ Power management: Without satisfied employees, there will be no satisfied customers. Employees' active working ability and behavior are closely related to customer satisfaction.
Budget and financial management: reduce expenses and increase profits.
Pet-name ruby management: hotel investment and management, products, prices, sales channels, promotion methods and advertising choices. The goal is to minimize costs and maximize profits.