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    Home > Coatings News > Paints and Coatings Market > Libang Qianguoxin: The future of human resources management

    Libang Qianguoxin: The future of human resources management

    • Last Update: 2021-02-15
    • Source: Internet
    • Author: User
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    China Coatings Network
    News: With the development of technology, business model innovation and organizational changes, human resources management will certainly change subversively, and the discussion of "human resources department demolition or not demolition" has not much significance.
    with the development of technology, business model innovation and organizational changes, human resources management will certainly change subversively, and the discussion of "human resources department or not to dismantle" has not much significance.
    , whether from the customer's point of view or from the employee's point of view, they will not care whether an enterprise has a "human resources department." As customers, or employees, they are concerned about whether I offer value and whether the value I pay is rewarded as it should be.
    Second, from the facts and trends, many enterprises "human resources department" has been broken up, for example, the so-called human resources management "three pillars", that is, COE expert center, HRBP human resources partners, SSC shared service center, in fact, is a spin-off; However, I believe that such a break-up demonstrates the importance of human resources management, that is, the importance of human resources management does not necessarily need to be reflected through the establishment of a "human resources department". For example, Xiaomi does not have Human Resources, but this does not mean that human resources management does not need, not important. I believe that no matter what kind of enterprise, what kind of scale, as long as the enterprise is useful, there will be human resources management work, and change and improve the effectiveness of human resources management will become more and more important.
    The future of human resources management, no matter how, means, focus, content, etc. will be a major change, and this change mainly comes from three aspects:
    First, technology development
    technology is the most important external force shaping the organization. More and more technologies, more and more new technologies are changing and even disrupting the traditional way of human resources management.
    For example, computers and the Internet, changed our "office" way, we can work from home, employees can implement flexible work, and flexible work, changed our employment and management style; New technologies now and in the future will help us solve these problems well. The rise and maturity of gamification recruitment can help us effectively understand a candidate's creativity, problem-solving and cooperative abilities, and a number of assessment techniques can help us measure a person's hobbies, characteristics, job fits, and future development potential with great detail. Now there is also a technology called "cognitive behavioral therapy", through data tracking, to understand when a person is stressed, anxious, when the mood is good, so that human resources managers can according to the mood of employees, mood to adjust the layout, distribution of work.
    in training, there are more new technical tools, for example, there is now a "dynamic fit education", can be customized for personalized learning, students can learn knowledge at their own pace. In addition, such as mobile learning, game learning, open universities, etc. , are enough to make employees' learning into their own interests.
    popularization and application of human resources technology will not only change the work content of human resources department, but also promote the "human resources department" cracking. Isn't it also the effect that human resources management needs to achieve by integrating human resources management into the processes and work content of business management?
    second, business models and
    technology can also drive changes in business models. The so-called business model is how a company is profitable.
    In my company, the original mainly by selling "
    paint
    " to make money, and now with the changes in people's way of life, sales of paint alone can not meet the needs of consumers, for this reason, the birth of a "coating system", "solutions." For example, we will now not only provide sales of paint, but also provide home design solutions, but also provide re-painting design, wall renovation, construction, cleaning and other one-stop services. The operation of the new business model needs new organizations and personnel to ensure. To this end, the scope of human resources management will extend to outsourcing company management, authorized dealers and builders certification management, training, as well as the new ability to shape and develop employees.
    Like the Tencent-led "micro-bank", not by business outlets, business counters, but the use of the Internet to conduct business operations this business model, not only changed the organization, the ability of employees also completely subverted the traditional bank operators of the ability requirements. By "brushing your face" to make loans, the management logic behind it is also different from traditional management.
    future, the company's workforce resources are not limited to employees, but also all customers on the Internet. Cloud computing, the development of social media, can help enterprises network to the world's elite human resources, to do a good job. For example, many companies not only outsource ordinary, low-end jobs, but even some technology developments like those of P.G. In this way, the "social resources" are greatly utilized, so that the operating costs of enterprises are greatly reduced.
    , organizational structure
    technology have led to changes in business models, which have also contributed to changes in the organization and structure of enterprises. In the VUCA era, the agility of the organization is becoming more and more important, for this reason, many enterprises in addition to the establishment of "flat" organization, but also explore the implementation of "Amiba", or self-management mode. More enterprises are actively using "modular organization" to achieve "flexibility" and "agile" purposes.
    can imagine why there needs to be a department like Human Resources in the implementation of amiba and micro-enterprises? What's wrong with human resources management becoming a "business partner" job responsibility? In fact, human resources management has always been the main responsibility of the "staff department", the day-to-day work of human resources management, the basic work list to be classified as "human resources department" is responsible for demeaning the importance of human resources management, reduce the effectiveness of human resources management.
    Throughout my thinking, I think that the future of human resources management will have the following changes:
    1, the so-called human resources management "selection, education, retention" will not be the future human resources management focus of enterprises, how to "use good people", how to play the value of human resources is the focus of human resources management;
    2, the future of human resources management, the focus is: First, knowledge management, how to convert the wisdom of employees into assets, capital, to create more value for enterprises;
    3, day-to-day human resources management will more and more rely on processes, systems, technical means to integrate into the work process.
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