| This article is select have been transferred into enterprises or facing enterprises and institutions for the study. Institutions into enterprises reform and the reform of state-owned enterprises have similarities, this paper business unit operating characteristics, learn from the experience of some of SOE reform. After reading a lot of business unit management information, human resource management theory, basic literature on SOE reform, the current situation and problems of human resource management institutions were analyzed, and combined with the establishment of modern enterprise management system proposed Transformation after the human resources management system design model clarifies the general idea implementation. Finally, the research results to X Talent Center Transformation for instance, the company’s human resources management system reform design.In human resource management system design process, combined with X Talent Center Human Resources Management in the same post in different pay, wages unreasonable wage structure is irrational, inclusive welfare benefits proportion is too large, dynamically adjusting salaries inadequate, because there is no established system of human resource planning, human resources for the company’s existing situation analysis is not enough, the company’s human resources needed for the future can not be predicted, and therefore can not clear the status of the development of the situation improving human resources, and carry out analysis, proceed according to the actual situation was constructed from four aspects of human resources management system:first, according to corporate strategic goals, combined with tissue localization scientific planning of human resources strategy. Human resource strategy to achieve the company’s strategic objectives as a guide to support the company’s business transformation and upgrading, innovation and development, to protect and improve the company, employees benefits for the starting point and end point, through a series of initiatives to optimize human resources selection and configuration, to promote secondary development of human resources, strengthening human resource incentives, establish and improve the systematic human resources management system, efforts to achieve from the original functions of the Executive to strategic innovation and optimization of transformation functions to provide human resources and support to achieve corporate strategic objectives; second to job analysis as the basis for optimization of the organizational structure and setting a quota posts. With corporate strategy-oriented organizational structure design, prepared in accordance with the Company’s functional status and adjustment, business development, operations responsibilities departments, department management scope, magnitude and other professionals, to set departmental responsibilities required; Third, establish a scientific compensation and performance appraisal system. Salary Management System design points are classified management, value-oriented, post fixed salary benchmarking market performance linked to stimulate vitality, multiple channels, traction growth of equal pay for the same post, to ensure fairness. Performance management program design, fully embodies the " hierarchical classification, two-dimensional evaluation, effective distinction, positive incentives " principle; Fourth, corporate culture encourage reforms. Under the context of organizational change, X active centers of enterprises to integrate human resource services and human resources reform as an opportunity to reflect, and strive to create a play centers of X to X City headquarters, covering major cities in southern China and the country HR services Group, establish industry leadership position. In order to achieve this strategic objective, the reform of human resources management mode, you must use the power of corporate culture. The core values of all employees," harmony, innovation and excellence." A clear mission and vision " to build a platform for enterprises to recruit talent, creating opportunities for talent and development."In the process of reforming institutions to discuss classified refine human resource management system construction and operation of public institutions into enterprises more targeted. Combined with contemporary human resource development management theory, will be transferred to human resource management for enterprises systematic, comprehensive discussion, explore the establishment of enterprises and institutions to transfer human resource management system. This article will be case studies and theoretical studies combining enterprises combine their transfer characteristics of human resources, transfer of enterprises to explore new human resources management system, more targeted to stimulate the enthusiasm of enterprises, personnel transfer and creativity. |
