Strategic Human Resources Research About A Engineering Company In Sinopec

When human beings are branching out into a new age of knowledge and economy, most enterprises have realized that human resource will become a decisive strength in their strategies; therefore, contemporary HR idea and human resource strategy has become a significant part of contemporary HR strategy. If an enterprise does not have a reasonable and matching strategic HR planning and management, any plan and development is an armchair strategist. Strategic HR and HR competition are closely-related. Many scholars consider HR a source of an enterprise's continuous competition advantage. Nonetheless, most of the enterprises in China are weak in HR management, and have lower quality in HR competition. To play a part in globally intensive Person-Contest, they urgently need to carry out HR management on a height of strategy. Throughout history of overseas HR, it has experienced over 100 years from the end of 19 Century until present day, there are four phases: 1. Personnel Management (till 1930) 2.HR management (1930-1960) 3. HR developmental stage (1960-1980å¹´) 4. Strategic HR management (1980-present) By comparison, HR idea in China is less than 10 year and it's caused by a great number of foreign companies'invasion. Due to the difference amongst managers, together with our unsound HR management academy, it has caused a shortage of professional and trained HR people, and compare with developed countries, most of our enterprises still have a long way to go. After China entered WTO, in the face of competition brought by overseas rivals, backward HR had become one of the restrictive factors for the development of small and medium enterprises. It forced those enterprises must make progress in studying, and rapidly improve their own HR systems; in the meantime, set up their own HR strategic systems according to different strategies. A successful HR management is about a combination between enterprise's strategy and HR management, building a various featured strategic HR management. HR strategy and planning are the foundation of HR management. They include missions and values of HR, HR's visions, direction, policy and guidelines. Establishing a strategic HR management shall obey the following principles: 1. take some certain environmental conditions inside and outside into account. 2. Take the connection between enterprise's strategy and HR planning into account. 3. Make HR management optimization and integration a dynamic HR system. 4. Highlight individual development is closely connected to the company's. HR planning is not only serves enterprises, but it also enhances staff members'development.Let's take Company A (it belongs to SINO-PEC) for an example, from the perspective of strategic HR management's new features, Illustrate the features of its HR management, Company A is a typical state-owned small and medium-sized enterprise, and it has following issues: 1. shortage of HR managerial organization and personnel allocation. 2. Small and medium-sized enterprises constrained HR management development. 3. Still use backward HR management mode. 4. Usually short of HR planning and relevant policy. 5. HR introduction and irrationality of training. 6. Unscientific performance appraisal and one-fold motivation system. 7. Unsound HR management system. Meanwhile, we can analyze that Company A's necessity of carrying out strategic HR management: 1. fiercely changing environment needs strategic HR management; 2. strategic HR changed the standard and competitive rules of measuring enterprise's wealth; 3. strategic HR management is a precondition for the succeed of a small and medium-sized enterprise. So, here I made some comments in terms of company A's strategic HR management: 1. effectively solve the issues rest in small and medium-sized enterprise. 2. Make internal HR management works, transform the old mindset, get rid of paternalistic and centralized leadership with scientific HR management; pay more attention to staff members'training and education, and fully tap their talent; establish an effective HR training system; advocate internal training, and combine career planning with HR development training; use payroll and compensation well, an enterprise which uses many ways to motivate its employees must know that pay system is the NO.1 factor that increases employee's satisfaction. According to different stages of development, a company should use different motivation methods to different employees, and establish positive, united and fighting enterprise culture. 3. Externally, Company A shall make a great effort on HR development; scientifically carry out HR planning and recruitment; an enterprise should have a strategic and long-term HR planning; make a strict recruitment and hiring standard, and say no to cronyism; prevent core-staff loss; pay more attention to headhunting and anti-headhunting; establish a scientific performance appraisal management system, a sound performance appraisal feedback system, a sound performance appraisal system, performance management is an effective tool for strategy; in the meantime, in view of the features of small and medium-sized enterprise, we can think over HR outsourcing.To sum up, we just went through Company A's HR management situation, and have discussed its training system, payroll, staff management system. I also have mentioned some methods that can improve its HR management, and establish its own strategic HR management planning and development system; it should improve people selection process, and pay attention to training and talents introduction; enhance the cooperation with external personnel and organizations; further improve the establishment of corporate culture; see the outcomes as community interest; reverse the situation of"heavy-technology, light management"etc. We just had talked about Company A's HR management obstacles and solutions through HR introduction, strategic HR management and practical case analysis.