Refinement And Reorganization Of A-company Human Resources Department

At present, Enterprises are being involved in a new era dominated by knowledge economy. We are see that, in the past one-century period, HR management theory has developed from the original and simple HR management to the complicated strategic HR management influencing the whole company, which provides a solid basis for HR management in company in strategy transformation. Human resource management is playing a more dominating role in the strategy of an enterprise. The challenge from knowledge economy requires the complete refreshing of the conventional HRM conceptions and the restructuring of the HRM system to meet the needs of company and the new era and ensure the survival and development of an enterprise.HR is becoming more and more important in the existence and development of the enterprise. According to the objective law, the development of the enterprise must make HR's supply in keeping with its strategic development. But on the goal , the operation of the enterprise practice does not comply. So the contradiction of HR's supply and demand is becoming a key restricted factor to the development ,How to refinement and reorganization HR Department'structure has becoming more and more important.This thesis discusses how to reorganization and design HR Department according to the changeable environment, and how to optimize organizational form. It means that it contains both the design itself of organizational form and research to various problems in the process of operation. management affair. Emphasize the functional transformation of HR management department from transaction processing role to strategic role, this kind of change ensures HR department to focus on how to establish human resource developing stratagems and assort with the developing step of whole enterprise. So the new organizational form show the following differences below, we can be clear more about its advantage.1. optimize manpower and achieve Vision and Expectation of companyStrengthen EDLC through reorganization, supply chain efficiencies, space productivity and back-end shared services. Enable core business divisions to focus on revenue-generation activities ; Enable back-end divisions to provide deeper specialized and value-adding services to core business divisions; Improve Organizational Efficiency ; Achieve flat organizational structure & speed effective synergy; Shorten internal end-to-end processes ; Improve Customer Service ; Reduce transaction burden of business divisions ; Respond quickly to internal and external customers'requirements ; Improve Sustainability For Future Growth ; Adapt to changes ; Maintain operating compliance & consistency ; Save More and Perform Better.2. Enhance the strategic value of Human ResourcesThrough the Refinement and Reorganization of Human Resource Department, It plays an important part in enterprise competition strategy. HR Manager don't di large volumes of transactions. They will play a strategic partner in daily work. They will improved information for decision making. The objective of new organization is to deliver the optimum in cost-effective, high quality services, Completing multi-format, multi-channel strategic plans and commence implementation of selective pilots. HR department can utilize all source, develop advantage.3.Get the advanced technologyHRMS system-using training and spreading group, consulting group and project management of system-application enterprise. A company utilize a advanced electronical technology and system by refine organization. Enterprise having clear stratagem in development and human resource is more likely to success in building HRMS. To Design running platform of system, database structure and functional module based on production of demand-analyzing phase .Ultimately improve the use of information systems HRMS satisfaction rate.4. Save More and Perform BetterThe Key goal of reorganization is reduce cost. The Shared Services model helps to achieve economies of scale by eliminating the replication of transaction processes. Reduce head count by achieve process and systems standardization. Basically, the cost of expenditure of the overall salaries in the sector to measure budget.The Department reorganization is so complicated course. The model can be used to solve part of the problems hand, different occurring in the process of implementing reorganization. On the other company adopt the same solution has different management surroundings, it is impossible to solve problems. This article is only meant for large and medium-scale enterprises,detailed expositions and state response studies still have limitations, we just led one way to thinking ,hope more and more solutions can be founded to play the new organization form. The administration of human resources plays an important part in enterprise competition strategy and enhances the competitive power of enterprise, HR Management system can be as an edge tool serving HR and each employees. HR system programming and implement field need more attention, not only for one enterprise but also for the development of our information industry.Human Resources management covers both strategic and traditional administration part. The Companies always face the challenge to integrate those two parts, lower the operational costs, increase the management efficiency and service level. The Human Resources shared services center emerged under this situation and became increasingly popular among the service delivery models. The shared services center centralizes the traditional administrative Human Resources, which provide different units with services, by locations within the organization. The business partners, who directly work with the business departments, involve in decisions and activities that have a great impact on business success.The thesis introduced the whole transition journey of Human Resources refinement and reorganization based on analyzing the Company's strategy and applied the strategy know-how and Human Resources knowledge which was obtained during MBA study. The thesis also provides personal suggestion for better managing Human Resources new organizational structure in the future according to dialogue and survey among the Human Resources person. I hope the introduction of Human Resources shared reorganization will be able to provide some references for those who are considering consolidating the back-office Human Resources functions to make better use of the potentials of the employees.