Diagnosis System And Method Of State-owned Enterprises Hrm

Diagnosis of human-resources management is a complicated process conducted by an enterprise's HR experts equipped with solid expertise and experience. This process involves complicated steps as follows: studying the enterprise's current situation, detecting problems in HR management, analyzing the problems by related theories and approaches, specifying the causes of the problems, and finally proposing practical plans to tackle the problems. The aim of diagnosis is to offer effective assistance to management, and in the long run, help enterprises to raise their competitiveness and to achieve maximal profit. Since its first emergence in 1926, the industry of enterprise diagnosis has been rapidly developing outside China. However, the case is different inside. In spite of fast growth, this industry is still at its infancy in our country.Many state-owned enterprises have made considerable achievements in HR management. But due to the obsolete and conservative management system, there appears a lot of illness in many aspects, such as personnel recruitment, training, assessment and payment. In this case, the diagnosis of HR Management becomes vital to state-owned enterprises.The enterprise diagnosis is of big significance since it enables an enterprise to enhance its efficiency of management, to discover current problems and to re-adjust itself to the dynamic circumstances. Through an overall diagnosis of the existing problems about HR Management, the enterprise gets an access to a variety of accurate data, which can help the enterprise reconstruct its organism and establish a better system for personnel recruitment, training, assessment and payment. The benefits will be reflected from the motivated employees and from the prolonged vigor of the enterprise.In light of the present condition and problems along with the nature of Human Resources Management, this paper develops a proper diagnosis system and methods fitting to Human Resources Management in modern state-owned enterprises. This paper consists of 5 chapters. Introduction focuses on the contents, the characteristics and the academic significance of the paper. Chapter 2 analyzes the problems of Human Resources Management in state-owned enterprises and the present implication of diagnosis. Chapter 3introduces relevant diagnosis theories and covers several basic issues of Human Resources Management diagnosis, including the characteristics, the basic principles, the processes, the major methods and the main contents. Chapter 4 constructs a system of diagnoses of Human Resources Management, which includes the process of HR management diagnosis in the state-owned enterprise, the diagnosis of human resources planning and organization, the diagnosis of human resources configuration and application, the diagnosis of performance evaluation, the diagnosis of compensation and promotion system, the diagnosis of personnel training system and the diagnosis of human relations. Chapter 5 demonstrates the application of diagnosis system into the practices of management.Presently in our country, enterprise diagnosis is often focused on the concerns of management strategies, financial management, marketing and the like, while it fails to cast enough interest to HR management. Few studies have been performed in this area. Even though there were some relevant studies on HR management, they only show a part of the iceberg and lack both practical and theoretical supports. Based on the nature of HR management and the practice of most enterprises, this paper will adopt the methodology of quality and quantity analysis and work on a diagnosis system fitting to state-owned enterprises.