A Study On Yunnan Jiangong’s Human Resource Development Strategies Under The Background Of Transformation

In recent years, Yunnan Jiangong Group is vigorously implementing the strategy of "changing modes and adjusting structures", which means changing project management into resource management, constantly adjusting industrial structure, and practicing efficiency-oriented concept. The Group has been changed into a large-scaled construction enterprise group integrating investment, financing, of real estate development, with construction projects contracting. During the process of transformation, on one hand, there is an urgent need for transformation influenced by market and strategies; on the other hand, there are some highlighting issues confining transformation like insufficient talented human resources, unreasonable structures, and inadequate staff adaptive to transformation. Therefore, development of talented human resources is a burning question to adapt to the transformation development.This paper tries to make use of the human resource management tools to further illustrate how Yunnan Jiangong Group develop human resources under the background of transformation, from the perspective of building of human resource organizational system, development of staff training system, establishment of motivation and restriction mechanism, development of promotional system, and talent management, based on the current situation of construction industry and human resource management. Development of staff training system will help clarify division of human resource management and improve the procedure of human resource management, so as to finally put human resource management into practice. Establishment of motivation and restriction mechanism will strengthen the enterprise vitality and stimulate the initiative of staff to the largest extent, resulting in a better work atmosphere with clear objectives, effective assessment, and continuous improvement. Development of promotional system could provide a fair and just promotion opportunity for staff, to enable staff to work at either higher or lower levels so as to form a personnel echelon. Application of information devices could solve the communication problems among construction enterprises and shorten the process of information transfer, in order to achieve the fastest and the most comprehensive information sharing. Human resource management is the core job for the foundation of enterprise culture. The concept of "people oriented" within an enterprise could be fully realized by means of highlighting the charm of enterprise culture. To sum up, this paper attempts to put forward some practical solutions from a pragmatic perspective, which are expected to help construction enterprises do a better job on development of human resources.