Research On Human Resource Management Problems Diagnosis And Countermeasures In W Company

With the development of market economy and knowledge economy,competition between enterprises has changed from traditional resource competition and capital competition to human resource competition.The importance of human resource management to enterprises has gradually been highly valued and paid attention by enterprise managers.It is helpful to understand whether the human resources management activities of enterprises are effective through professional diagnosis,and to find out the problems and development bottlenecks in human resources management,and to investigate and evaluate the operation,implementation status and management effects of each link.Enhance the competitiveness of enterprises and improve the level of human resources management.Based on the current situation of W company's human resource management,this paper analyzes and diagnoses the problems of human resource management and proposes corresponding management countermeasures by investigating its management status.First of all,based on the discussion of the W company profile and the status of human resource management structure,the current pain points and problems of the human resource management business are analyzed.Secondly,based on literature research and theoretical basis,six primary dimensions of questionnaire design are proposed,namely human resource planning,recruitment,training,performance,compensation and labor relationship management,and 25 detailed secondary indicators,and based on this A questionnaire for W company's human resource management problem diagnosis was designed.Then statistical analysis was carried out on the collected 290 questionnaire data,mainly descriptive statistical analysis of each variable,and the use of independent sample T test and single factor analysis of variance to study the differences in human resources management in population variables.The results of statistical analysis research show:Human resources planning include four dimensions: consistency,guidance,organizational responsibility,and leadership decision-making.Recruitment management includes four dimensions: recruitment planning,recruitment channels,recruitment procedures,and recruitment effectiveness.Training management includes training planning,training systems,and training.The five dimensions of effectiveness,promotion channels,and training evaluation.Performance management includes five dimensions: institutional formativeness,rationality of dimensions,performance effectiveness,feedback mechanism,and application of assessment results.Salary management includes system construction,salary structure,and external competitiveness,there are four dimensions of internal consistency,and labor relationship management includes three dimensions: employee participation,labor disputes,and turnover intention.In the human resources management dimension,the overall average of recruitment management and performance management reached more than 4 points,the overall average of training management and salary management was at a medium level,and the overall average of human resource planning and labor relations was low.In terms of human resource planning,the three scores of consistency,guidance and leadership decision are much lower than the overall score of the dimension,in which the average score of the decision-making mechanism dimension is the lowest;in terms of recruitment management,the average score of the recruitment planning and effectiveness dimension is the lowest.In terms of training management,the planned average score of training is the highest,while the scores of effectiveness,promotion channels and training evaluation are lower than the overall score of the dimension.In performance management,the average score of the performance feedback mechanism and the application of assessment results is the lowest;for salary management,the scores of external competitiveness,internal fairness,external competitiveness of benefits,and salary satisfaction are all lower than the overall score of the dimension;In terms of labor relationship management,the average score of each secondary dimension is relatively large,the average score of employee participation is high,and the scores of labor disputes and turnover intentions are low.There is no significant difference in the dimensions of human resources management in terms of gender and position level,and there are significant differences in dimensions such as age,education,industry,work type,and working years.Through analysis,it is found that employees aged 26-35 have the lowest scores in all dimensions of human resources management,indicating that the company has invested less in young people and backbone forces,talent echelon construction,promotion channels,career development and core talent The slow progress of the training work led them to believe that the company's human resource management needs to be further improved.Secondly,with the improvement of educational level and the growth of working years,the recognition of various dimensions of human resource management has shown a downward trend.There are also significant differences in the evaluation of different dimensions of human resource management by people in different industries and different types of work.Through descriptive statistical analysis and difference analysis of various dimensions of human resource management,it was found that the company's human resource planning failed to achieve effective connection between the company's strategic decision-making layer and executive layer.,Core talent reserve and new business development personnel reserve and other talent echelon construction integrated into recruitment management.Secondly,the company failed to plan and empower talent echelon construction,new business development,employee comprehensive ability improvement,etc.,and failed to fully design and apply results in terms of organizational goals,employee ability improvement,talent selection,and job promotion.In terms of salary design,it failed to match the company's business sector,lacked effective guidance to different business sectors,and at the same time was not highly correlated with performance design,failing to effectively manage and control employment risks based on different business sectors.Based on the investigation and analysis of human resource problems,combined with W's overall strategy and development goals,from the adjustment of human resource organization structure,the formulation of human resource planning,the improvement of recruitment effectiveness,the effective development of training and evaluation work,the improvement of performance communication and feedback,and improvement It proposes management countermeasures such as external competitiveness of pay,effective management and control of labor risks,and establishment of a good corporate culture atmosphere.Secondly,in order to ensure the implementation of countermeasures,it is proposed to provide implementation guarantees from the four aspects of winning high attention from senior managers,building a good corporate culture,establishing a human resources management problem diagnosis countermeasure implementation team,and focusing on the construction of management teams.