The 21st century is an era in which knowledge dominates the economy. In the era of rapid changes in the high-tech information industry and the rapid development of the global economy, the pros and cons of human resource development have become a symbol of the overall competitiveness of enterprises. The effectiveness of human resource development has also become an important core resource for enterprises.
Correctly understand the connotation of human resources development
Human resources, also known as labor resources, refer to the total number of people with labor capacity (labour) in a time-limited space, which is the sum of mental (intellectual) and physical expenditures of workers in the creation of social material and spiritual wealth. From the management point of view, human resources refer to the ability of the workers who can promote the development of the organization, that is, the total number of people within and outside the organization that can be used by the organization and contribute to the development of the organization. Second, from the characteristics of human resources, it is known that human resources are regenerative (ie, reproduction of population and reproduction of labor force); initiative (referring to human beings is a “living†resource, human beings are conscious, their activism is expressed, and humans have a purpose. Actions can actively adapt to and change the environment in which it is located; timeliness (people as biological organisms, with certain life cycle limitations) are three characteristics. Therefore, the development of human resources refers to the enormous potential contained in human resources to fully tap and rationally utilize and timely cultivate human resources, promote their growth and development, in order to achieve the goal of enhancing the intelligence of human resources and stimulating their vitality, and improving the economic efficiency of enterprises. And the purpose of social benefits.
So, how to develop human resources?
According to its connotation and characteristics, development is mainly carried out on three levels, namely, cultivative development, usability development, and system (policy) development.
Cultivative development—refers to the process in which companies create learning conditions for the introduction of talents and the “local†employees of the company. Through the multi-channel and multi-modal approach to employees’ on-the-job training, the company develops employees’ intelligence and creativity. It is the company’s ability to increase labor productivity and create an economy. The necessary means of benefit.
Usability development - refers to the corporate leadership to create a relaxed environment for employees to grow talent, to entrust employees with important tasks, arrange for employees to engage in challenging, key technology or important positions, so that in use to explore their own potential, improve employee love Post, dedication and enthusiasm and work enthusiasm and creativity, so that companies in the creation of employees while improving business performance.
Institutional development (also referred to as policy development) - refers to the company's efforts to win good economic returns. In the process of formulating economic indicators and management systems, it always adheres to the "people-oriented approach", works around motivating employees' enthusiasm and initiative, and guides employees to value themselves. Excavation of potential, enhance competition awareness, and constantly improve their skills. Such as in the system: the introduction of talent according to the market bargaining; self-study talent to give rewards; quantity is applicable to the implementation of open competition; arrangements for employees interested in posts, rotation exchanges; for employees who have the potential to have the potential to send abroad training, pay increase Rewards, etc., from the perspective of the system to conduct the necessary guidance for employee behavior, from the material and spiritual to provide employees with the necessary, timely incentives and spur.
Institutional development in human resource development is the cornerstone. Its influence and force are greater than the first two developments, but together with the first two developments, it forms the main content of human resource development.
Current Status of Human Resources Development in Packaging Enterprises
Many high-level decision-makers of packaging companies have put their human resources development work on the strategic height of the company's production and operation development. They have also been involved in the overall planning of production and business operations, and have been involved in the "one-handed project." There are clear systems, effective measures, index decomposition, implementation in place, and outstanding results. For example, the leaders of several packaging companies, such as Chongqing Meihua Printing Co., Ltd., a subsidiary of Huaxi Packaging Group Co., Ltd., which is understood by the author, attach great importance to the development of human resources. They combine practical business practices with specific operations to attract, reuse, cultivate, and optimize human resources. The human resources work has been very impressive. There are technical emergency training in packaging development, forward-looking training in packaging technology, staff management, and legal education, as well as post-tech training and academic education. In terms of institutional development, there is a clear development plan. While carrying out enterprise management work, the human resources development work has been combined with the training and introduction, and the human resources are used properly and care is in place. The people who have obtained the results of technological breakthroughs will be rewarded with great fanfare, concerned with young technical talents in life, and the simultaneous stimulation of material and spiritual resources, so that the development of human resources plays a good role in promoting the performance of enterprises. However, it should not be overlooked that there are still individual packaging companies that are unable to effectively develop human resources. There are the following misunderstandings in thinking and behavior: (to be continued)
Correctly understand the connotation of human resources development
Human resources, also known as labor resources, refer to the total number of people with labor capacity (labour) in a time-limited space, which is the sum of mental (intellectual) and physical expenditures of workers in the creation of social material and spiritual wealth. From the management point of view, human resources refer to the ability of the workers who can promote the development of the organization, that is, the total number of people within and outside the organization that can be used by the organization and contribute to the development of the organization. Second, from the characteristics of human resources, it is known that human resources are regenerative (ie, reproduction of population and reproduction of labor force); initiative (referring to human beings is a “living†resource, human beings are conscious, their activism is expressed, and humans have a purpose. Actions can actively adapt to and change the environment in which it is located; timeliness (people as biological organisms, with certain life cycle limitations) are three characteristics. Therefore, the development of human resources refers to the enormous potential contained in human resources to fully tap and rationally utilize and timely cultivate human resources, promote their growth and development, in order to achieve the goal of enhancing the intelligence of human resources and stimulating their vitality, and improving the economic efficiency of enterprises. And the purpose of social benefits.
So, how to develop human resources?
According to its connotation and characteristics, development is mainly carried out on three levels, namely, cultivative development, usability development, and system (policy) development.
Cultivative development—refers to the process in which companies create learning conditions for the introduction of talents and the “local†employees of the company. Through the multi-channel and multi-modal approach to employees’ on-the-job training, the company develops employees’ intelligence and creativity. It is the company’s ability to increase labor productivity and create an economy. The necessary means of benefit.
Usability development - refers to the corporate leadership to create a relaxed environment for employees to grow talent, to entrust employees with important tasks, arrange for employees to engage in challenging, key technology or important positions, so that in use to explore their own potential, improve employee love Post, dedication and enthusiasm and work enthusiasm and creativity, so that companies in the creation of employees while improving business performance.
Institutional development (also referred to as policy development) - refers to the company's efforts to win good economic returns. In the process of formulating economic indicators and management systems, it always adheres to the "people-oriented approach", works around motivating employees' enthusiasm and initiative, and guides employees to value themselves. Excavation of potential, enhance competition awareness, and constantly improve their skills. Such as in the system: the introduction of talent according to the market bargaining; self-study talent to give rewards; quantity is applicable to the implementation of open competition; arrangements for employees interested in posts, rotation exchanges; for employees who have the potential to have the potential to send abroad training, pay increase Rewards, etc., from the perspective of the system to conduct the necessary guidance for employee behavior, from the material and spiritual to provide employees with the necessary, timely incentives and spur.
Institutional development in human resource development is the cornerstone. Its influence and force are greater than the first two developments, but together with the first two developments, it forms the main content of human resource development.
Current Status of Human Resources Development in Packaging Enterprises
Many high-level decision-makers of packaging companies have put their human resources development work on the strategic height of the company's production and operation development. They have also been involved in the overall planning of production and business operations, and have been involved in the "one-handed project." There are clear systems, effective measures, index decomposition, implementation in place, and outstanding results. For example, the leaders of several packaging companies, such as Chongqing Meihua Printing Co., Ltd., a subsidiary of Huaxi Packaging Group Co., Ltd., which is understood by the author, attach great importance to the development of human resources. They combine practical business practices with specific operations to attract, reuse, cultivate, and optimize human resources. The human resources work has been very impressive. There are technical emergency training in packaging development, forward-looking training in packaging technology, staff management, and legal education, as well as post-tech training and academic education. In terms of institutional development, there is a clear development plan. While carrying out enterprise management work, the human resources development work has been combined with the training and introduction, and the human resources are used properly and care is in place. The people who have obtained the results of technological breakthroughs will be rewarded with great fanfare, concerned with young technical talents in life, and the simultaneous stimulation of material and spiritual resources, so that the development of human resources plays a good role in promoting the performance of enterprises. However, it should not be overlooked that there are still individual packaging companies that are unable to effectively develop human resources. There are the following misunderstandings in thinking and behavior: (to be continued)
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