This study examines the management of service qua lity in fashion retail operation. The human resources processes leading to external service quality are consolidated into a quality management framework. With refer...This study examines the management of service qua lity in fashion retail operation. The human resources processes leading to external service quality are consolidated into a quality management framework. With reference to the framework, the factors, their importance and relationships within each process are established by the responses of practicing salespersons. A clear picture of the underlying management mechanisms leading to strong sales forces and service quality are produced. Retail management is required to better establish and manage the human resource.展开更多
Context/objectives: The fight against Chronic Non-Communicable Diseases (NCDs) is a long-term undertaking, which requires available, motivated and well-managed human resources (HR). The administrative management of sk...Context/objectives: The fight against Chronic Non-Communicable Diseases (NCDs) is a long-term undertaking, which requires available, motivated and well-managed human resources (HR). The administrative management of skills on both qualitative and quantitative levels is one of the essential functions of a health system. To better implement policies of fight against High Blood Pressure (HBP) and other chronic diseases, it is important to establish strategies to retain health personnel. This loyalty requires favorable working conditions and consideration of the contribution-reward couple. Good working conditions are likely to reduce the phenomenon of medical nomadism;conversely, poor HR management can contribute to their exodus towards exotic “green pastures”, thus leading to an additional crisis in the Cameroonian health system. The fight against HBP is a complex, multifaceted and multifactorial reality that requires appropriate management model for all types of resources mainly HR. The main objective of this research is to show the impact of poor management of human resources in Cameroon health system on medical nomadism and the ineffectiveness of the fight against High Blood Pressure. Method: A cross-sectional descriptive survey among five hundred (500) health facilities in the center region of Cameroon has been conducted. A stratified probabilistic technique has been used, and the number of health facilities to be surveyed has been determined using the “sample size estimation table” of Depelteau. The physical questionnaires have been printed and then distributed to data collectors. After data collection, the latter were grouped during processing in Excel sheets. The Chi-square test was used for data with a qualitative value and that of Kolmogorov-Sminorf for data with a quantitative value to assess the normality and reliability of data. The Crochach’s Alpha reliability test allowed us to have a summary of the means and variances and then to search for intragroup correlations between variables. Descriptive analysis was possible with the XLSTAT 2016 software. Results: 43.60% of Health Facilities (HF) managers were unqualified. 82.20% of HF managers have staff in a situation of professional insecurity. They are mainly contractual (49.00), decision-making agents (24.40%), casual agents (08.80). The proportion of unstable personnel is average of 22.00% and very unstable, 12.00%.展开更多
Globalization has contributed to rapid technological development,dominated by the importance of human resources as a key to society’s development and progress.A modern approach to strategic HRM is the most important ...Globalization has contributed to rapid technological development,dominated by the importance of human resources as a key to society’s development and progress.A modern approach to strategic HRM is the most important phenomenon of today,helping to align the skills currently used with the goals the company pursues.A new industry is constantly evolving in the field of human resource management through strategic human resource management(HRM).The data show that human resource efficiency is an important factor that enables a company to have long-term benefits in terms of profits,competencies,and other goals.In the HRM system,this plays a significant role in planning long-term goals and strategies.The skills necessary to fulfill organizational goals are developed by individuals’personal sense of attitude and creativity synergistically related to the needs and desires of employees.The business function or human resources sector today is much more than a form of employment in the future.The efficient use of human resources is needed to provide companies with a competitive advantage and set long-term goals for a successful business,which are just some of the priorities of global business.Human resource management organization(HRM)includes selection,training,evaluation and rewarding of employees,organizational leadership,organizational culture.HRM emerged as a concept in the early 20th century,when researchers began documenting ways to create business value through strategic workforce management.Initially,transactional work dominated,but due to increased globalization,further HRM research today focuses on strategic initiatives,such as talent management,industrial and employment relations,inclusion,and more.Human resource management(HRM)refers to HR and management practices and systems that affect the workforce.The human resources of any organization are made up of all the people who carry out some activities within the enterprise.HRM’s core responsibilities include job design and job analysis,training and development,recruitment,team building,performance management,employee appraisal,etc.HRM affects the management and productivity of the company.It plays an important role in the training and control of employees and the organization.HRM plays a vital role in sustaining the lives,work,and career planning of employees.It helps HR managers resolve conflicts and motivate employees to pursue personal and organizational goals.To achieve organizational goals within HRM,it is important to conduct training and education.Without the ability of good HRM management and employee confidence in leadership,chaos and conflicts arise in the organization.HRM plays a vital role in the organization to achieve organizational goals,solve problems,manage workforce diversity,and the like.展开更多
With the rapid development of civilization and economy, society and company are attaching greater importance to the management of human resource, and it has draw manager＇s attention on how to manage human resource ef...With the rapid development of civilization and economy, society and company are attaching greater importance to the management of human resource, and it has draw manager＇s attention on how to manage human resource effectively. Therefore, the paper put forward the corresponding countermeasures by analyzing problems in human resource management.展开更多
With the globalization of the economy and the further development of the market, multinational companies are constantly stepping up the pace to catch up with the trend of the times. However, at the same time, the empl...With the globalization of the economy and the further development of the market, multinational companies are constantly stepping up the pace to catch up with the trend of the times. However, at the same time, the employee turnover rate of the enterprise is increasing with their respective development, namely job-hopping phenomenon that is quit common occurrences. How to stabilize the hearts of employees and cultivate their loyalty will naturally become a hot topic with a constant temperature of contemporary human resource management .This paper will use the analysis method that combines theoretical analysis and case-related to explore the importance of human resource management from the aspect of human resource recruitment, and the enterprise employee recruitment has a very important position in the whole process of business management and development even business survival and on the basis of it to analyze the future development trends of human resource management for the development of enterprise to enhance persistence and sustainability, so that the enterprises enable to compete successfully in the dynamic changes.展开更多
Nursing Human Resource Management is part of the human resources is nursing human resources by organizing nurses study, planning, training, and ultimately serve the medical career management stated objectives. Nursing...Nursing Human Resource Management is part of the human resources is nursing human resources by organizing nurses study, planning, training, and ultimately serve the medical career management stated objectives. Nursing human resource development of our human resources there are insufficient care, nurses configuration structure is irrational, the management system is not perfect, nurses are not high quality is the current status of nursing human resource mauagemenL and problems. This paper proposes a ＂human resource is the first resource＂ human resources management concept, has taken to develop a reasonable management mechanism, improve relevant laws and regulations of nursing human resources development, increase investment in education, strengthen education and training for nurses, the rational allocation of nursing human resources and other measures. In this paper, the connotation of Human Resources Management in the current situation as the starting point of care, from the current situation of nursing human resource development and the problems of the current situation of nursing human resource management and problems of nursing human resources management to discuss and propose appropriate for the development of human resource management solutions.展开更多
Along with the society＇ s stronger demand for practices of students of human resources management （HRM）, the construction of practice teaching system shall be the key channel for the cultivation of practice talents...Along with the society＇ s stronger demand for practices of students of human resources management （HRM）, the construction of practice teaching system shall be the key channel for the cultivation of practice talents, especially in local universities and institutions. Combining with the practice of HRM construction in Langfang Teachers University, based on the introduction about the necessity of construction of practice teaching system, the construction content, guarantee measures, and implementation effect of practice teaching system for the cultivation of applied talents of HRM are out forward in this paper, which is in favor of the cultivation of applied talents of HRM.展开更多
With the reform of the state-owned enterprises, the level of the human resources management of a lot of state-owned enterprises has been gradually improved. However, because of the macroscopic system, history, culture...With the reform of the state-owned enterprises, the level of the human resources management of a lot of state-owned enterprises has been gradually improved. However, because of the macroscopic system, history, culture and their own reasons, there are still a series of problems in the human resources management of state-owned enterprises. In order to promote the reform of state-owned enterprises and to improve the competitiveness of enterprises, we should critically research these urgent problems. The paper will take an example of one company which was investigated by state-owned enterprises will be listed and analysed. the author, and the common problems which exist in most state-owned enterprises will be listed and analysed.展开更多
Under the new normal environment, it is crucial for the future development of state-owned enterprises, especially the restructuring and transformation of state-owned enterprises, to select high-performance employees w...Under the new normal environment, it is crucial for the future development of state-owned enterprises, especially the restructuring and transformation of state-owned enterprises, to select high-performance employees who can fulfill the organization vision, mission and values and are competent for their own work. Therefore, the human resources management of state-owned enterprises needs to introduce new management tools to meet the needs of enterprise development. In view of this, the article elaborates on the existing problems of "competency" and "job description" in the human resources management of state-owned enterprises, in order to provide a set of effective practice model for the employees of human resources management of state-owned enterprises and realize the needs of strategic human resources management of state-owned enterprises.展开更多
Under the new situation of current development, the state-owned enterprises have made adjustments to their organizational structure and moved closer to major scientific and technological fields and key industrial sect...Under the new situation of current development, the state-owned enterprises have made adjustments to their organizational structure and moved closer to major scientific and technological fields and key industrial sectors that directly support China's national security and the foundation of the country's economic development. Human resource management in state-owned enterprises has long been the strategic center and important foundation of human resource management in state-owned enterprises. Based on the current situation of human resources management in state-owned enterprises, state-owned enterprises must attach great importance to the cultivation and application of corporate culture, vigorously support enterprises to cultivate talents in urgent need of development, and establish scientific and reasonable enterprise performance appraisal and salary management system, in order to contribute to the human resources management of state-owned enterprises. This paper makes an analysis of this for reference.展开更多
In the development environment of the new era, the state has put forward new requirements for the development of all walks of life. Public institutions are also inevitably required to carry out development and reform ...In the development environment of the new era, the state has put forward new requirements for the development of all walks of life. Public institutions are also inevitably required to carry out development and reform of their own in order to win the top spot in the fierce market competition. The basis for promoting the reform of public institutions is based on the transformation of human resources management mechanism, thus creating a new space for the reform of public institutions, and not only for the upgrading and transformation of public institutions, but also for the promotion of public institutions to promote the reorganization of human resources in combination with the needs of the development of the times, so as to better realize the public services and public construction provided by public institutions for the people and the society. Taking the appointment system reform as a new development space, we can promote strategic human resources management in such an opportunity environment.展开更多
Under the background of big data era, enterprises have more sources of information and data in all aspects of work, which greatly improves the work efficiency and has more development opportunities for human resources...Under the background of big data era, enterprises have more sources of information and data in all aspects of work, which greatly improves the work efficiency and has more development opportunities for human resources management. The big data era is the inevitable trend of social development. Therefore, human resources management should carry out innovation and development in all aspects in combination with the background of the times. At the same time, it should also pay attention to some challenges brought by big data and find the key points suitable for the development of enterprises. Based on this, this paper will discuss the changes and challenges of human resources management in combination with the development status of enterprises under the background of big data.展开更多
Salary and welfare are an important part of enterprise human resource management. Effective salary and welfare incentives can improve employees enthusiasm, attract more talents and reduce labor costs, thus ensuring th...Salary and welfare are an important part of enterprise human resource management. Effective salary and welfare incentives can improve employees enthusiasm, attract more talents and reduce labor costs, thus ensuring the smooth implementation of the companys strategic objectives. To establish a scientific salary and welfare management system, we should consider the actual situation of the company and make corresponding management innovations. Therefore, this paper also focuses on analyzing the value of salary and welfare management of enterprise human resources, and discusses the shortcomings of the current management mode and the optimization measures.展开更多
Since our country entered a new era, our country's economy has achieved a huge leap forward, which has also led to the existence of fierce market competition in our country. Enterprises have always spared no effor...Since our country entered a new era, our country's economy has achieved a huge leap forward, which has also led to the existence of fierce market competition in our country. Enterprises have always spared no effort in the competition for talents, because enterprises clearly know that talent competition is the core of enterprise competition. Only by continuously introducing excellent talents and putting them into suitable positions to play the role of talents can the enhancement of enterprise core competitiveness be realized. One of the most important factors to attract talents is salary, which will affect the enthusiasm of the staff. In order to better enhance the employees' sense of identity with the enterprise, the best choice is to choose and implement a reasonable salary system, which can enable the employees to work more actively and treat the enterprise as a home. Salary plays a very important role in human resources. Based on the current situation, this paper puts forward a new strategy to solve the problem of human resources salary management, and makes analysis and evaluation.展开更多
In the development process of state-owned enterprises, it is necessary to constantly improve the management system, pay attention to the improvement of human resource management system, so as to mobilize the enthusias...In the development process of state-owned enterprises, it is necessary to constantly improve the management system, pay attention to the improvement of human resource management system, so as to mobilize the enthusiasm of human resources, enhance the enthusiasm of personnel, and introduces more foreign high-quality foreign talents. With the continuous development of the market economy, the reform of state-owned enterprises should meet the corresponding requirements, actively change the management concept, encourage personnel ideological innovation, especially in the aspect of human resource management, strengthen the performance appraisal and salary management, optimize the personnel structure, and activate peoples ideological vitality.展开更多
The establishment of employee incentive mechanism plays an important role in human resource management. An effective incentive mechanism can enhance employees' work enthusiasm and give full play to their potential...The establishment of employee incentive mechanism plays an important role in human resource management. An effective incentive mechanism can enhance employees' work enthusiasm and give full play to their potential value. In recent years, the supply demand of electricity market has changed, the competitive environment and survival pressure of enterprises have shown signs of expansion, and the shortcomings in salary management and incentive mechanism have seriously increased the turnover intention of employees. Based on this, this paper discusses the incentive mechanism of electric power enterprises, and on the basis of briefly discussing the importance of employee incentive mechanism, puts forward some suggestions on how to improve employee incentive mechanism and give full play to its due role.展开更多
Under the current all-round development of society, facing the intense competitive pressure of the market, China's public institutions need to fully implement the reform and innovation to meet the needs of social ...Under the current all-round development of society, facing the intense competitive pressure of the market, China's public institutions need to fully implement the reform and innovation to meet the needs of social development and promote their own development. However, in order to achieve this goal, public institutions must pay more attention to human resources management. The smooth implementation of human resources management can not only help public institutions recruit more high-quality talents, but also provide on-the-job training for talents, and promote the all-round development of public institutions based on talents. However, there are still some problems in human resources management in the development process of public institutions in our country at this stage, which have affected the reform and innovation of public institutions. It is necessary to make timely improvement measures to play the role of human resources management and provide help for the sustainable development of public institutions.展开更多
文摘This study examines the management of service qua lity in fashion retail operation. The human resources processes leading to external service quality are consolidated into a quality management framework. With reference to the framework, the factors, their importance and relationships within each process are established by the responses of practicing salespersons. A clear picture of the underlying management mechanisms leading to strong sales forces and service quality are produced. Retail management is required to better establish and manage the human resource.
文摘Context/objectives: The fight against Chronic Non-Communicable Diseases (NCDs) is a long-term undertaking, which requires available, motivated and well-managed human resources (HR). The administrative management of skills on both qualitative and quantitative levels is one of the essential functions of a health system. To better implement policies of fight against High Blood Pressure (HBP) and other chronic diseases, it is important to establish strategies to retain health personnel. This loyalty requires favorable working conditions and consideration of the contribution-reward couple. Good working conditions are likely to reduce the phenomenon of medical nomadism;conversely, poor HR management can contribute to their exodus towards exotic “green pastures”, thus leading to an additional crisis in the Cameroonian health system. The fight against HBP is a complex, multifaceted and multifactorial reality that requires appropriate management model for all types of resources mainly HR. The main objective of this research is to show the impact of poor management of human resources in Cameroon health system on medical nomadism and the ineffectiveness of the fight against High Blood Pressure. Method: A cross-sectional descriptive survey among five hundred (500) health facilities in the center region of Cameroon has been conducted. A stratified probabilistic technique has been used, and the number of health facilities to be surveyed has been determined using the “sample size estimation table” of Depelteau. The physical questionnaires have been printed and then distributed to data collectors. After data collection, the latter were grouped during processing in Excel sheets. The Chi-square test was used for data with a qualitative value and that of Kolmogorov-Sminorf for data with a quantitative value to assess the normality and reliability of data. The Crochach’s Alpha reliability test allowed us to have a summary of the means and variances and then to search for intragroup correlations between variables. Descriptive analysis was possible with the XLSTAT 2016 software. Results: 43.60% of Health Facilities (HF) managers were unqualified. 82.20% of HF managers have staff in a situation of professional insecurity. They are mainly contractual (49.00), decision-making agents (24.40%), casual agents (08.80). The proportion of unstable personnel is average of 22.00% and very unstable, 12.00%.
文摘Globalization has contributed to rapid technological development,dominated by the importance of human resources as a key to society’s development and progress.A modern approach to strategic HRM is the most important phenomenon of today,helping to align the skills currently used with the goals the company pursues.A new industry is constantly evolving in the field of human resource management through strategic human resource management(HRM).The data show that human resource efficiency is an important factor that enables a company to have long-term benefits in terms of profits,competencies,and other goals.In the HRM system,this plays a significant role in planning long-term goals and strategies.The skills necessary to fulfill organizational goals are developed by individuals’personal sense of attitude and creativity synergistically related to the needs and desires of employees.The business function or human resources sector today is much more than a form of employment in the future.The efficient use of human resources is needed to provide companies with a competitive advantage and set long-term goals for a successful business,which are just some of the priorities of global business.Human resource management organization(HRM)includes selection,training,evaluation and rewarding of employees,organizational leadership,organizational culture.HRM emerged as a concept in the early 20th century,when researchers began documenting ways to create business value through strategic workforce management.Initially,transactional work dominated,but due to increased globalization,further HRM research today focuses on strategic initiatives,such as talent management,industrial and employment relations,inclusion,and more.Human resource management(HRM)refers to HR and management practices and systems that affect the workforce.The human resources of any organization are made up of all the people who carry out some activities within the enterprise.HRM’s core responsibilities include job design and job analysis,training and development,recruitment,team building,performance management,employee appraisal,etc.HRM affects the management and productivity of the company.It plays an important role in the training and control of employees and the organization.HRM plays a vital role in sustaining the lives,work,and career planning of employees.It helps HR managers resolve conflicts and motivate employees to pursue personal and organizational goals.To achieve organizational goals within HRM,it is important to conduct training and education.Without the ability of good HRM management and employee confidence in leadership,chaos and conflicts arise in the organization.HRM plays a vital role in the organization to achieve organizational goals,solve problems,manage workforce diversity,and the like.
文摘With the rapid development of civilization and economy, society and company are attaching greater importance to the management of human resource, and it has draw manager＇s attention on how to manage human resource effectively. Therefore, the paper put forward the corresponding countermeasures by analyzing problems in human resource management.
文摘With the globalization of the economy and the further development of the market, multinational companies are constantly stepping up the pace to catch up with the trend of the times. However, at the same time, the employee turnover rate of the enterprise is increasing with their respective development, namely job-hopping phenomenon that is quit common occurrences. How to stabilize the hearts of employees and cultivate their loyalty will naturally become a hot topic with a constant temperature of contemporary human resource management .This paper will use the analysis method that combines theoretical analysis and case-related to explore the importance of human resource management from the aspect of human resource recruitment, and the enterprise employee recruitment has a very important position in the whole process of business management and development even business survival and on the basis of it to analyze the future development trends of human resource management for the development of enterprise to enhance persistence and sustainability, so that the enterprises enable to compete successfully in the dynamic changes.
文摘Nursing Human Resource Management is part of the human resources is nursing human resources by organizing nurses study, planning, training, and ultimately serve the medical career management stated objectives. Nursing human resource development of our human resources there are insufficient care, nurses configuration structure is irrational, the management system is not perfect, nurses are not high quality is the current status of nursing human resource mauagemenL and problems. This paper proposes a ＂human resource is the first resource＂ human resources management concept, has taken to develop a reasonable management mechanism, improve relevant laws and regulations of nursing human resources development, increase investment in education, strengthen education and training for nurses, the rational allocation of nursing human resources and other measures. In this paper, the connotation of Human Resources Management in the current situation as the starting point of care, from the current situation of nursing human resource development and the problems of the current situation of nursing human resource management and problems of nursing human resources management to discuss and propose appropriate for the development of human resource management solutions.
文摘Along with the society＇ s stronger demand for practices of students of human resources management （HRM）, the construction of practice teaching system shall be the key channel for the cultivation of practice talents, especially in local universities and institutions. Combining with the practice of HRM construction in Langfang Teachers University, based on the introduction about the necessity of construction of practice teaching system, the construction content, guarantee measures, and implementation effect of practice teaching system for the cultivation of applied talents of HRM are out forward in this paper, which is in favor of the cultivation of applied talents of HRM.
文摘With the reform of the state-owned enterprises, the level of the human resources management of a lot of state-owned enterprises has been gradually improved. However, because of the macroscopic system, history, culture and their own reasons, there are still a series of problems in the human resources management of state-owned enterprises. In order to promote the reform of state-owned enterprises and to improve the competitiveness of enterprises, we should critically research these urgent problems. The paper will take an example of one company which was investigated by state-owned enterprises will be listed and analysed. the author, and the common problems which exist in most state-owned enterprises will be listed and analysed.
文摘Under the new normal environment, it is crucial for the future development of state-owned enterprises, especially the restructuring and transformation of state-owned enterprises, to select high-performance employees who can fulfill the organization vision, mission and values and are competent for their own work. Therefore, the human resources management of state-owned enterprises needs to introduce new management tools to meet the needs of enterprise development. In view of this, the article elaborates on the existing problems of "competency" and "job description" in the human resources management of state-owned enterprises, in order to provide a set of effective practice model for the employees of human resources management of state-owned enterprises and realize the needs of strategic human resources management of state-owned enterprises.
文摘Under the new situation of current development, the state-owned enterprises have made adjustments to their organizational structure and moved closer to major scientific and technological fields and key industrial sectors that directly support China's national security and the foundation of the country's economic development. Human resource management in state-owned enterprises has long been the strategic center and important foundation of human resource management in state-owned enterprises. Based on the current situation of human resources management in state-owned enterprises, state-owned enterprises must attach great importance to the cultivation and application of corporate culture, vigorously support enterprises to cultivate talents in urgent need of development, and establish scientific and reasonable enterprise performance appraisal and salary management system, in order to contribute to the human resources management of state-owned enterprises. This paper makes an analysis of this for reference.
文摘In the development environment of the new era, the state has put forward new requirements for the development of all walks of life. Public institutions are also inevitably required to carry out development and reform of their own in order to win the top spot in the fierce market competition. The basis for promoting the reform of public institutions is based on the transformation of human resources management mechanism, thus creating a new space for the reform of public institutions, and not only for the upgrading and transformation of public institutions, but also for the promotion of public institutions to promote the reorganization of human resources in combination with the needs of the development of the times, so as to better realize the public services and public construction provided by public institutions for the people and the society. Taking the appointment system reform as a new development space, we can promote strategic human resources management in such an opportunity environment.
文摘Under the background of big data era, enterprises have more sources of information and data in all aspects of work, which greatly improves the work efficiency and has more development opportunities for human resources management. The big data era is the inevitable trend of social development. Therefore, human resources management should carry out innovation and development in all aspects in combination with the background of the times. At the same time, it should also pay attention to some challenges brought by big data and find the key points suitable for the development of enterprises. Based on this, this paper will discuss the changes and challenges of human resources management in combination with the development status of enterprises under the background of big data.
文摘Salary and welfare are an important part of enterprise human resource management. Effective salary and welfare incentives can improve employees enthusiasm, attract more talents and reduce labor costs, thus ensuring the smooth implementation of the companys strategic objectives. To establish a scientific salary and welfare management system, we should consider the actual situation of the company and make corresponding management innovations. Therefore, this paper also focuses on analyzing the value of salary and welfare management of enterprise human resources, and discusses the shortcomings of the current management mode and the optimization measures.
文摘Since our country entered a new era, our country's economy has achieved a huge leap forward, which has also led to the existence of fierce market competition in our country. Enterprises have always spared no effort in the competition for talents, because enterprises clearly know that talent competition is the core of enterprise competition. Only by continuously introducing excellent talents and putting them into suitable positions to play the role of talents can the enhancement of enterprise core competitiveness be realized. One of the most important factors to attract talents is salary, which will affect the enthusiasm of the staff. In order to better enhance the employees' sense of identity with the enterprise, the best choice is to choose and implement a reasonable salary system, which can enable the employees to work more actively and treat the enterprise as a home. Salary plays a very important role in human resources. Based on the current situation, this paper puts forward a new strategy to solve the problem of human resources salary management, and makes analysis and evaluation.
文摘In the development process of state-owned enterprises, it is necessary to constantly improve the management system, pay attention to the improvement of human resource management system, so as to mobilize the enthusiasm of human resources, enhance the enthusiasm of personnel, and introduces more foreign high-quality foreign talents. With the continuous development of the market economy, the reform of state-owned enterprises should meet the corresponding requirements, actively change the management concept, encourage personnel ideological innovation, especially in the aspect of human resource management, strengthen the performance appraisal and salary management, optimize the personnel structure, and activate peoples ideological vitality.
文摘The establishment of employee incentive mechanism plays an important role in human resource management. An effective incentive mechanism can enhance employees' work enthusiasm and give full play to their potential value. In recent years, the supply demand of electricity market has changed, the competitive environment and survival pressure of enterprises have shown signs of expansion, and the shortcomings in salary management and incentive mechanism have seriously increased the turnover intention of employees. Based on this, this paper discusses the incentive mechanism of electric power enterprises, and on the basis of briefly discussing the importance of employee incentive mechanism, puts forward some suggestions on how to improve employee incentive mechanism and give full play to its due role.
文摘Under the current all-round development of society, facing the intense competitive pressure of the market, China's public institutions need to fully implement the reform and innovation to meet the needs of social development and promote their own development. However, in order to achieve this goal, public institutions must pay more attention to human resources management. The smooth implementation of human resources management can not only help public institutions recruit more high-quality talents, but also provide on-the-job training for talents, and promote the all-round development of public institutions based on talents. However, there are still some problems in human resources management in the development process of public institutions in our country at this stage, which have affected the reform and innovation of public institutions. It is necessary to make timely improvement measures to play the role of human resources management and provide help for the sustainable development of public institutions.
