Shoe Enterprises Solve Employment Problems And Rebuild Human Resources Management

Recently, apple CEO Jobs resigned to stir up the big news media. Many Internet media gave the website headlines to the business legend.

Jobs's resignation left behind not only the Apple Corp who lost spiritual leaders, but also the management experience and innovative ideas of the successful man.

For the shoemaking industry, human based management is one of the important tasks of enterprise development. Employees are the core of an enterprise and the lifeblood of enterprise development. Therefore, human resources should not be neglected in the development of enterprises.

Now in the eastern part of China

The comprehensive reform of enterprise human resources requires the managers' determination and will to reform, and constantly solve some rebound phenomena that occur in the reform.

For the traditional manufacturing industry of shoe enterprises, the establishment of sound rules and regulations and high-quality recruitment is a top priority.

Systematic management instead of traditional management mode

It is reported that at present some of Jinjiang in Fujian.

In the management of human resources, it is very important for the shoe enterprises to replace the traditional person management system with institutionalization.

According to industry experts, the company should conduct an all-round analysis and assessment of the existing human resources, then quickly carry out the work of post merger and split up, and reconfigure and optimize the integration in various posts.

Every position of the company has different job responsibilities. When carrying out the reform of human resources, we should pay more attention to personnel distribution. If we want to revoke some of the existing and worthless jobs, we need to integrate and distribute the company management personnel, so that the right people can do the right thing. At the same time, we should adopt face-to-face communication and coaching to encourage the existing staff to accept the new job arrangement smoothly and familiarize themselves with their work.

Regulating fair and reasonable salary system

As prices rise, the cost of human resources is also rising.

A shoe company in Fujian has greatly changed its pay system.

Not only will the staff's salary standard be raised to the level of the first-line brand, but also the job goal of the recruitment will be broken down to all levels of management personnel, so that each department has the task. After guaranteeing the stability rate of 70% of the existing personnel in each department, the incentive mechanism with less rewards and more penalties will be used to recruit all departments and departments, so that the human resources department can become a recruitment organization rather than a recruiting main force.

At the same time, shoe enterprises can enhance the reward of grassroots employees' recommendation resources, that is, the whole staff recruitment, and establish incentive mechanisms to encourage them to fully introduce human resources.

In the core team management, shoe enterprises can set up each post model diagram of the core team, then determine the recruitment and appointment standards and career development roadmap, tailor the platform for attracting talents to join, and do well the operation process of the core team's normal operation, and then motivate them to form a continuous learning team, supplemented by the monitoring and evaluation mechanism, and constantly survive the fittest, thus forming the excellent core team of the enterprise.

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It is very important to establish a fair and reasonable salary system. If the enterprise does not have a standardized salary system, employees' salary determination depends entirely on the boss's preferences and cognition, so it is difficult to achieve fairness. If we always hold the consciousness of "foreign monks chanting chanting", high salary will cause damage to the enthusiasm of the old staff.

Human resource is the most important link in the development of enterprises.

All "people-oriented" is the main purpose of enterprises.

There is no desperate situation, only those who are desperate.

In this critical period of inflation this year, every employee in shoe factories is full of gloom, panic and enthusiasm for work, which is full of worries about the prospect of shoe enterprises.

At this critical juncture, managers of shoe enterprises must have a complete management system to eliminate the haze of their employees, establish staff confidence and activate their creativity.