1. Incomplete understanding of the overall meaning of human resource development. Simply align human resources development with employee training or talent introduction, resulting in bias in human resource development. Some business leaders took "a headache and a foot massage" to train for training. Or think that the higher salary for the introduction of talents is the development of human resources. There is no set of scientific, detailed and practical development plans, and there is no supporting system to complement it. This makes the development of human resources flow into form.
2. Reiterate the implementation of system documents and light systems. Some companies have developed related systems, but have put the development system in the file phase as a decoration. Some people still think that if they want to find talented people in the talent market, they will not have to spend time and spend money to cultivate. If the trained talents change jobs, then it would be better to “get married for others†than to drive in front of the mountains. As a result, the system has a virtual reality. Under the guidance of the erroneous ideas of “Which mountain sings where to singâ€, the development of enterprise human resources is “aborted†and the development of the enterprise lacks of stamina.
3, heavy quality training, light technical education, especially the training of cutting-edge technology. Some companies only trained their staff on the pre-post and basic skills training. The technology of the employees was aging. They faced the fierce competition in the market for new technologies and new technologies in packaging products, and it was difficult to overcome new problems in the production of packaging products. As a result, the product quality of the company increased, the product scrap rate was high, and labor productivity declined. The lack of technical stamina in the development of new products has resulted in the loss of the product market and reduced corporate profits.
4, re-"blood transfusion", light "hematopoietic." Some packaging companies, in the case of a shortage of technical and managerial talents, have recruited people to the market with high salaries. They were originally rushed by the urgency of production and were understandable. However, they have the necessary care, training, use, and re-education for “local†talents and former talents. Failure to keep up with the old knowledge leads to the aging of the imported talents. The company’s other employees’ knowledge is chronically “anemic.†Over time, the introduction of talents has become increasingly passionate and energetic. The “local†employees’ initiative has been frustrated, and the employee’s potential and innovation ability have been suppressed. It is difficult to improve.
The Way of Human Resource Development in Packaging Enterprises
1. Establish a human resource development concept that aligns with the international market. In the final analysis, the competition of enterprises is the competition of talents. Human resources are the "first resources", accurately grasp the internal meaning of the three major characteristics of human resources development and human resources, and then establish the "high-quality products are created by outstanding people" thinking, systematic planning of human resources development. In combination with the actual conditions of the Chinese enterprises, we will select key development points and breakthroughs at the three levels of human resources, and formulate reliable and reliable qualitative and quantitative indicators. The development work is divided into different categories, and different training and development programs are formulated according to different levels of human resources, effectively implementing the employees' existing training and introduction, as well as operational and incentive programs. The incentive mechanism for the competition between human resources development and enterprise talents will be adjusted simultaneously; with the company's production and business plan, it will be arranged, examined, assessed, and rewarded and punished. At the same time, it enhances employees' sense of urgency and sense of crisis in improving their own quality, helps employees to discover their potential, and enables them to fully utilize their enthusiasm and creativity in an atmosphere of competition.
2. Concept development and skills development are synchronized. Packaging companies should guide employees to closely integrate their own interests with their own interests and establish a sense of ownership. At the same time, they attach importance to their own skills training and establish a learning team organization. The relevant human resource development departments of the enterprise must pay attention to the development of core technologies and forward-looking packaging technology training. The training and development should focus on the high-tech and high-value-added packaging products. They should send staff to study abroad in a planned manner and go abroad to accept new technologies. New technology training.
3, "Transfusion" and "hematopoietic" work two-pronged approach. On the one hand, due to lack of talents in packaging companies, it is necessary to recruit talents from the society; on the other hand, talents within the company are found to conduct targeted training. We must make good use of existing talents, cultivate, care for, and motivate talents so that employees receive the necessary spiritual and material rewards under the care of the organization, so that in the development of human resources, employees can consciously realize their potential, continue to increase their vitality, and increase their intelligence. It will play an active role in promoting the innovation capability and competitiveness of enterprises and enhancing corporate performance.
In short, the development of human resources is to maximize the exploration and utilization of the existing and potential energy of human resources, with the aim of promoting the economic and social benefits of enterprises. As long as packaging companies apply their development concepts scientifically to policies, truly implement organizational goals, adhere to the principle of human resources being the first resource, adhere to the principle of coordinated development of human resources development at the three levels, and insist on the synchronization of human resources development and economic work. The principle of implementation is to adhere to the principle of innovation in human resources mechanisms and the principle of sound systems, adhere to the principle of equal emphasis on concepts and technology, take people as the foundation, take the renewal of ideas as the guide, institutional innovation as the guarantee, technology innovation as the driving force, and improve the quality of talents. The center focuses on the establishment of talents and environmental systems. It focuses on cultivating, attracting, and using human resources as the main line, meticulously organizes, does not engage in forms, and does a good job in the development of human resources. Effectively promote the enthusiasm of employees, thereby greatly improving the economic efficiency of enterprises.
2. Reiterate the implementation of system documents and light systems. Some companies have developed related systems, but have put the development system in the file phase as a decoration. Some people still think that if they want to find talented people in the talent market, they will not have to spend time and spend money to cultivate. If the trained talents change jobs, then it would be better to “get married for others†than to drive in front of the mountains. As a result, the system has a virtual reality. Under the guidance of the erroneous ideas of “Which mountain sings where to singâ€, the development of enterprise human resources is “aborted†and the development of the enterprise lacks of stamina.
3, heavy quality training, light technical education, especially the training of cutting-edge technology. Some companies only trained their staff on the pre-post and basic skills training. The technology of the employees was aging. They faced the fierce competition in the market for new technologies and new technologies in packaging products, and it was difficult to overcome new problems in the production of packaging products. As a result, the product quality of the company increased, the product scrap rate was high, and labor productivity declined. The lack of technical stamina in the development of new products has resulted in the loss of the product market and reduced corporate profits.
4, re-"blood transfusion", light "hematopoietic." Some packaging companies, in the case of a shortage of technical and managerial talents, have recruited people to the market with high salaries. They were originally rushed by the urgency of production and were understandable. However, they have the necessary care, training, use, and re-education for “local†talents and former talents. Failure to keep up with the old knowledge leads to the aging of the imported talents. The company’s other employees’ knowledge is chronically “anemic.†Over time, the introduction of talents has become increasingly passionate and energetic. The “local†employees’ initiative has been frustrated, and the employee’s potential and innovation ability have been suppressed. It is difficult to improve.
The Way of Human Resource Development in Packaging Enterprises
1. Establish a human resource development concept that aligns with the international market. In the final analysis, the competition of enterprises is the competition of talents. Human resources are the "first resources", accurately grasp the internal meaning of the three major characteristics of human resources development and human resources, and then establish the "high-quality products are created by outstanding people" thinking, systematic planning of human resources development. In combination with the actual conditions of the Chinese enterprises, we will select key development points and breakthroughs at the three levels of human resources, and formulate reliable and reliable qualitative and quantitative indicators. The development work is divided into different categories, and different training and development programs are formulated according to different levels of human resources, effectively implementing the employees' existing training and introduction, as well as operational and incentive programs. The incentive mechanism for the competition between human resources development and enterprise talents will be adjusted simultaneously; with the company's production and business plan, it will be arranged, examined, assessed, and rewarded and punished. At the same time, it enhances employees' sense of urgency and sense of crisis in improving their own quality, helps employees to discover their potential, and enables them to fully utilize their enthusiasm and creativity in an atmosphere of competition.
2. Concept development and skills development are synchronized. Packaging companies should guide employees to closely integrate their own interests with their own interests and establish a sense of ownership. At the same time, they attach importance to their own skills training and establish a learning team organization. The relevant human resource development departments of the enterprise must pay attention to the development of core technologies and forward-looking packaging technology training. The training and development should focus on the high-tech and high-value-added packaging products. They should send staff to study abroad in a planned manner and go abroad to accept new technologies. New technology training.
3, "Transfusion" and "hematopoietic" work two-pronged approach. On the one hand, due to lack of talents in packaging companies, it is necessary to recruit talents from the society; on the other hand, talents within the company are found to conduct targeted training. We must make good use of existing talents, cultivate, care for, and motivate talents so that employees receive the necessary spiritual and material rewards under the care of the organization, so that in the development of human resources, employees can consciously realize their potential, continue to increase their vitality, and increase their intelligence. It will play an active role in promoting the innovation capability and competitiveness of enterprises and enhancing corporate performance.
In short, the development of human resources is to maximize the exploration and utilization of the existing and potential energy of human resources, with the aim of promoting the economic and social benefits of enterprises. As long as packaging companies apply their development concepts scientifically to policies, truly implement organizational goals, adhere to the principle of human resources being the first resource, adhere to the principle of coordinated development of human resources development at the three levels, and insist on the synchronization of human resources development and economic work. The principle of implementation is to adhere to the principle of innovation in human resources mechanisms and the principle of sound systems, adhere to the principle of equal emphasis on concepts and technology, take people as the foundation, take the renewal of ideas as the guide, institutional innovation as the guarantee, technology innovation as the driving force, and improve the quality of talents. The center focuses on the establishment of talents and environmental systems. It focuses on cultivating, attracting, and using human resources as the main line, meticulously organizes, does not engage in forms, and does a good job in the development of human resources. Effectively promote the enthusiasm of employees, thereby greatly improving the economic efficiency of enterprises.
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