Abstract: As the socialist market economy, knowledge economy, information economy, the rapid development of modern human resources management is gradually moving towards human knowledge, intelligence, skills and innovation management practice, in order to adapt to the rapid development of knowledge-based economy, the Western EconomicsHome and entrepreneurs that "can the management" of business management thinking, should arouse the attention of enterprises and widely used."To the management" is the core of human knowledge, intelligence, skills, and practical and innovative capabilities for content, people's ability, intelligence for the management philosophy.Its essence, is to establish a "do their best," the operation of the mechanism.
The 21st century has arrived, in the new century, social development, to information, knowledge, intelligence for the content of the new economy has increasingly become the mainstream of society and economy.Based knowledge management to be able to form a new management has been concerned about the area, many of the world-renowned companies such as Motorola, Ford and other enterprises, "to the management" strategy, more than 10 million annual allocation for staff educationspeed up the upgrading employees skills and abilities.In Europe, many large companies advocated the establishment of a learning enterprise, a "charge employees, the boss money," the wave.Siemens, Bayer and other companies, some enterprises have strengthened the Institute of Education building, the implementation of school employees with a salary and provide tuition incentives.These practices, so that "to the management" to a new level, greatly promoted the economic transition to a new enterprise, enhance the enterprise's core competitiveness.We must face the reality, in-depth research, deepen the reform, the implementation of system innovation, to adapt to this new global knowledge management challenges.
First, can the meaning of this management
"To the management" is a competency-based management, people management is a new stage of development.It is through the adoption of effective methods to maximize the ability of people to achieve ability to maximize the value, the ability of this most important human resources as the driving force of organizational development and organizational development to achieve the objectives and organizational innovation.Taylor traditional management model of the most remarkable feature is the "object of the management", namely the enterprise as a big machine, and the corporate employees are the specific parts of the machine, the people as objects to manage.And "to the management" is that the company is no longer simply an economic organization, who is not simply a tool for wealth creation, man is the largest corporate capital, resources and wealth."To the management" is the core of human knowledge, intelligence, skills and practical innovation as the content.Here the "capacity", its internal structure by the knowledge, intelligence, skills and practice and innovation posed.Knowledge is the embodiment of human cognitive ability and results of intelligence is the ability of knowledge into wisdom, skills, wisdom in the actual work capacity of an application, practice and innovation is knowledge, intelligence, skills-based transformation of the world (object) capabilities."To the management" concept is ability based.Enterprise "to the management" is the new trend of business management, knowledge "can the management" of new ideas, knowledge economy for enterprises to enhance competitiveness in the market are fundamental reality and far-reaching significance.We must not only establish the "people management" thinking, more importantly, to continuously upgrade human intelligence, improve the innovative capability of employees, the ability to achieve people-oriented management sublimation.
Second, "to the management" in the new economy Talent Management
To technological innovation and collective creativity as the core of knowledge resources have become a new economic era in another business capital, financial capital has had no alternative role.Technological innovation and collective creativity comes from inventions to create, promote and teach the practical application, not to master high-tech talent, knowledge, resources would be gone, who has a wealth of talent will come.The survival, development is inseparable from people, how to manage personnel, so that talent for the enterprise, the enterprise can not ignore the important issue.
First, in the recruitment of talent, make a good entry pass, organizations should be strictly in accordance with the selection and employment positions to the needs and people, "meritocracy", to put an end to human relations based on random arrangement, refusing to "cronyism"and "the person Shegang" and avoid "inbreeding", "cliques" and must try to break the boundaries of identity, privilege between the first door on the employment and human interference, according to election personnel, in accordance with the personnelfeatures with the talent.Recruitment shall identify candidates to look into the reality of knowledge, regardless of whether you have academic and professional titles, "Hill is not high, but the immortal soul," education is not high, then the spirit of genuine talent.Therefore, the enterprise recruitment preparation before the work is very important, in accordance with the enterprise's actual needs and characteristics of the enterprise at all levels, all positions, all trades should have the knowledge structure, labor skills, creativity, psychological, behavioral normscareful and meticulous investigation, research and statistics, to develop appropriate standards and assessment testing methods, were selected as suitable for the business needs of the people.Talent into the enterprise, there are display their talents, "arena", and truly used by the enterprise, the enterprise service.
Second, can the management of the employment system, we must guard against the small number of people in the circle of human relations under the leadership of subjective impressions and preferences of the employer, the selection of people, according to both ability and integrity and performance personnel to have the ability to have pushed the performance of important, the right to work.Specifically:
(A) people with different abilities according to rational division of labor, human as clever arrangement and rational use, and give full play to each individual to fully mobilize the enthusiasm of each individual;
(B) should dare to appropriate and reasonable use "geek", "scrap it" and "stubborn only", to use "local" use "point";
(C) the use and promotion should be bold "new" and young people.Strive to "do their best," "do their best before" "the best use";
(D) to each employee to provide and create an appropriate stage to play to their talents, opportunities and conditions, the courage to choose the right selection of outstanding and capable to work independently, to start all capable to lead all top-notch talent talented people;
(E) full utilization of everyone's interests, hobbies, strengths and personality.
(Vi) enterprises can open internal talent market, so that both the expertise and ambitious, do not want to stick to a position long-term innovative, bold self-expanding flow of people within the enterprise.Positions within the company, whether management or the production of the first line, all the staff to open, as long as they have the job skills, knowledge and induction standards for practitioners to be to compete the job, and encourage them to learn new knowledge and acquire newtechnology, new business, or even set up a subsidiary, the new company, after the success of the rewards to be given extraordinary.
(Vii) business should be recognized in the knowledge economy era, expanding the amount of information, knowledge updates very quickly, to keep the knowledge of the business advantages of personnel to various categories of personnel must be planned way for the career design, planning, clear directiontake training, attachment, rotation and other forms of vocational training, increasing their new knowledge, new skills, improve overall quality.For those active in the training to accept new knowledge and innovation at work and have to give the appropriate incentives as well as his promotion.This can allow beneficiaries to see their development in the enterprise space with light, and enhance the initiative to serve the enterprise, sense of responsibility, but also promote and encourage more people to consciously pay attention to their own intellectual development, promote the positive spirit of learning, businessThe resulting high-quality personnel to continuously expand the basis for enterprise survival and development to continuously strengthening thus, promising the company's success.In short, the employment system should do informal grid before the election, the employer does not demand perfection, recruiters have too many, Yucai at gold.People who have the potential to make a difference, talented people can do their best talent.
Once again, how excited people on the distribution mechanism to many of today's entrepreneurs think about, to the management of the distribution mechanism, is to establish performance capability based incentive mechanism evaluation, wage system, the "click to. performance distribution ", according to people's qualifications, abilities, job contribution to the distribution of income, opened a certain level; arrangements in the post, the challenging work to those who most combat capability; in reward and punishment, the implementation of the bestcan to the principles of hard work and, according to the contribution of the implementation of different levels and degrees of reward.
Finally, to the leadership of the management system, enterprises should strengthen their self-cultivation the highest political level, to improve their personal charm, to attract and retain talent.Here the word "enterprise top decision-making" refers to the modern enterprise, chairman, president and general manager are.Requirements in the actual management must have a leadership team members is important to performance and results can be, with people able to access performance; structural composition of the leadership ability to focus on complementary, age, complementary, complementary knowledge and expertise complement each other; as members of leading bodies,must have an integrated planning capacity. more ability to seek good off the decision. summoned the organization. persuasive communication ability and the right presentation skills; leadership team members as a management body, should also must have the ability to manage themincluding the organization of human knowledge, understanding and grasp; observation of things and problems, analyze, judge, choose, decision making and problem; on the organization's development goals, development strategy, mode of development, development policies, development measures analysischoice, decision-making and implementation, organization, financial, material, information and other complex elements of a comprehensive response and the ability to grasp; the core of leadership as a management organization, have the ability to build a capacity to make everyone play the full right mechanism, so that the leadership team members to perform their due diligence capability, so that subordinates can do their best, with the ability of the organization survive.Their stay in the top of the pyramid enterprise for the enterprise attracted the attention of all employees, their behavior important, employees will have an impact.Therefore, in addition to learning new knowledge, new technologies, should also strengthen the self-cultivation, strengthen the legal system, and establish their own image, improve charisma.