Human resources paper thinking map
2024-11-12 11:03:04 3 Report
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This mind map serves as a comprehensive guide to enhancing Human Resource Management (HRM) effectiveness. It emphasizes the construction of dynamic talent teams through strict management, innovative leadership, and strategic selection of young cadres. The framework aims to transform professional and technical personnel by strengthening assessments and expanding growth channels. It also focuses on promoting skilled talent innovation via targeted training and competitions. Additionally, the map outlines the importance of an innovative incentive mechanism that integrates diverse resources to protect employee interests. Finally, it advocates for optimizing organizational models to boost productivity and service capabilities across the board.
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Outline/Content
1. Strengthen the construction of talent teams
1. Strict management, emphasis on selection, and building an innovative management and operation talent team
(1) Enhance the sense of responsibility and mission of leading cadres
(2) Increase the selection of young cadres
(3) Implement the ability evaluation and standard assessment of business managers
(4) Encourage leading cadres to transform into learning, innovative, dynamic and value-added types
(5) Continuously promote the withdrawal mechanism for leading cadres
(6) Optimize the growth channel for management and operation talents, and increase job rotation.
(7) Optimize the accountability mechanism for leading cadres
2. Reinvent, strengthen assessment, accelerate the transformation of professional and technical personnel team
(1) Increase the intensity of introducing central talents and reserve senior talents.
(2) Enhance the interconnection of central talents and promote the sharing of talent and intelligence.
(3) Establish a mechanism for controlling the total number and structure of employees, and improve work efficiency.
(4) Expand the growth channel of Institute 601 and establish a high-performance professional master team.
(5) Improve the match degree between professional and technical talents and the professional and technical system
(6) Improve the assessment system for professional and technical personnel
3. Change concepts, focus on implementation, and promote innovation and effectiveness of skilled talents
(1) "Drip irrigation" introduces and trains a batch of high-end skilled talents
(2) Organize high-skilled talent skill competitions and technical exchanges
(3) Improve the evaluation criteria for skilled personnel promotion, and deepen the implementation of vocational skill level recognition work.
(4) Accurately measure the value creation of skilled metrology talents and create an atmosphere of doing practical work.
(5) Carry out the regularization of labor dispatch labor and optimize the structure of highly skilled talent teams
2. Improve the incentive constraint mechanism
1. Build an innovative incentive mechanism based on value creation
(1) Implement the human resource allocation mechanism under the centralized independent accounting model.
(2) Implement the 5W salary distribution system based on comprehensive performance management, and scientifically formulate the performance appraisal management method of the center.
(3) Optimize the innovation incentive mechanism, and set up special rewards for major and key innovation projects.
(4) Multi-dimensional incentives, improve various rewards, create a positive and innovative atmosphere
2. Integrate diverse resources to comprehensively protect employees' personal interests.
(1) Improve the construction of central insurance security system and standardize the internal control mechanisms of various insurances.
(2) Build harmonious and stable labor relations
Regulate labor use and reduce employment models.
Standardize labor contracts and labor employment management
(3) Standardize the management of various subsidies (welfare) and standardize and maintain the order of income distribution
(4) Implement the "two no less than" policy requirements of the central reform, and improve the income level of employees.
(5) Sufficient training and education funds are provided to ensure employee training.
3. Deepen organizational model optimization
1. Dynamic optimization of scientific research and production organization model to improve the labor productivity of all staff
(1) Build parallel job mode, improve personnel matching and work initiative
(2) Integrate similar or related businesses to maximize the utilization of resources.
(3) Carry out technological innovation and intelligent transformation to improve work efficiency
Strengthen the research and development of automation technology
Comprehensively implement the LIMS test information management system
Implement information management and control of business processes
Improve the efficiency of central business management
2. Implement the special action of improving the service capabilities of frontline work teams in an integrated manner.
(1) Organize the business sectors of the measurement and testing center throughout the entire system and cycle, and optimize the existing service model
(2) Optimize the experimental scheduling system, product circulation mode, and improve the scheduling communication mechanism.
(3) Establish a customer feedback mechanism to enhance communication effectiveness.
(4) Improve staffing in each department and improve operations and emergency response capabilities
(5) Strengthen the construction of grassroots party organizations and systematically enhance the working vitality of party branches.
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