Research on human resource planning

Last name: * * * *

Unit: * * * * * Automobile Sales Service Co., Ltd.

Abstract: 4S stores originated in Europe with a history of automobile development of one hundred years, and 1998 began to enter China from Europe. Now the European Union has decided to completely break the long-standing monopoly of the automobile market and no longer allow franchising, so as to reduce the cost in the circulation field. On the other hand, in China market, after several years of glory, automobile 4S stores have entered the adjustment period. Although the profits have been greatly reduced, car dealers have continued to join in strongly, and the territory of the automobile market has been expanding and the competition has become more intense. Taking * * * * * as an example, statistics show that in 20 1 1 year, there are more than 20 new 4S stores, city exhibition halls and outlets in county markets.

Facing the challenge of reality, as the first factor of productivity-human is very important. Therefore, for newly opened or about to open 4S stores, human resource planning will directly determine their fate after the reshuffle of the industry.

This paper takes * * * * * * * * (* * * * *) * * * Automobile Sales & Service Co., Ltd. as an example to analyze and discuss the human resource planning of the newly opened 4S shop.

Keywords: 4S new store environmental human resources planning

* * * * * * * * * Automobile Sales & Service Co., Ltd. was established in 2003, which is a group company integrating high-end automobile sales, maintenance, service and information feedback. There are four 4S stores it operates, namely * * * * * * 4S store, * * * * 4S store and Guangben 4S store. The * * * * * Automobile Sales & Service Co., Ltd. discussed in this paper is * * * * * 4S store under construction, the fifth 4S store of the group company, and the only 4S store of * * * * * at present, which will open in mid-July of 201year.

First, the company's human resources work status

Although it was established only eight years ago, in the past few years, with rich industry experience, good industry background and strong financial strength, * * * * * * * * * * has gradually become the leader of the local high-end automobile industry. Through staking and financing, the company solved the hardware elements needed for expansion. In terms of talent software, due to the long period of talent cultivation, the head office and 4S stores are facing bottlenecks. For our * * * * * * 4S store, although it is still in the preparatory stage, several major problems in human resources have actually been placed in front of us.

(1) The company is about to start business, and outstanding talents are hard to find.

Although * * * * * * * * * county in * * * * region belongs to the county with strong economic strength, so far there is no brand 4S store officially settled in * * * * *, so there are basically no mature 4S store employees in the local area. At the same time, due to the geographical restrictions of * * * * *, and the backwardness of living facilities in related cities, talents from 4S stores except * * * * * are reluctant to join our company. At present, the most urgent problem is the lack of automobile sales consultants and after-sales service technicians: among the recruited 15 sales consultants, 13 is a "half-way monk" transferred from other industries, and its business ability and professional automobile sales knowledge are far from the actual requirements; The problem of after-sales service personnel is difficult to recruit. The six technicians with rich working experience and high theoretical level in the body panel painting group and the electromechanical group are all "poached" from high-end brand 4S stores other than * * * * *, which is not only high in salary cost, but also unstable.

(B) the company's overall human resource incentives are unscientific and unsystematic.

The salary incentive system implemented by the group company in its subordinate 4S stores is not perfect. For example, in the incentive of sales consultants, most of them adopt a simple incentive method of lower basic salary, plus bicycle sales commission or bicycle sales profit commission. Let employees be highly motivated in the peak sales season and very low in the off-season. Combined with the practical difficulties that * * * * * * * * * * * 4S store will face after opening: the radiation range of 4S store is small, the market capacity is limited, and the market response is unclear. It is unrealistic to raise the company's business volume to a higher level in a short time after opening. If the human resource salary incentive system of other branches is completely applied, and the personal growth of employees is not combined with the development goals of enterprises, the high turnover rate of personnel is foreseeable.

(C) internal talent supply "green and yellow"

At present, the human resource management of the four 4S stores under the company is basically in the traditional personnel management stage, and the management level is low, which does not really play the role of human resource management. The so-called human resources department is often merged with the administrative department to form the administrative personnel department; The human resources manager is also an executive. The working experience and professional level of managers are obviously insufficient. Due to the neglect of human resource management, the quality of personnel can't keep up with the requirements of enterprise development, and the brain drain is serious, and talents are out of the file.

With the development of the group company, the number of its brand 4S stores has been increasing, and all branches have begun to request the deployment of talents to the early established 4S stores. The company's senior sales, senior maintenance and other talents are beginning to be stretched, and new talents such as maintenance parts manager and maintenance station service manager are also heating up rapidly. We are preparing for * * * * * *, with sales manager from Wenling * * * * 4s store, after-sales service manager from Luqiao * * * * 4s store, marketing manager from Jiaojiang * * * * 4s store, financial supervisor, administrative personnel manager, operation manager and general manager of customer service center.

Second, the root causes of human resource management dilemma

The top management of the company is busy all day, and things in the company are as busy as a bee. The reasons for this situation are as follows: First, the job responsibilities are unclear and the personnel are redundant; Second, unreasonable staffing and waste of talents; Third, there is no talent echelon and the talent reserve is insufficient; Fourth, the quality of personnel is not high and there is a lack of development motivation.

The fundamental reason lies in the lack of feasibility of the overall human resources planning of the company, and the lack of in-depth understanding and scientific prediction of the company's business and talent structure during the formulation process. So when the problem of human resource planning is solved, other problems will be solved.

Three, the new company is about to open, how to "plan ahead" in human resource management?

As a 4S store that is about to open * * * * * * * * * * *, if the human resources strategy is well combined with the company's business strategy at the beginning of the company's establishment, it will certainly seize the opportunity and successfully gain the market competitive advantage. So how do we plan human resources? On the basis of fully considering the changes in the internal and external environment of the company, we have studied and formulated the following human resources planning.

(1) Human Resources Department 20 1 1 Work plan: job analysis of each position.

Job analysis is the main basis for the new company to set up posts, adjust the organizational structure and determine the salary of each post. Through post analysis, we can not only understand the qualifications and work contents of each post in the company, but also make the work distribution, work connection and workflow design of the follow-up departments more accurate. It is also helpful for the company's top management to understand the comprehensive work elements of various departments and positions in the upcoming 4S store, adjust the organizational structure of the company and departments in time, and expand and shrink the establishment. At the same time, it also provides a good foundation for formulating a scientific and reasonable salary system. For example, through position analysis, considering the workload, contribution value and degree of responsibility of each position, the sales department and after-sales service department are finally determined as the business departments of the company, and the salary system is inclined to these two departments. In addition, considering the actual situation of * * * * * * * * *, the hardware of * * * * * is a standard 4S store, but it is different from other 4S stores in staffing, such as administration department and customer service department. At the beginning of the company, there was no department manager, and the assistant general manager was directly responsible.

Detailed job analysis also provides a basis for human resource allocation, recruitment and employee orientation training in various departments.

(2) Working in the Human Resources Department 20 1 1;

Salary management

According to the status quo of the other four 4S stores of the group and * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * The future development trend of automobile sales and service industry * * * * * * * * * * * * * * * * * * * * * Through understanding the existing salary situation of employees at all levels in other brother companies, we decided to establish another scientific and reasonable salary management system. Based on the principle of "fair at home and competitive abroad", we made a survey on the basis of the first step, namely "organizational structure setting and job analysis of each post", combined with the salary situation of the same industry in our region and the existing post salary situation of the group. It is decided that the salary system is the post skill level salary system, and the salary structure includes: basic salary, performance salary, seniority allowance, education allowance, post allowance, technical allowance, special post allowance and year-end bonus. If individual positions need to hire foreign talents with high salaries, the board of directors generally authorizes the general manager to handle them according to the annual salary system. However, we suggest that in order to ensure that all employees are not affected by individual exceptions, 50% of the annual salary of exceptions can be managed by the salary management system in the form of monthly salary, and the other 50% will be considered separately by the group. This helps to supervise and evaluate the work of high-paid employees moderately and effectively, and also has a psychological balance for other employees.

(III) Human Resources Department 20 1 1 Work Plan: Recruitment and Deployment

The recruitment and distribution of personnel before the opening of 4S new stores is not as simple as holding several job fairs. It is necessary to recruit talents according to the established organizational structure and job analysis of various departments and positions to meet the needs of the company's opening and later operation. Considering that the company has not yet started business, the human resources department should do three things in personnel recruitment configuration: meet the demand, ensure the reserve and recruit carefully.

Specific implementation scheme:

1. Planned recruitment method: giving priority to targeted recruitment and giving consideration to online recruitment. According to the development of Gigi's construction progress, we are looking for on-the-job but resigned talents to join our company in June.

Specific recruitment schedule: keep * * * * recruitment website and * * * online recruitment of human resources for a long time, and reserve possible talents. At the same time, according to the demand and the recruitment effect of the website, it is temporarily decided to release the recruitment information.

Standardize the allocation of human resources recruitment and draft the regulations on personnel recruitment and allocation. Improve the existing interview process, increase the written test process and personality test process, and get to know the candidates in all directions.

We also solved some problems encountered in actual operation in a timely and effective manner. Due to some special reasons, the company's opening date has been postponed repeatedly (February to July, 20 1 1). In order to prevent the loss of some people who resigned from their original units and waited to work in our new company (a considerable number of them were sent to SAIC General Training Center for study and certification), the Human Resources Department signed a post subsidy agreement with unemployed employees who were trained in important positions in time, and the company began to subsidize them in March until they officially took up their posts.

(IV) 20 1 1 Annual Work Plan of Human Resources Department IV: Employee Welfare and Incentive

Welfare is a long-term commitment of enterprises to employees, and it is also a necessary condition for enterprises to be more attractive. According to the recruitment situation in the preparatory stage of the new company and the current situation of human resources in the * * * * * * * industry, we plan to make substantial changes to the welfare policy implemented by the head office, so that the company's "people-oriented" business philosophy can be fully reflected and * * * * * * * will be in a favorable position in the talent competition.

The specific scheme includes:

1. It is proposed to set up welfare items: employee accommodation allowance, overtime allowance (the above two items are reform and improvement), Man Qin Prize, holiday allowance, social medical insurance, social endowment insurance, housing provident fund (employees who have served for more than three years can enjoy this benefit), employee birthday party, quarterly management dinner, wedding gift, year-end (Spring Festival) gift, etc.

2. Plan and formulate incentive policies: monthly (quarterly) excellent employee selection and commendation, annual excellent employee selection and commendation, establishment of internal promotion and salary adjustment system, employee rationalization proposal (proposal) reward, establishment of annual team spirit award of the department, and establishment of internal competition mechanism (such as the elimination mechanism of the last position of sales consultants and the maintenance skill competition of service technicians). And conduct employee satisfaction survey within one quarter after the company officially opened. Through the feedback results of the survey information, we will adjust and improve the company's welfare policy and incentive system again.

(V) Human Resources Department 20 1 1 Work Plan 4: Staff Training and Development

Staff training and development is one of the tasks that enterprises must carry out with a long-term development strategy in mind, and it is also one of the methods to cultivate staff loyalty and cohesion. Therefore, according to the forecast of the overall human resource demand of * * * * * *, and referring to the situation of other branches, we plan to train and develop employees in a planned and step-by-step manner, so that the company can take a step ahead in talent training.

Specific plan:

1. Take the form of training: invite external lecturers to teach in enterprises; Send those who need training to study outside; Select a group of internal lecturers for internal management and job skills training; Purchase advanced management textbooks and organize internal trainers to conduct internal training; Strive for rotation training for promising employees; Bring the old with the new; Staff self-training (reading, work summary, etc.). ), etc.

2. Planned training content: It depends on the needs of various departments and the development needs of the company.

3. Training schedule: external lecturers come to the company to give lectures, and internal trainers give lectures, and arrange training in time according to the company's development goals.

(VI) Work plan of the Human Resources Department: improvement and operation of the performance appraisal system.

The fundamental purpose of performance appraisal is not to punish employees who have not completed their work objectives and are not conscientious, but to encourage employees to continuously improve their working methods and quality, establish a fair competition mechanism, continuously improve the efficiency of organizational work, and cultivate employees' planning and sense of responsibility, thus promoting the development of enterprises.

Specific plan:

1. Complete the compilation of the performance appraisal system and its supporting scheme of * * * * Automobile Sales & Service Co., Ltd. After the company officially launches its business, it will fully implement performance appraisal according to this performance appraisal system;

2. Performance appraisal involves the vital interests of all departments and employees. Therefore, the human resources department should publicize and dispel doubts about the fundamental significance of performance appraisal on the basis of ensuring that performance appraisal is linked to the salary system. Guide employees to treat performance appraisal with a positive attitude, so as to improve their work and revise their plans through performance appraisal.

As a new thing in the development of human resources, the performance appraisal system will inevitably encounter some unexpected difficulties and problems during its operation. During the operation, the human resources department will pay attention to the opinions and suggestions of people at all levels and adjust and improve the working methods in time.

Performance appraisal itself is a communication work and a process of continuous improvement. The human resources department will pay attention to the vertical and horizontal communication in the operation process to ensure the smooth performance appraisal.

Four. conclusion

The ancients said well: everything is established in advance, and it is abolished if it is not planned. Similarly, the human resource management of enterprises should also start with planning. Especially in today's rapidly changing internal and external environment of enterprises, good planning is helpful to reduce the uncertainty in the future. Our forward-looking human resources planning will surely form a benign mechanism to attract, condense, cultivate and develop talents.

References:

(1) Human Resource Management Job Manual (2nd Edition). Sun zonghu. People's Posts and Telecommunications Press. 20 10 February. P 1 1。

(2) The whole case of human resource management and operation (1CD). Hui Luo. Sun Zonghu People's Posts and Telecommunications Publishing House. April 2008 P38.

(3) Professionalism (2nd Edition). Kenichi Ohmae (Japan). Pei translation. CITIC Publishing House. 20 10 10.P95