essay代写，如何以人为本,加强现代企业管理

People are social fundamental, are the creators of history, but also to promote social progress and decisive force. Modern enterprise management requirements is fully affirmed the human creative achievements, all to the people-centered, all people-oriented, all to human purposes, give full play to people's creative talents, to stimulate people's entrepreneurial passion, so that everyone become the subject of a positive attitude to start businesses and their own prospects.   A people-oriented modern enterprise management the need for economic papers published Good basis for the work of modern enterprise management and the premise is to adhere to the people-oriented. Enterprises to achieve a people-oriented modern management is determined by the socialist nature of the decision is to ensure that enterprises in the increasingly competitive market economy thrive key is to improve the corporate control market power and enhance the vitality and vigor of magic, while the dominant position of the majority of employees are also an important manifestation of enterprises. Therefore, we must fully understand the modern enterprise management of the importance of people-oriented. The traditional concept of development to physical and chemical based, namely to object to the center of Heroes, ranked second; while the scientific concept of development is people-oriented, ie, human-centered work, the people, talent first, as the "first resources, "respecting the, off the subject, relying on the real development of the people as a measure of whether or not the speed of the core elements of the development. All the work, especially the management of all aspects of work, bit by bit, and truly reflects the people-oriented, people in a relatively free state, rather than the mechanical equipment that was completely controlled, and thus motivate employees demonstrate maximum vitality, burst enormous potential. The management of a particular task, not only causing a "production unity" so this "unity" productive than its various components of the sum of greater productivity, but in order to better incentives, command and organization of production "unity" of the employees to do their work, manufacturing the best quality, lowest cost products and services, and to make the most of the market demand for rapid response. That is to be achieved through their own efforts, consumes less time, manpower, material and financial resources, manufacturing a minimum of defective products and services to meet customer needs.   2 Strengthening of modern enterprise management strategy     2.1 of modern enterprise management should pay attention to people-oriented thinking Traditional management theory is based on object-centered, profit maximization as the ultimate goal, completely ignoring the human element in the management fascinated by iron discipline, absolute obedience, and supreme authority, between labor and employment into a purely is an employment relationship. 21st century technology and business competition is the talent competition, in the building of enterprise culture, people want to invest in energy, strengthen the "people" of the building. Great companies always give top priority to human values, and material in the second. Should respect people's thoughts, in an enterprise, to be able to hear different voices, business leaders should be able to accept the impact of new ideas, so as to allow the enterprise to maintain their vitality, but also to continue to inspire people to create force. HP's culture has often been called the "HP way" (HP Way). Believes that respect for the individual, respect for employees is on the top position. Motorola's corporate values ​​are: respect for each employee as an individual human dignity, openness, so that each employee directly involved in the dialogue, so that they have the opportunity to work with companies share common goals, to play out their greatest potential. Meanwhile, enterprises should conversion system, the real focus of the management by the "thing" to all aspects of business, especially the production site. To motivate, care for the heavy, respect their values ​​and ability to tap their inherent potential and maintain employee labor practices and practical ability of sustainability, thus truly the times, so that employees can abandon the enterprise in the past that high material and energy consumption, low output and emit large quantities of wastes characterized by the traditional production process, turning low consumption, high output and waste reduction using the eco-technology, to achieve a real sense of social production by resource type grab to the deep-level transfer of renewable resources. Employees in good faith to achieve a high degree of care and strict management unity. 2.2 The establishment of modern enterprise management system to adapt to corporate compensation system to retain corporate useful talents Gradual establishment of market mechanism, enterprise independent distribution, democratic participation of workers, the government pay system monitor corporate guidance. On the outstanding contributions of experts and professionals, on the one hand through a variety of media widely publicized their deeds, to raise awareness and expand social influence, and vigorously to create respect for labor, respect knowledge, respect talent, and create a social atmosphere; the other hand, actively coordinate and effectively solve their practical difficulties exist in the work, relieve worries and help them feel at ease to work hard to create to encourage people to pursue their careers and support personnel as dry as the cause, helping professionals Ganhao Shi industry with only environment. In some companies, for example, to improve the overall quality of personnel, stimulate learning culture, learning technology, learning the business of enthusiasm, the growth of talent flow channels to create a respect for labor, respect knowledge, respect talent, and create a good business environment, the Companies adhere to the "performance-oriented," according to "performance pay distribution to key positions, hard-line positions tilt" principle, the development of "pay and performance assessment linked to the implementation details," "crude oil production assessment Implementing Rules" and other systems from the assessment methods, assessment indicators, reward factor, to honor their ways have been adjusted. Encourage the production units to develop a practical assessment of the unit implementing rules, good performance pay redistribution, forming a plant, work area, well area three evaluation system, front-line employees significant growth in revenue, has been grass-roots support, the staff continued enthusiasm for production high; take networking, media, pictures and other forms, widely publicized technology leaders technological achievements, multi-channel technology leaders to improve visibility. Aspects in the development of incentives for outstanding technology leaders, prioritizing title promotion, job promotion, training and other benefits to go out, and as a reserve for future technical experts recommended candidates to broaden technical talent development channel; improve production team of highly skilled jobs treatment perfect career path, motivating skills taught to go on the road. Also, set up a "stable and harmonious Award", "production Organization Award", "artificial Efficiency Award", "Quality Enhancement Award" and other individual awards, by carrying out normalization, cyclical contest contest promotes the professional post production skills enhance the overall quality of personnel, stimulate production skills staff knowledge, practice skills, than the level of initiative and enthusiasm. 2.3 people-oriented, comprehensive evaluation method for enterprise employees First, the use of scientific and rational evaluation methods, the introduction of new assessment tools for staff to conduct a comprehensive evaluation. Assessment is divided into the annual assessment and routine assessment. Annual assessment once a year, routine examination once every quarter. Performance appraisal of the staff positions directly responsible for their immediate supervisor, Human Resources, in accordance with the regulations to provide technical support and services. Individual job descriptions in advance by a superior formulation, work in practice under specific circumstances to be constantly revised, amended the terms attached to the original document, signed by both parties and report to HR record. Evaluation subjects in direct supervisor's guidance, according to job requirements and the higher authorities of the annual work plan objectives and tasks of drawing up a "personal annual target plan", signed by the immediate supervisor approval to become post an important basis for the annual performance appraisal. "Individual annual target plan" should include budget content. Assessment in accordance with the "personal annual target plan", according to the different periods of work priorities and tasks change drawing up a "personal quarterly target plan", signed by the immediate supervisor approval to become an important basis for routine assessment. "Individual quarterly goals plan" should include budget content. In the assessment period, if any, significant changes in tasks and objectives, assessment objects shall be promptly recorded in the plan to change the situation inside. Meanwhile, to further optimize the environment for qualified personnel. Development of enterprise management personnel evaluation mechanism, deepen the reform of income distribution system. Establish and improve the re-performance, heavy contribution to the talents and the allocation of key positions tilt incentives. According to the actual situation of enterprises can take the Ownership, risk management and security of stocks, options and other incentive allocation is allocated to fully mobilize the enthusiasm of enterprise managers. A good grasp of enterprise managers health project implementation, and further strengthen the spirit of motivation.   3 Conclusion   In short, the modern enterprise management, we must be people-oriented, treat employees is to treat yourself, so that employees and businesses grow together, common development.   人是社会的根本，是历史的创造者，也是推动社会进步的决定性力量。现代企业管理的要求，充分肯定了人类创造性的成就，一切以人为本，所有的人 - 面向，一切以人的目的，给予充分发挥人的创造性人才，激发人们的创业激情，因此，每个人都成为的主题积极的心态去创业和自己的前景。   以人为本的现代企业管理需要经济上发表论文 良好的现代企业管理工作的前提和基础，是坚持以人为本。企业要实现以人为本的现代管理，是由社会主义性质所决定的，是为了保证企业在竞争日益激烈的市场经济蓬勃发展的关键是要提高企业控制的市场力量，增强生机和活力的法宝，而广大员工的主体地位，也是企业的重要体现。因此，我们必须充分认识现代企业管理以人为本的重要性。传统发展观的物理和化学基础，即反对英雄的中心，位居第二，而科学发展观的以人为本，即以人为本的工作，人，人才第一，“第一资源“，尊重，关闭的主题，依靠真正的发展与否的核心要素的发展速度作为衡量的人。所有的工作，尤其是管理各方面的工作，点点滴滴，真正体现了以人为本，人们在一个相对自由的状态，而不是被完全控制的机械设备，从而激励员工表现出最大的活力，迸发的巨大潜力。一个特定的任务的管理，不仅造成了“生产统一”，所以这个“团结”生产比其各个组成部分的总和更大的生产力，但为了更好的激励机制，指挥和组织生产的“统一”的员工做好自己的工作，制造最好的质量，最低成本的产品和服务，使大部分的市场需求的快速反应。这是通过自己的努力来实现的，消耗更少的时间，人力，物力和财力资源，制造最少缺陷的产品和服务，以满足客户的需求。   2加强现代企业管理战略   2.1现代企业管理应注重以人为本的思想 传统的管理理论是基于对象为中心，以利润最大化为最终目标，完全忽视了人的因素，在管理上着迷于铁的纪律，绝对服从和至高无上的权威，劳动和就业之间变成了纯粹的雇佣关系。 21世纪的技术和商业竞争是人才的竞争，企业文化建设中，人们希望投资在能源，加强对“人”的建设。伟大的公司总是人的价值放在首位，在第二次的材料。商界领袖应该尊重人的思想，在企业，能够听到不同的声音，应该是能够接受新的思想的影响，所以到允许的企业，以保持其活力，同时也将继续激发人们创造力。惠普文化常常被称为“惠普之道”（惠普之道）。相信，尊重个人，尊重员工的顶部位置。摩托罗拉公司的企业价值观是：尊重每一位员工作为一个个体的人的尊严，开放性，让每位员工直接参与对话，使他们有机会与公司有着共同的目标，发挥出他们最大的潜力。同时，企业应该转换系统，管理业务的各个方面，特别是在生产现场的“东西”的真正焦点。为了激励，关怀为重，尊重他们的价值观和能力，挖掘其内在的潜力，并保持员工的劳动实践和实践能力的可持续性，从而真正实现的时候，这样员工可以放弃企业在过去，高材料及能源消耗，低产出，并排放大量废物的传统生产工艺特点，把能耗低，产量高，减少废物利用生态技术，实现了真正意义上的社会生产资源抓斗的深层次转让的可再生资源。真诚的员工，实现了高度的关心和严格的管理统一。 2.2建立现代企业管理制度，以适应企业薪酬制度，以留住企业的有用人才 市场机制的逐步建立，企业自主分配，职工民主参与，政府的薪酬制度监控企业的指导。对有突出贡献的专家和专业人士，一方面通过各种媒体广泛宣传他们的事迹，提高认识，扩大社会影响力，大力营造尊重劳动，尊重知识，尊重人才，创造的社会氛围;另一方面，积极协调和有效地解决他们的实际困难，工作中存在的，解民忧，帮助他们安心工作，努力营造鼓励人们干事业和支持人员干的事业，帮助专业人士干嚎施业只有环境。在一些公司，例如，提高人员的整体素质，激发学生学习文化，学习技术，学习业务的积极性，人才流动渠道的增长，营造尊重劳动，尊重知识，尊重人才，尊重创造一个良好的经营环境，公司坚持“以绩效为导向的”，根据“绩效工资分配向关键岗位，强硬立场倾斜”的原则，制定“薪酬与绩效考核挂钩的实施细则”，“粗石油产量评估实施细则“，并从其他系统的评估方法，评估指标，奖励因素，兑现自己的方式进行了调整。鼓励生产经营单位要制定一个实际评估的单位实施规则，良好的绩效工资再分配，形成一个工厂，工作区，井区三个评价体系，一线员工收入大幅增长，已经基层的支持，工作人员继续生产热情高;通吃网络，媒体，图片和其他形式，广泛宣传，技术带头人科技成果，多渠道的技术带头人，提高知名度。鼓励优秀的技术领导者，优先考虑职称晋升，职务晋升，培训和其他福利，走出去，在发展方面，作为一种储备，为未来的技术专家推荐人选，以扩大技术人才发展通道，提高生产队的高技能工作治疗完美的职业生涯路径，激励技能教的道路上走。此外，建立一个“稳定，和谐奖”，“生产组织奖”，“人工效益奖”，“质量提升奖”和其他单项奖，通过开展规范化，周期性的比武竞赛促进专业的后期制作技能提升人员整体素质，促进生产技能人员的知识，实践技能，比水平的主动性和积极性。 2.3以人为本，为企业员工的综合评价方法 首先，利用科学，合理的评价方法，引进新的评估工具，为员工进行全面的评价。考核分为年度考核和日常考核。年度考核每年一次，每季度进行一次常规检查。各岗位人员的绩效考核直接负责他们的顶头上司，人力资源，按照规定提供技术支持和服务。个别职位描述事先由上级配方，在实际工作中，在特定情况下也不断修正，修正安装原文件，双方签订的条款，向人力资源记录。评估受试者在直接主管的指导下，根据工作要求和上级主管部门的年度工作计划目标和任务，制订“个人年度目标计划”，由直属主管批准签署成为交的是对于年度业绩的重要基础鉴定。 “个人年度目标计划”应包括预算内容。按照“个人年度目标计划”的评估，根据不同时期的工作重点和任务的变化制定一个“个人季度目标计划”，签署的顶头上司批准，成为一个重要的常规评估的基础。 “个别季度目标计划”应包括预算内容。在评估期间，如有重大变化的任务和目标，评估对象应及时记录在计划改变里面的情况。同时，为进一步优化人才环境。发展企业经营管理人才评价机制，深化收入分配制度改革。建立和完善重业绩，重贡献的人才和关键岗位倾斜的分配激励机制。根据企业的实际情况，可以采取所有权，风险管理和安全的股票，期权及其他奖励分配分配，充分调动企业经营管理者的积极性。把握好企业管理者的健康项目的实施，进一步加强精神激励。   3结论   总之，在现代企业管理中，我们必须坚持以人为本，善待员工就是善待自己，让员工和企业一起成长，共同发展。