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As the change of enterprise environment and the establishment of people-oriented thought, the world of the personnel management is gradually from the traditional personnel management to modern human resources development change. The traditional personnel management has many disadvantages, is no longer adapt to the requirement of knowledge economy, the competition for human resources and the cultivation of innovative talents has caused companies even countries seriously. In China since reform and opening-up, a large number of advanced technology and equipment introduced from abroad, but less on management experience for reference, therefore the present stage our country enterprise is facing a big management problem, namely how to implement human resources management innovation, so as to make the enterprise of talents be real men, use.
随着企业环境的变化和以人为本思想的建立，世界的人事管理正在逐渐地由传统的人事管理向现代人力资源开发改变。传统的人事管理存在诸多弊端，已经不再适应知识经济的要求，对人力资源的争夺以及对创新人才的培养已经引起了各个企业甚至国家的极为关注。我国在改革开放以来，从国外引进了大量的先进技术和设备，但是对管理经验的借鉴却少之又少，因此现阶段我国企业面临着一个很大的管理问题，即如何实现人力资源管理创新，从而使企业的人才做到真正意义上的人尽其才、才尽其用。
1, the difference between the traditional personnel management and modern human resource management
传统人事管理与现代人力资源管理的区别
The so-called modern human resources management is refers to the organization with a series of scientific method, coordinate the relationship between people, between people and things, do real men and use process. Between the traditional personnel management and modern human resource management there are a lot of difference, mainly displays in the following aspects:
传统的人事管理将人视为一种“工具”，管理的重心在于“事”，而现代人力资源管理将人作为一种“资源”，并且将重心转移到了“人”。在传统的人事管理中，存在着极为严重的论资历、惟文凭、重职称等过时的用人观念，而且在对人力资源管理的过程中看重规章制度及奖罚措施等可以物化的东西，对人才的管理缺乏创新
(1) the management concept and management center of gravity of the different
The traditional personnel management to people as a "tool", the focus of management is that "thing", and modern human resource management will, as a "resource", and the focus shifted to "person". In the traditional personnel management, there is a very serious theory of seniority, but diploma, heavy titles such as obsolete concept of choose and employ persons, in the process of human resource management value rules and rewards and punishment measures such as objects that can be materialized, lack of innovation in the management of talent; Modern human resources management is to break this tradition, introduced the weight capacity, performance, contribution, innovation and competition, etc. The new concept of choose and employ persons, and human-centered in the process of management, pay attention to employee career planning, training programs, etc.).
(2) division of the different
Modern human resource management focuses on the cultivation of talents and scheduling, the design of the incentive mechanism and workflow, etc., for the salary distribution, salary way, jobs set up etc is outsourced to other departments and even other institutions to develop and operate, the scattered power, having the power to conditionality is more in line with people-oriented thought and the direction of enterprise development.
(3) require different management content and management personnel
Modern human resources management from traditional personnel management, in the management content has the very big development, its management emphasis and focus have been completely different. In the traditional personnel management, human resources management is just a simple of a new job, to fill the gap, and modern human resources management in addition to have design work, coordinating relations, and other functions. Under this form, a new way of management of human resource management department will have higher requirements, the management of human resources personnel should not only have knowledge of the personnel management, as well as enterprise management experience, only in this way can the smooth of play to the role of the modern human resources management.
2 The Times requirement for enterprise human resources management
(1) deepening the "people-oriented" thinking
The knowledge economy era, enterprises set up the humanist management idea is out of respect for their own development, especially in the countries under the background of scientific concept of development, China's enterprises should make more people-oriented thought is rooted in the enterprise human resources management, to promote talent development, give play to the role of talent as the priority, the potential of employees, make employees get all-round development. (2) creating a culture of advancing with The Times
The importance of enterprise culture to enterprise survival and development is self-evident, in the knowledge economy under the background of enterprise culture should be based on more human liberation and all-round development and innovation and use of knowledge as the main content of spiritual culture. Under this situation, the enterprise should assess the situation, to create with a strong business atmosphere of learning, innovation, and common progress, make the enterprise employees' individual talents and experience in their own enterprise culture get good development.
(3) strengthen the learning atmosphere
Learning ability and the mastery of skills is the enterprise an important part in the competition, the modern human resources management also requires the ability to attach importance to learning, reinforcement learning atmosphere. Through the learning of enterprise management, can build a more strong learning atmosphere, so that they can improve talents' learning ability and knowledge accumulation, can provide a good environment for the development of talent.
3 improve the enterprise human resources management practice
(1) the differentiation of human resource management functions.
Human resources management includes human resource configuration, training and development, salary and welfare and the system construction, the mutual connection, restrict each other between these functions, in the traditional personnel management, these functions do, entirely by the personnel department caused the rights are too concentrated, resource waste and causing problems such as cost increase, now due to the changes of social environment, the functional differentiation, some even can be outsourced to other organizations, so that is conducive to strengthening the organization department of the division of labor, and can reduce the management cost, make full use of the various resources.
(2) perfect the system of human resource management. Human resource management system is an important part of human resource management, enterprise when making human resource management system should be combined with performance appraisal system, establish an effective promotion and incentive mechanism, and to establish duty after training first and lifelong training system, in order to improve the innovation ability of talents and promote the career development of talents, it also can provide people with some non-statutory benefits outside of the statutory welfare projects, strengthening talents sense of belonging and loyalty.
(3) make the human resource management is more flexible, flat. Will make human resource management to be flexible and flattening, use first in personnel management from the traditional personnel administration, http://www.ukassignment.org/uklunwen/ development and absorb the talent as the priority, and strive to develop the human resources department for a both hr and administrative management institutions, and implementing talent strategy of the general staff. Again, to cultivate talents. Talent selection can not only with degree, want to choose according to actual needs innovative talents for enterprise, talent selection also should be considered in the enterprise
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