1 Introduction
Applying big data technology to human resource management can update management concepts, help enterprises establish a more perfect human resource management model, and make enterprises comply with the development needs of the times.
2. Impact of big data era on Enterprise Human Resource Management
In the process of promoting the sustainable development of enterprises, talent support is very important. Without talent support, it is difficult for enterprises to achieve the established development goals and lack the possibility of development. Therefore, in the current process of human resource management, enterprises should make full use of big data technology. With the advent of big data, almost all walks of life can see its shadow. Therefore, if enterprises want to achieve faster development, they should adapt to the technical requirements of the big data era, and can also use various products of the information age to promote the sustainable development of enterprises. In the process of enterprise human resource management, we should constantly update the concept of human resource management to keep up with the development needs of the times. Arrange corresponding positions according to the advantages of different employees, give full play to the advantages of talents, and maximize the ability of staff, so as to improve the initiative of enterprise human resource management. In the process of promoting the innovation of human resource management mode, we should transform the ability of talents into the most direct competitiveness of enterprises, and finally improve the operating cost. At present, the competition between enterprises is actually the competition between staff capabilities. Therefore, only by constantly innovating the human resource management mode can we improve work efficiency and quality and ensure the comprehensive strength of enterprises.
3. Current situation of enterprise human resource management
3.1 lack of reasonable positioning
At present, the managers of enterprises have not fully understood the concept of human resource management, but only understand it in a superficial way. There is a problem of insufficient cognition, which leads to the inability of enterprises to effectively implement it in the process of actual operation and management. In addition, due to the unclear cognition of staff, it will also dampen the enthusiasm and enthusiasm of enterprise personnel, affect the improvement of overall competitiveness, reduce the reputation of enterprises, and make it difficult for enterprises to develop and operate. However, due to the strong professionalism of enterprises, enterprises should vigorously develop human resource management in the process of management. However, at this stage, due to the lack of scientific and reasonable assessment mechanism, the internal human resources management is very chaotic. The staff cannot grasp the relevant concepts, and it is difficult to comply with various requirements and give play to the effectiveness of human resources. In this regard, in order to continuously improve the overall level of enterprises, we need to formulate a reasonable human resource management system.
3.2 inadequate human resource planning
At present, in the process of enterprise development, we do not pay enough attention to the work of the module of human resource planning, which is mainly reflected in the fact that there is no long-term plan for human resource management in the process of enterprise development, and there is no corresponding adjustment according to the external environment and national policies. In the process of long-term strategic development, enterprises should timely use scientific and effective planning methods according to the law of market development, and finally realize the long-term plan on human resources, so that the human resources management of enterprises can meet the needs of market development. Under the background of the further development of big data, both technology and knowledge are constantly updated, and the original enterprise planning and market configuration will change to a certain extent, which will also directly affect the effectiveness of enterprise human resource management.
3.3 performance management needs to be improved
At present, many enterprises have not formed corresponding performance appraisal mechanisms in the process of development. Some appraisal mechanisms are often very rigid and do not fully stimulate the enthusiasm of employees at work. At the same time, in the process of enterprise development, there is no complete division of the ways of enterprise management technicians and operators, and there is no corresponding appraisal standard in the face of staff responsible for different positions. In addition, many enterprises will link business volume with performance appraisal. This one size fits all management model will directly affect the future development of enterprises. Due to the differences in the nature of work and working methods of different departments, it is difficult to use a unified management mode for integrated evaluation. In the process of evaluation, the final results can not adapt to the mass base of the enterprise, which will also lead to dissatisfaction of the staff, because the human resource managers are often inexperienced or work thinking in a partial way. In addition, there are still some problems in the process of human resource management, such as no unified standard, single assessment method, unscientific assessment results, and failure to fully reflect the advantages of management. At the same time, the salary distribution will be affected in the process of assessment, which will not promote the development of practicality and operability of performance assessment, and will have a negative impact on the human resource management of enterprises. In the process of enterprise performance management, we should pay more attention to this aspect, which will also make the enterprise attract more excellent talents to join it, and finally promote the overall development. If there is a lack of high-quality managers in the enterprise, the failure to effectively feed back the results after completing the corresponding performance appraisal will not only directly affect the work efficiency, but also affect the work enthusiasm of employees, Therefore, it is difficult to achieve the phased management objectives of the enterprise.
3.4 unreasonable resource allocation
In the process of promoting the development of enterprises, if resources are not reasonably allocated, it will lead to excessive consumption of internal resources, and it will not be able to make better use of human and material resources to carry out corresponding plans. In addition, there is often a mismatch between personal abilities and positions within the enterprise, which is mainly due to the fact that the enterprise cannot reasonably allocate talents and does not allocate talents to appropriate positions in the process of human resource recruitment management, which leads to some employees often having no way to start at work, seriously affecting work efficiency.
4. Enterprise human resource management reform strategy in the era of big data
4.1 improve the training system
In the process of improving the comprehensive quality of employees, training is particularly important. Under the current economic situation, the ability of employees will directly affect the position of enterprises in the market competition. Therefore, the return on training is far greater than the return on investment in employee training. Many enterprises still stay at the level of traditional thinking in the process of training and management of employees, The training is only to ensure that employees master a series of work skills, and does not fully consider the actual needs of staff and position docking. Employee training is a very complex work, which should cover the prediction of employee needs, planning and effect evaluation. Therefore, as an enterprise's human resources management department, it can make full use of big data platform technology to collect employees' work data, such as the mastery of skills, work completion efficiency, etc. only by collecting the above information can it meet the actual needs of different employees for training, Finally, targeted staff training will be carried out to improve the quality of training. Establish an integrated management system for employee training and examination, carry out internal job training, skill level assessment, safety training, and implement a series of assessment and evaluation for employees. Online training and assessment can also be carried out in combination with job requirements. Through online operation and information integration, it can automatically realize the decomposition, transmission, sharing, statistics and analysis of training assessment and other related contents, and effectively improve the efficiency and quality of training management of the company. Training can also formulate corresponding assessment mechanisms, and strengthen pre job training through quarterly assessment, so as to urge employees to take the initiative to learn and continuously improve their knowledge level and master big data skills.
4.2 building an information platform
In the process of carrying out human resource management in enterprises, advanced information technology can be applied. Combined with the characteristics of enterprise development, a relatively perfect human resource management information platform can be built, and finally the collection and integration of talent information can be realized. Through the establishment of corresponding data management database, the efficiency of talent information utilization and sharing speed can be improved, so as to provide effective data support for the development of various work in enterprises. In addition, in the process of development, enterprises should also combine the actual situation of internal human resource management, do a good job in the operation and maintenance management of the information platform according to the strategic development goals of the enterprise, carry out centralized services, reasonably plan the service process, establish unified standards and carry out professional division of labor, and finally make the human resource management team more standard and professional services, This can also better avoid the poor execution or unfair management caused by non-standard work in the process of traditional human resource management, so that staff can pay more attention to their own work at hand and develop core businesses, improve the operation efficiency of different departments, make the internal work of the enterprise more professional, and improve the competitiveness of talents at the same time. In the process of promoting human resource management, we should also strengthen the coordination of partnerships with different units, improve the fairness of human resource policy implementation, and improve employee satisfaction, so as to better serve the sustainable development of enterprises and improve the application efficiency of big data. In addition, we should also use successful experience to give full play to the advantages of big data technology and improve the overall level of human resource management.
4.3 create a suitable salary system
In the process of building the human resource management system, we need to learn advanced management concepts. Managers should pay more attention to the management system ideologically and hire the most professional human resource management talents, so as to promote the scientific development of human resources. From the perspective of the enterprise itself, combine material and spiritual rewards, carry out differentiated salary rewards for different positions, focus on the assessment of profit, cost, price, quality, output and service, establish an assessment system with "profit as the center and cost as the main line", and assess according to the mode of "key assessment, responsibility reward and punishment, professional management, special promotion and accident veto", Realize the linkage between the operating results of each unit and the total wages, form a situation in which the pressure of each unit and department is transmitted layer by layer, the indicators are broken down layer by layer, the responsibilities are implemented layer by layer, the performance is assessed layer by layer, and the profits are guaranteed layer by layer, and encourage employees to obtain compensation.
4.4 introduction of management talents
In the process of human resource management, enterprises need to constantly introduce management talents, so as to promote the better development of management. One of the main reasons why enterprises cannot give full play to the effectiveness of human resource management in the process of management is the lack of excellent management talents. In this regard, enterprises need to constantly increase the introduction of talents, and firmly establish the talent concept that talent resources are the first resource. In all work related to the development of enterprises, talent issues must be given priority, arranged and invested first, so that the construction of talent team is moderately ahead of the development of enterprises. Regardless of the size of the enterprise, its talent resources can be divided into business management talents, professional and technical talents and operational skills talents. The three types of talents have different roles, different training forms, different incentive methods and different development channels. They must reflect the talent concept of "letting the right people do the right things", study ideas and methods in line with their respective characteristics, and implement classified and hierarchical management of talent resources, And achieve the harmonious interaction between various talent sequences. Running a good enterprise should not only be people-oriented, but also talent oriented. The strength of the country depends on the economy, the economic strength depends on the enterprise, the strength of the enterprise depends on science and technology, and the strength of science and technology depends on talents. We should explore talents from many aspects. If there are no talents, we should cultivate them. If there are talents, we should find them. If we find them, we should use them well. We should make great use of them and use them best. If we use them well, we should retain them and protect them. Regularly carry out assessment management training activities to improve the quality of training managers and ensure the efficient implementation of enterprise human resources work.
4.5 advocating cultural construction
In the process of enterprise development, it can be seen that as early as the 1950s, many large state-owned enterprises in China had unique business ideas, such as Daqing iron man spirit and Angang constitution. Although they were not crowned with the concept of enterprise culture at that time, they actually played the value function and integration function of enterprise culture. Later, after the development and practice of reform and opening up, China has initially formed a theoretical system of enterprise culture with Chinese characteristics, and the proposal of the important thought of "Three Represents" has pushed the construction of enterprise culture to a new stage. The 21st century is an era of rapid change. The construction of enterprise culture has a direct impact on the human resource environment that enterprises rely on, and directly affects the efficiency and survival of enterprises. In order to better "survive and develop" in the market competition, enterprises should vigorously advocate the value orientation of "people-oriented" and highlight humanistic care, which is not only a reform of the traditional "material-based" economic management concept, It is also a transcendence of human resource management by simply taking economy as a means. Therefore, the construction of enterprise culture should closely follow the trend of the times, constantly improve its competitiveness, and scientifically determine the content of the enterprise's own culture, rather than simply "enterprise" ＋ "culture". According to the development needs of human resource management, the content of enterprise culture should correctly grasp the commonness and particularity of enterprise culture, scientifically determine the content of enterprise culture, consider the mode of enterprise culture according to the trend of social development and the gradual nature of culture, combined with the future goals and tasks of the enterprise, and build a unique enterprise culture.
4.6 adhere to long-term planning
In the process of enterprise development, we should further improve the sustainable development plan of human resources in accordance with the requirements of the scientific concept of development. Respecting talents is not only to improve the status and treatment of talents in enterprises. From the perspective of human resource development, respecting talents also respects the objective law of talent growth, planning ahead, giving priority to development, scientific training, correct use, and fully embodies the "people-oriented" idea, so that the number of talents can correspond to the final expectation of enterprise development. Only in this way can we build a more scientific and reasonable talent structure. At the same time, enterprises should also adapt to its development characteristics in the process of setting up talent training mechanism, so that the comprehensive quality of staff can develop in harmony with the enterprise. In the process of enterprise human resources management, we should adhere to the performance and personal ability of staff as the main assessment direction, and improve the operability of the assessment mechanism by establishing a more perfect talent assessment mechanism, and make the operation of the mechanism continue to be stable. In the process of assessment, we should adhere to the mass line, strengthen the practice of human resource management, and finally find and test talents, so as to further optimize the working environment for talents. In the process of human resource management, we should adhere to the three retention principles, adhere to the retention with feelings, and better penetrate the corporate culture by creating a good working environment for employees; Insist on keeping people with their careers, and mobilize the enthusiasm of staff by building a stage more suitable for personal development for staff; Insist on retaining people with benefits, strengthen innovation and constantly expand talent supply channels by building talent supply platforms, so as to make the work of enterprises more positive. In the process of enterprise development, we should strengthen the independent training of talents within the enterprise, and at the same time, we should also strengthen the introduction of external talents, relying on key projects, and constantly create talent convergence. In the process of development, enterprises should also improve the corresponding supporting measures according to policy changes, strengthen talent work, fully mobilize and stimulate the enthusiasm of staff, give full play to the role of talents, and finally form a working force.
5 Conclusion
To sum up, the birth of big data has brought a profound impact on the enterprise's operation mode. By using big data technology to find the connection between data, we can finally make judgments, so as to bring greater value to the enterprise. At the same time, we will gradually establish a striver centered system, and turn "performance depends on hard work and income depends on hard work" into a normal and practical way, so that the majority of employees can increase their income through hard work and obtain greater returns, so that employees can share the achievements of enterprise development, obtain the benefits brought by the development and expansion of the enterprise, and significantly improve employee satisfaction. In the process of human resource management, staff should innovate management concepts, use technology in the era of big data, predict the working ability and behavior of staff, and improve the competitiveness of enterprises.