ICS公司人力资源管理体系建设案例研究

1 Introduction

1.1 Research Background

Along with the development of SMEs, SMEs are playing an important role in the process  of  development  of  China,  which become  a  significant  part  in  propelling economic and social development. So far, there are over 10 million SMEs in china, creating 60% of economic output and 50% of tax revenue, and offering more than 80% employment opportunities in china. Moreover, SMEs represent an indispensable force in achieving the technological innovation and adjusting industrial structure in China. Statistically, most of SMEs are private companies in china.

HR is an important foundation of enterprises to keep sustainable competitive edge, while  the  system  is  an  assurance to  strengthen  core  competitive  advantage  of enterprises based on HRM. However, in the development process of private SMEs, they tend to ignore the construction and amending of HRM system. Reasonable and scientific  HRM  can reduce  personnel  costs,  improve  the  efficiency  of  HR optimization and configuration, enhance order, clarify the boundary of responsibilities and reduce disputes between responsibilities and rights. Under the circumstance of intense talents competition, how to win over scarce talents with limited enterprise resources, meanwhile optimizing the allocation of HR to achieve the goal of utility maximization, both of the design and innovation of HR system are the key points. For private SMEs, generally speaking, the owner also plays the role of director, which means  the  enterprise  owner  can control  the  whole  process  of  production  and management directly, which result in the lack of clearly defined responsibilities and standardized management system. The study of the management of SMEs is mainly aimed  at  their inherent  characteristics,  making  full  use  of  about  management advantage especially HRM, such as exploiting the flexibility, activating its innovation function, so as to win the opportunity for growth. 

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1.2 Significance of the Research

1.2.1 Theoretical Significance

Firstly, HR capital has become the foundation and source of financial growth and economic progress, which determine the core competitiveness of enterprises. HRM is an  important  part  of  enterprise  operation,  and  with  the  development of  economy, studies on HRM are constantly updated so as to adapt to the new situation of the enterprise management. how to carry out a scientific HRM research based on the real practice of SMEs is still a challenging project. From this point of view, this thesis has its theoretical significance.

Secondly, throughout the research history of HRM system, most of the studies are developed from the angle of the SMEs. In some sense, the development of HRM theory is  tightly connected with  the  big company. While the relevant research on private  SMEs  is  fairly  less,  This  thesis  has  expanded  the  research  area  of  HRM research and therefore it is theoretically important.

1.2.2 Practical Significance

Firstly, the improvement in HRM can better adapt to the fierce market competition for private SMEs. Company competition is talent competition. Due to limited resources, lack of funds, short of talent and lack of fame, private SMEs are especially required to consider  how  to  make  full  use  of  the  limited  resources,  so  that  to  arouse  the enthusiasm of staff’s creativity and subjective initiative, and to convert HR into funds, brand  and  markets  resources etc.  it  is  to  ensure  the  survival  and  development  of private SMEs in fierce competition.

Secondly, The aim of this thesis is to probe the problems and find solutions of HRM systems  in  ICS  firm.  The  author mainly  analyzes  the  current  situation  of  HRM systems in ICS. It is concluded that to establish a HRM system. This article will tell you  how  to  establish  a  fitting  HRM  system  for  private  SMEs  and  how  to  fully implement  it.  This article  intends  to  establish  and  implement  a  brand-new  HRM system on the basis of analysis and combination of the existing HRM system and ICS’ actual situation. The finding and solution for ICS is of great value, not only to ICS, but also to the similar companies in china, this report is a typical representation of this industry, hoping it can be used as a reference of the construction of HRM system for private SMEs.

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2 Literature Review

2.1 HRM Relevant Concepts

2.1.1 Human resource

HR is a general designation of the mental and manual labor, which is able to promote the overall economic and social development, to create material wealth and spiritual wealth. Corporation’s HR is a general designation of the personnel who are equipped with  comparatively  stronger  strategic  skills,  management  ability,  research  ability, creation ability or specialized technical capabilities.

2.1.2 Human Resource Management

HRM refers to effective development and rational allocation of HR, making full use of  scientific  management  system and  the  laws  and  decrees.  It  is  a  function  in organizations  designed  to  maximize  employee  performance  in service  of  an employer’s strategic objectives. HR is primarily concerned with the management of people within organizations, focusing on policies and on systems. HRM behavior is a series  of  activities  that  enterprise  use  modern management  methods  to  conduct, organize, direct, control and coordinate a planning of staff selection, staff education, keep staff, staff appointment etc., and ultimately achieving the enterprise’s developing goals. The relevant concept is as follow:

1) HR Planning: it is the formal process of linking business strategy with HR practices. It  determined  the  quality  and quantity  of  job  responsibilities  and  staff  positions, predict the number and quality of new joined and resigned employees. Before making HR  planning  we  need  to  assess  the  current  situation  and  development  trend  of corporate’s HR, and to collect and analyze the supply and demand information of HR so  that  to  forecast  supply  and demand  trends  of  HR.  The  real  challenge  of  HR planning is to integrate business strategy and HR practices. HR planning is an integral part of a business planning process. It is engaged in accomplish business strategy. 

2) Work analysis: it refers to job analysis, it is a process wherein jobs are subdivided into elements through the application of a formalized, systematic procedure for data collection. The purpose is to ensure the best match of employees and works. We need to inspect and analyze  every job position of enterprise, so that to determine their responsibilities, tasks, working conditions, working staff qualification requirements and rights and so on, including the job description and requirements. 

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2.2 HRM Theories

2.2.1 The Principles of Scientific Management-------Taylor

As  a classical  management  theory representative, Taylor believes the fundamental purpose  of  scientific management  is  to  seek  the  highest  labor  productivity,   the highest  efficiency  is  the  basis  for  employers  and employees  to  achieve  common prosperity. An important way to achieve the highest efficiency is to use scientific, standardized management methods instead of experience management. Generally the best management modelcan be defined as: In this management system, the workers exert the greatest degree of enthusiasm. in return, they seek for special incentives from their employers. This management model will be called for "enthusiasm plus incentives" management,  also  known  as  task  management.  Taylor's  scientific management theory raise awareness of management is a science which is built upon the clear regulatory, legal provision and principles, it is suitable for a variety of human activities, from the most simple personal behavior to well organized and scheduled large business activities.

At all, the best management is a true science, resting upon clearly defined laws, rules, and principles, as a foundation. And further to show that the fundamental principles of scientific  management  are  applicable  to  all  kinds  of  human activities,  from  our simplest individual acts to the work of our great corporations, which call for the most elaborate cooperation. And briefly, through a series of illustrations, to convince that whenever these principles are correctly applied, results must follow which are truly astounding.

2.2.2 Interpersonal Relationship Theory----Mayo

As  an  important  part  of  modern  management  theory,  interpersonal  theory  mainly including as following:

Firstly, it denied the hypothesis classical management theory provided to human, it put  forward  a  theory  that  workers are  "social  men"  rather  than  "economic  man." Workers  are  not  passive  and  isolated  individuals;  their  behavior is  not  simply motivated by the pursuit of money.

Secondly, there is an informal factor existed in enterprise. In addition to the formal organizations that clearly defined interact relationship and responsibilities of members to achieve business goals, also there are informal organizations. Formal organization takes efficiency as its conducting code, it ignores the emotional factors of workers, Therefore,  it easily  leads  to  some  conflicts,  which  might  affect  enterprise’s productivity  and  goals  achievement.  The significance  is  to  protect  the  common interests of members in informal organization values

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3 Case Description .............. 24

3.1 Company Profile ................. 24

3.1.1Company Introduction .................. 24

3.1.2 Company Structure ...................... 26

3.1.3 The Main Products ............................. 27

4 Case Analysis ........................... 35

4.1 The Drawbacks of Family Management Model .... 35

4.1.1 Ownership and Management Rights no Separated ............ 36

4.1.2 Decision Making Mechanism Single ............... 37

4.1.3 Paternalism ............................ 38

5 Recommendations ..................... 48

5.1 Establishing HRM Objectives and Plan ......... 48

5.2 Healthy Recruitment System .................. 49

5.3 Perfect Job analysis& Defined Responsibility Clear ............. 50

5 Recommendations

5.1 Establishing HRM Objectives and Plan

According to the analysis of ICS development history and the present status, human resource is planned year by year, Because of large changes of private SMEs of each year,   It make the human resources plan difficult for next year. it is suitable for the simple and effective plan rather than long-term plan.

Strategic  HR  planning  predicts  the  future  HRM  needs  of  the  organization  after analyzing the organization's current human resources, the external HR market and the future HR environment that the organization will be operating in. The analysis of HRM issues external to the organization and developing scenarios about the future are what distinguishes strategic planning from operational planning. The basic questions to  be  answered  for  strategic  planning  are:  The overall  purpose  of  strategic  HR planning is to:

1) Ensure adequate human resources to meet the strategic goals and operational plans of your organization, the right people with the right skills at the right time

2) Keep up with social, economic, legislative and technological trends that impact on human resources in your area and in the sector.

3)  Remain  flexible  so  that  your  organization  can  manage  change  if  the  future  is different than anticipated

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6 Conclusion and Prospects

6.1 Conclusion

The reform and opening up of China has stimulated rapid development of SMEs, however after the barbaric growth era, with technology development and changeable market environment, barbaric growth is no longer suitable for SMEs’ survive and healthy development. From material resources competition to talents competition, the one who is equipped with talents is the one who owns competitiveness. Therefore, a sound and reasonable human resources management system is essential if enterprises want to attract and retain qualified personnel.

This thesis mainly focuses on the developing private SMEs, elaborating and analyzing the  current  situation and problems of  SMEs’  human  resource  management  status. Combined  with  ICS’s  human  resources  management  problems, based  on  peer’s advanced practical experience and ICS’s actual situation, adopting MBA management theory and methods, it provides a thorough analysis and research of ICS’s human resources management system. On the basis of three steps: raise questions, analyze problems, and propose solutions, from what has been discussed above，，  we may safely draw a conclusion as follows:

1)  To  establish  human  resource  planning  to  solve  the  problem  of  no  schedule, temporary recruitment and hasty choice.

2) To establish recruitment selection system，aiming to select employees who shares with corporate culture, management style, and enterprise values.

3)  To  accomplish  working  analysis  and  put  it  into  practice.  To  establish  job responsibilities, so that to ensure that works can be assigned to each position properly and reasonably, every task has a specially-assigned person, every employee has work routine.

4) To improve the incentive mechanism, combined with job responsibilities, to make a  fair  differential  salary  system.  Meanwhile,  setting  performance  appraisal commission for each position to encourage diligent employees. In order to exploit employees’ potential and their subjective initiative, the company should set special incentives for who undertake duties beyond of work and dedicated to company.

reference(omitted)