Zhaopin: Sany Heavy Industry: Human resources are still in the stage of rapid development

Source: Zhaopin.com Author: Professor Yan Aimin, Executive President of Hunan Human Resource Management Society

Sany Heavy Industry is the vice president unit of our Hunan Human Resource Management Society, and we have always paid close attention to its human resource management. At the end of 2011, I led the user group to conduct a more systematic investigation and evaluation of its human resource management status, and the academic committee of the society unanimously selected the company as the "Hunan Province * Vietnam Human Resource Management Enterprise" in 2011.

Sany's human resource management is quite distinctive: it pursues the employment concept of "helping employees succeed"; The continuous campus recruitment of 5,000 to 6,000 people per year fully reflects its important social contribution to solving employment problems, and is especially favored by young students in domestic colleges and universities; Recently, it has been successfully integrated with the human resource management model of Putzmeister Company in Germany, highlighting its open human resource management thinking and the learning and innovation ability of human resource management mode.

Sany talent development model has been widely concerned by all sectors of society. Recently, a few media commented that due to the downturn in the industry, Sany may face difficulties such as layoffs and salary cuts. Judging from the stage characteristics of Sany's development, for a considerable period of time, it is still in a state of steady expansion as a whole, the demand for all kinds of talents is still very strong, and it will also provide a large number of employment opportunities for the society. Conventional talent structural adjustment measures, such as the transfer of a very small number of unqualified employees, are normal human resource flows in various enterprises, and there is no problem of contraction. From the perspective of the long-term trend of the industry, unlike foreign benchmarking enterprises that have entered a mature period, Sany is still in a period of rapid accumulation of human resources, and both the number and the quality of talents are still improving. In addition to the training of in-service personnel, Sany has built a reserve talent training system and carried out the forward-looking training of "a batch of posts and a batch of reserves". In Trinity School, there are one or two thousand employees who participate in skill upgrading training every day, and the whole school can be seen everywhere in the school Workers, R&D and management personnel who are reading, listening to lectures, and conducting operation experiments. Of course, this model will increase personnel and costs for enterprises in the short term, and in the long run, the formation of a talent highland will be a huge competitive advantage for enterprises.

From the macro situation, the country is facing the inflection point of the demographic dividend, the industrial structure is also undergoing profound adjustment, and the person in charge of human resources in a recent conversation, it also talked about the human resource management from "quantity" to "quality" mode of transformation, on the one hand, consciously control the growth of the number of employees, strengthen internal training, improve employee skills, and promote the improvement of labor efficiency; On the other hand, choose good people and use quasi-people. By establishing a fair and explicit performance appraisal system and an internal talent market system, we can distinguish talents, and even if most of the employees who are not suitable can achieve new development internally. According to the person in charge of human resources, more than 20% of Sany's employees obtained new positions through performance evaluation and internal competition last year, which is far greater than the turnover rate of 5%-10%, which is rare in China's private enterprises.

Sany future human resource management, I think from the perspective of the development stage, relatively not, and there is no need to take austerity measures, continue to increase the development and training of talents, the demographic dividend advantage into the talent quality dividend advantage, so as to improve the quality of management, is the fundamental guarantee for the global development of enterprises.