When I called a client before, he complained to me: "I was worried about business when I didn't have business before; now the company has grown in size, and the business is continuous, but the company's human management can't keep up at all. But it keeps going down.”
This is actually a problem faced by many small and medium-sized enterprises. Usually, digital transformation generally occurs in departments that are strongly related to business, such as supply chain, production, sales, etc., while the personnel department that is less related to business is easily ignored.
The following is the current situation of personnel management in many enterprises:
ambiguous responsibilities, multiple positions for one person,
transactional work takes a lot of time,
no human resource management tools
, it is difficult to retain talents, employees move frequently, and it is impossible to ensure timely replacement of information
. Slow improvement of management efficiency
Information scattered, unable to form a system, difficult to count
In fact, human resource management plays a decisive role in the long-term development of an enterprise. And, if you are an HR who aspires to enter the management level, human resource management analysis is a must-have skill on the way to promotion. So how can we keep up with the pace of digital transformation and achieve the efficiency goal of human resources through human resource management operations?
Lao Li has prepared a human resource management solution for everyone, involving three tables: talent structure table, talent income statement and talent flow table. The template can be downloaded at the end of the article.
The first table: talent structure table
The talent structure table is composed of 4 charts: the status quo of human resources, the analysis of the proportion of personnel, the analysis of rank composition and the analysis of personnel flow. This table not only clearly shows the distribution of talent structure and real-time reflection of data, but also facilitates trend analysis. For example, if the trend of personnel flow exceeds a certain warning line, an early warning will be issued, so that personnel reserves can be prepared in advance to prevent the phenomenon of vacant positions.
Status of human resources Analysis of
proportion of personnel Analysis
of rank composition Analysis of
personnel flow
The second table: Talent income statement
The talent income statement is composed of 5 charts: human effectiveness analysis, human effectiveness analysis ranking, human effectiveness quarterly trend analysis, employee income analysis and labor cost analysis. Human efficiency reflects the level of operation and management of an enterprise, and it is also an indicator that small and medium-sized enterprises want to improve today. Under the circumstance that the scale of the enterprise continues to expand and the salary level gradually rises, how to use fewer people to produce more value is the point that enterprises need to pay attention to. Increasing the output of an enterprise depends on two aspects, one is the improvement of human efficiency, and the other is cost control. The talent income statement is monitored and analyzed from these two aspects.
Human Effectiveness Analysis
Human Effectiveness Analysis Ranking
Human Effectiveness Quarterly Trend Analysis
Employee Income Analysis
Labor Cost Analysis
The third table: talent flow table
The talent flow table is composed of two charts: personnel change analysis and training management. The leadership of the company often has headaches, and talents in key positions leave after a short period of time, making it difficult to retain talents. But I don’t know where to start to solve the problem. Then, through indicators such as the turnover rate of key positions and the turnover rate of excellent performance, we can dig deeper into the real data of brain drain.
Equally important in the company is employee training. The progress of the company is jointly promoted by the improvement of personal ability. The monitoring of training management can also understand the learning situation of each department. Based on the completion of its annual performance, we can grasp the department's performance. growth.
Personnel Movement Analysis
Training Management
Human resource management cannot be completed in one day. After applying this data analysis template, it is necessary to use functions such as drilling and linkage to find the key points of human resource management according to the actual situation of the enterprise, so as to optimize the report. From the four aspects of finding, employing, educating, and retaining people, we will comprehensively optimize the analysis of human resource management, and keep up with the speed of digital transformation and scale expansion of enterprises.
