人力资源是指一定范围内人口的总劳动能力，或者说是智力劳动社会和能够促进整个经济社会发展的具有体力劳动能力的人的总和。根据企业发展战略的要求，通过对员工的招聘、培训、使用、考核、激励、调整等一系列流程，有计划、合理地配置人力资源。

Human resources refer to the total labor capacity of the population within a certain range, or the sum of the intellectual labor society and the people with physical labor capacity who can promote the development of the whole economy and society. According to the requirements of the enterprise development strategy, human resources are allocated in a planned and reasonable way through a series of processes such as recruitment, training, use, assessment, incentive and adjustment of employees.

提高人力资源管理意识

Improve human resource management awareness

随着市场经济和企业的发展，为了保证企业的竞争力，必须注重企业人力资源的管理。企业必须从传统意义上的对事物的管理转向对人的管理。企业高层决策者必须转变观念，解放传统思维，认识到人是企业的核心资源，人力资源管理不是传统的人事管理。人力资源管理也意识到事情不仅仅与人力资源部门有关。它应该是各级领导的责任，终可以奠定公司人力资源管理的基础。

With the development of market economy and enterprises, in order to ensure the competitiveness of enterprises, we must pay attention to the management of human resources. Enterprises must change from the traditional management of things to the management of people. The top decision-makers of enterprises must change their ideas, emancipate traditional thinking, and realize that people are the core resources of enterprises, and human resources management is not the traditional personnel management. Human resource management also realizes that things are not only related to the human resource department. It should be the responsibility of leaders at all levels, and can eventually lay the foundation for the company's human resource management.

完善公司人才选拔考核体系

Improve the company's talent selection and assessment system

济南人力资源公司认为，公司制定了有效的员工考核机制，使员工能够充分挖掘自身潜力，不断接受新的业务知识和技能，学习更多经验和更有效的管理方法，提高自身素质。企业要不断改革人才引进机制，完善人才引进机制，为部分企业引进高素质人才做出合理选择。同时，要改进企业的招聘方式。对空缺、空缺干部岗位实行公开招聘，拓宽渠道，有效促进了人才在企业内的流动，建立健全了企业干部考核制度。

Jinan human resources company believes that the company has developed an effective employee assessment mechanism to enable employees to fully tap their potential, constantly accept new business knowledge and skills, learn more experience and more effective management methods, and improve their own quality. Enterprises should constantly reform the talent introduction mechanism, improve the talent introduction mechanism, and make reasonable choices for some enterprises to introduce high-quality talents. At the same time, we should improve the recruitment methods of enterprises. Open recruitment was carried out for vacant and vacant cadre posts, and channels were widened, which effectively promoted the flow of talents within the enterprise, and established and improved the enterprise cadre assessment system.

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