人力资源管理模式从3P到4P（Human resource management model from 3P to 4P）.doc

人力资源管理模式从3P到4P（Human resource management model from 3P to 4P）A review on human resource management model, 3PThe main contents of the 1. 3P of human resource management modeDr. Lin Zeyan in 2001 China Labor Protection Science Research Institute in the monograph "3P plan" operation mode: China enterprise human resource management and human resources for the first time from the perspective of core technology, put forward the human resource management mode of 3P, namely position analysis, post analysis and performance evaluation of performance appraisal payment distribution the distribution of wages. Suddenly 3P management mode rapidly towards good writings make people copy them., small and medium enterprises in the country on both sides of the Changjiang River, has been greatly extended, showing considerable vitality. According to Dr. Lin Zeyan, he believes that the present situation in our country, perhaps is not a lack of ideas and thoughts of human resource management and enterprise management, but is lack of these standard concepts and ideas reflected in the technology, and the enterprise in China at present the quality of personnel and material conditions for lower management the cost of human resource management, not comprehensive, standardized, so long as to seize the key of human resource management, in the aspects of job responsibilities, job evaluation, salary distribution, core and essence fully embodies the modern human resources management "understanding of human nature, respect for humanity, people-oriented", we can get out of difficulties of human resources management in China enterprise, to a more standardized track. So before and after the 3P management mode of core chain three steps are as follows: Based on the post analysis tools, clear staff responsibilities; according to the employee's job duties, design index, programs and tools of performance appraisal; according to the results of performance appraisal, salary and welfare and bonus tool design. The 3P human resource management model and its essence is to post analysis as a starting point, the performance appraisal as the center, the distribution of wages for the result, and as the main line to expand and implement human resources management activities of enterprises.A few comments on the 2. 3P of human resource management modeAnalysis of 3P management mode, we found that the model captures the core technology of human resource management, easy operation and practice, reduce the cost of human resources management, for small and medium-sized enterprises of our country from scratch and the establishment of human resources management system and the rapid realization of large and medium-sized enterprises in the personnel administration from the traditional to the modern human resources management is in transition pioneering role. However, with the drastic change of internal and external environment, human resource has become the strategic resource of the enterprise rather than the labor cost, the role of human resources management from the beginning of the personnel housekeeper, operator to staff supporters, strategic partners and promote the transformation of enterprise reform, in this new situation, the advantages of 3P management mode is latent with its disadvantages.1. 3P human resource management model in theory is still the human resource is attributed to labor costs, too much emphasis on human resources management in the technical, operational details and short-term labor costs reduced, while ignoring the human resources management innovation and other aspects of the role in the organization, staff development, enterprise strategy. Therefore, the 3P management mode without innovation of mining and pattern theoretically, will not play the function of value creation of human resource management, strategic human resource management to achieve strategic transformation of the role and status of human resource management, which hurt the body, is not conducive to the spread and development of human resource management in Chinese the.2. 3P human resource management model to enterprises in the post as its basis, carry out the performance evaluation and salary allocation on the basis of this, but ignore another important point and relative position in the company is in itself. In fact, people and jobs are two essential points in the enterprise, if the human resource management model is built on the basis of the position, then the result is bound to find someone by post, emphasize the transformation to meet the job, so the human resource management will not employee participation and identity. We believe that the perpetrators, who is human resource policies and measures of the participants is the bear,It requires senior leadership of the fundamental innovation and change in management idea, regards people as the most important strategic assets of enterprises, as the training development and remuneration for human cap。