ai时代人力资源管理现状（睿山信达人力资本）
ai时代人力资源管理现状（睿山信达人力资本）Evaluate the enterprise‘s human resource management operation system construction and management effect use the ResendThinker human resource diagnosis model analyze the current human resource management problems and shortcomings and propose solutions;对企业人力资源管理运行情况、制度建设和管理效果进行评估，使用睿山信达人力资源诊断模型，分析当前人力资源管理存在的问题与短板，提出解决方案；睿山信达人力资源转型包括但不限于以下解决方案：ResendThinker’s HR transformation services include bu
未来的人力资源管理正面临着翻天覆地的变化。数字化革命、人工智能浪潮、现代化理念等人力资源管理所面临的新局面，创新型人才获取渠道、获取规则、获取方式的更新，移动和社交技术带来的员工体验、互动、学习、成长的个性化需求，中高端人才转型与人力资源管理机制模式升级，是企业人力资源管理未来直面的重要课题与挑战。
睿山信达全球人力资本咨询事业部为客户提供结合企业战略规划的具有前瞻性的人力资源管理体系全过程咨询，能够助力企业打造全国一流的人力资源体系，能够基于人力资源战略和战术规划更加有效地整合企业的人力资源与能力，能够帮助企业把人力资源管理体系和企业的技术能力相互融合，能够帮助企业挖掘、培育、应用优秀人才，塑造企业竞争优势的重要源泉，帮助企业制胜未来。
Human resource management in the future is facing earth-shaking changes. The digital revolution the wave of artificial intelligence the modernization concept and other human resource management are facing new situations innovative talent acquisition channels acquisition rules updates of acquisition methods and the personalities of employee experience interaction learning and growth brought about by mobile and social technologies Demand for globalization the transformation of mid-to-high-end talents and the upgrading of human resource management mechanism models are important topics and challenges facing corporate human resource management in the future.
The Global Human Capital Consulting Division of ResendThinker provides customers with forward-looking human resource management system consulting in the whole process combined with corporate strategic planning which can help companies build a first-class human resource system in the country and can be more based on human resource strategy and tactical planning. Effectively integrating corporate human resources and capabilities can help companies integrate human resource management systems and corporate technical capabilities can help companies tap cultivate and apply outstanding talents shape important sources of corporate competitive advantages and help companies win the future.
睿山信达人力资源转型包括但不限于以下解决方案：
ResendThinker’s HR transformation services include but are not limited to:
人力资源诊断 Human Resources Diagnosis
对企业人力资源管理运行情况、制度建设和管理效果进行评估，使用睿山信达人力资源诊断模型，分析当前人力资源管理存在的问题与短板，提出解决方案；
Evaluate the enterprise‘s human resource management operation system construction and management effect use the ResendThinker human resource diagnosis model analyze the current human resource management problems and shortcomings and propose solutions;
人力资源规划 Human Resource Planing
上承战略、下启执行单元，明确人力资源体系的基本定位和总体规划；
Inherit the strategy start the execution unit and clarify the basic positioning and overall plan of the human resource system;
岗位体系设计 Position System Design
明确岗位设置与职责，精简机构与人员，控制成本并提高效率，根据岗位职责与任职要求，设计竞聘上岗方案并推动实施，实现人岗匹配;
Clarify job settings and responsibilities streamline organizations and personnel control costs and improve efficiency design and promote the implementation of competitive recruitment plans according to job responsibilities and job requirements and achieve matching of people and positions;
薪酬体系设计 Salary System Design
以战略目标为导向、以岗位分析和评价为基础，制定科学的薪酬福利体系，优化支付原则、薪酬策略、薪酬结构，体现科学性、公平性与激励性，提升员工积极性；
Guided by strategic goals based on job analysis and evaluation formulate a scientific salary and welfare system optimize payment principles salary strategies and salary structure reflect science fairness and incentives and enhance employee enthusiasm;
中长期激励设计 Medium & long-term incentive Design
帮助企业设计高级管理人员及核心人才的中长期激励方案，达到用好人才、留住人才的核心目标;
Help companies design mid- and long-term incentive plans for senior managers and core talents to achieve the core goal of making good use of talents and retaining talents;
绩效体系设计 Performance System Design
以绩效管理工具、关键绩效指标为支撑，制定完善的绩效管理体系，准确评价组织与个人业绩贡献，帮助企业打造绩效计划、绩效辅导、考核评价、结果应用、目标提升的管理闭环，实现企业整体战略目标；
Supported by performance management tools and key performance indicators develop a sound performance management system accurately evaluate organizational and individual performance contributions and help companies create a closed management loop for performance planning performance coaching appraisal results application and goal improvement and realize the overall company Strategic objectives;
职业发展设计 Career Development Design
帮助企业设计员工的职业发展通道，为各层次、各类别、各阶段人员开辟广阔的发展空间；
Help companies design career development channels for employees and open up broad development space for employees at all levels categories and stages;
任职资格标准 Qualification Criteria
建立任职资格标准与能力模型体系，依据标准开展认证与测评，划分员工能力等级，规范员工的选拔与培养，助力企业准确甄选人才；
Establish qualification standards and competency model systems carry out certification and evaluation based on standards classify employee competence levels standardize the selection and training of employees and help companies accurately select talents;
人才培养体系 Talent Training System
以企业战略为导向建立人才培养体系，搭建课程体系和学习地图，重点培养企业经管人才、职能人才、技术人才、支持人才，带动人才队伍素质的整体提高，为企业创造永续的人才竞争力。
Establish a talent training system based on corporate strategy build a curriculum system and learning maps focus on cultivating business management talents functional talents technical talents and support talents drive the overall improvement of the quality of the talent team and create sustainable talent competitiveness for the company.
