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International Economics

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Chiến lược nhân sự không phải là một thuật ngữ xa xỉ chỉ cần đến đối với doanh nghiệp có quy mô lớn, sản xuất kinh doanh đa lĩnh vực, đa địa phương mà cho tất cả các doanh nghiệp dù là doanh nghiệp quy mô gia đình, phải coi đó là một phần quan trọng nhất của chiến lược kinh doanh, thực chất của chiến lược này thể hiện hóa bằng các hành động rất cụ thể như:

- Hiểu và đánh giá sâu sắc vai trò của con người (lực lượng lao động) trong doanh nghiệp; coi đó là yếu tố then chốt cần quan tâm và đầu tư nhất;
- Hiểu và đánh giá đúng về vai trò của những cán bộ làm công tác tổ chức nhân sự của doanh nghiệp (vai trò đối với tổ chức, tính chất nghề nghiệp..) để qua đó cũng tuyển và sử dụng được những cán bộ nhân sự vừa có năng lực chuyên môn và phẩm chất tốt, có tâm và yêu nghề;
- Hiểu và xác định rõ những thuận lợi và khó khăn mà các cán bộ nhân sự trong DN mình đang gặp phải, nắm bắt tâm tư, nguyện vọng của họ để kịp thời động viên, khuyến khích và hỗ trợ họ;
- Xác định rõ sự liên kết mật thiết, logic giữa chiến lược phát triển các hoạt động sản xuất – kinh doanh với chiến lược nhân sự; giữa chiến lược nhân sự với các chiến lược khác như đầu tư, tài chính…
- Có tầm nhìn tốt, dự đoán các thay đổi về thị trường lao động, chính sách nhà nước về lĩnh vực lao động, sự thay đổi khách quan và chủ quan của nghành nghề doanh nghiệp đang sản xuất - kinh doanh, xu thế cạnh tranh để đưa ra biện pháp ứng phó,xử lý nhất là công tác quản trị doanh nghiệp, công tác nhân sự;
- Xác định và có kế hoạch trong các hoạt động nhân sự như cơ cấu bộ máy tổ chức, định biên nhân sự, tuyển dụng, sử dụng nhân sự..;
- Có kế hoạch và có ngân sách cụ thể, rõ ràng trong công tác đào tạo, phát triển nguồn nhân lực. Cần có sự đầu tư thích đáng cho công tác này, đặc biệt cần có sự chuẩn bị về nguồn lực và nhân sự kế cận, nhất là nhân sự làm công tác quản lý;
- Cần ban hành và thực thi hệ thống đánh giá nhân sự, chế độ đãi ngộ cho cán bộ nhân viên, chế độ thu hút và sử dụng nhân tài, bố trí cán bộ, đặc biệt cũng cần quan tâm đến đời sống tinh thần, hoạt động cộng đồng xã hội của người lao động;
- Ban hành các chính sách, nội quy quy chế gắn sát với hoạt động sản xuất kinh doanh, đặc thù của doanh nghiệp, phù hợp với xu thế và thị trường lao động;
- Đưa ra chính sách thi đua khen thưởng và kỷ luật hợp tình, hợp lý và hợp pháp;
- Cần có chính sách và quy định về phân cấp, phân quyền, quy định rõ chức năng nhiệm vụ và quyền hạn của các cấp quản lý, các phòng ban/ đơn vị;
- Có kế hoạch và triển khai tốt việc xây dựng hệ thống, quy trình quản trị trong DN; mạnh dạn áp dụng và triển khai nghiêm túc quy trình quản lý tiên tiến như ISO, 5S,…
- Đặc biệt xây dựng môi trường văn hóa doanh nghiệp, coi đó là bản sắc của doanh nghiệp, là cốt lõi thu hút nhân tài, tạo đà mạnh mẽ cho sự phát triển của doanh nghiệp; văn hóa doanh nghiệp phải được thấm sâu trong tất cả mọi người mà các cấp lãnh đạo, quản lý phải là người tiên phong, tránh để trong doanh nghiệp tồn tại “ lực đẩy” kết hợp với “ lực hút” từ thị trường lao động bên ngoài lấy mất nhân viên.
Nguồn nhân lực ngày nay còn được gọi như là Human Resources Capital (tạm dịch là Vốn nguồn nhân lực, hay nguồn vốn nhân lực) – thuật ngữ này rất đúng trong bối cảnh ngày nay khi DN nào có được nguồn lực tốt nhất sẽ dành được cơ hội tốt nhất- Vốn nhân lực là loại vốn đặc biệt cần thiết như vốn tài chính, do vậy cần phải khai thác và sử dụng tốt nhất, tránh thất thoát, lãnh phí và phải luôn được đầu tư, gia tăng giá trị

Có nhiều chủ doanh nghiệp vẫn than rằng “sao người thì nhiều mà sao khó tuyển được người làm được việc thế!”. Đó là một thực tế mà mỗi doanh nghiệp cần phải đối mặt và thừa nhận, nhất là tuyển được nhân tài, “ nhân tài như lá mùa thu”, thời nào cũng thế, nhưng thay vì than trách, hãy bắt đầu từ việc hoạch định và triển khai tốt chiến lược nhân sự, mạnh dạn tuyển dụng lao đông trẻ, thậm chí chưa có nghề để đào tạo họ, rồi “ đất lành chim sẽ đậu”, nhưng tuyển đã khó,sử dụng còn khó hơn, giữ nhân sự lại càng khó. Đó là câu hỏi đặt ra cho mỗi lãnh đạo doanh nghiệp cũng như đội ngũ cán bộ làm công tác nhân sự trong doanh nghiệp luôn phải trăn trở, suy nghĩ để đưa ra phương án hiệu quả và kịp thời.Hãy bắt đầu từ chiến lược nhân sự, hãy bắt đầu từ con người, hãy bắt đầu từ nội bộ trong mỗi doanh nghiệp.

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