Simple work analysis, lack of flexibility in work design
Job analysis is the cornerstone of human resource management, which directly determines the efficiency of work. In the field of work design, at present, the security company often uses a mechanical design method, that is, the use of the same set of assessment standards for different posts, and this standard is formulated for a long time and can not reflect the actual work, such as the long run "post responsibility system for the security and security officers", "the security officer rewards and punishments." Management system and so on.
Although this method improves the efficiency of security to a certain extent, the negative effect of this method is that the enthusiasm of the security guards is not high, because the direct connection between the work and the target of the company in the security work can not reflect their ability to lose interest in the security work. The company has a large turnover rate of security guards, so it fails to give full play to the role of security guards.
The problem of human resource allocation
There is a long standing problem of "job matching" or "job assignment" for security workers. For a company's security guards, a security company usually requires that they obey the company's arrangement, so they can't make any job changes. The premise of this practice is to fully understand the strengths and weaknesses of each person, and to ensure that each person and the work they are engaged in is the optimal allocation and the realization of the customer unit service goal.
但是如果對公司保安員所具備的能力不了解，或者已經了解，而管理者并沒有做出合理調整，就不能充分發揮人力資源合理配置的作用。實際上，保安公司的人力資源管理者往 往 很難準確把握每個成員的基本情況 ，現時保安公司的管理方式已經不容易促進保安員工作的積極性，而且在越來越強調激勵機制的今天，不根據保安員的個人特長來安排工作，使之最大限度地發揮人力資源的能量，就不可能為保安員所接受。
However, if the ability of a company security guard is not understood, or already understood, and the manager has not made a reasonable adjustment, it can not give full play to the role of rational allocation of human resources. In fact, the human resource manager of the security company is often difficult to accurately grasp the basic situation of each member. At present, the management mode of the security company is not easy to promote the enthusiasm of the security guards, and in today's more and more emphasis on the incentive mechanism, it does not arrange the work according to the personal expertise of the security guards, so that it is the most important. To maximize the power of human resources, it is impossible for the security guards to accept it.
How to understand the specialty of security guards is a problem that human resource management must pay attention to. Therefore, we should establish a scientific and reasonable personnel evaluation mechanism, objectively evaluate the ability and level of the security guards, and arrange the security guards to their competent posts in time.
Insufficient incentive in performance management
The security company has the problem of heavy spirit incentive and less material reward. The income is paid according to the duty salary, mainly the salary and general general welfare, the structure is single, the income level tends to average, the gap is not big, the income is disjointed with the performance, the incentive effect is not obvious.
Human development is not enough
Human resource development is a way of improving working ability. At present, all kinds of training activities of security companies are also a form of human development. But at present, the security company's training in the training of the security guards is not sufficient, the training methods are relatively simple, the security guards are relatively less learning activities according to their own needs, and the effect of the training is not good. In addition, there are few training related to team organization, such as the current popular team spirit training method and outward bound training.
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