-
Internet thinking and Enterprise Human
Resource Management
--An example of Xiaomi Science and
Technology Co. Ltd
Major:
Business Management
Instructor:
Lin Hai
Author:
Wang
Rao
Abstract
Different economic era has the
different core thinking, decide the different ways
development,
enterprise
human
resources
management
is
as
well.
In
the
era
of
the
Internet economy, the enterprise human
resources management should be advancing
with
the
times,
with
new
thinking,
new
ways
to
better
service
to
enterprises
and
this paper, on the basis of
grasping
the core
of the
internet
thinking ,
combining the challenges now enterprise
human resources management facing with,
and
in-depth
analysis
the
practical
application
in
Xiaomi
Science
and
Technology
.,then
make
some
suggestions
about
how
to
apply
the
Internet
thinking
to
enterprise
human
resources
management,in
order
to
promote
the
development
of
human resources
management.
Key
words: The Internet thinking
human resources management
Millet science and
technology
In
the
era
that
traditional
enterprises
are
facing
the
impact
of
the
Internet,
enterprise
restructuring
and
development
appear
frequently
in
the
public
eyes.
The
Internet
is
no
longer
just a tool, a
method, but an era. In
the
support of various technologies develop
rapidly,
Internet
has
making
a
big
influence on people's
production and life
style.
Internet
thinking
is
the
core
ideological
of
this
era,
it
is
the
further
extension
based
on
the
traditional
thinking,and it
is also
the subversion
to
the
traditional
thinking.
In
the
background
that
many
enterprises
are
trying to make the
transformation of the
Internet
with
Internet
thinking
as
the
core
thinking,
how
to
grasp
the
core
concept
of Internet thinking and apply it
to
the
human
resources
management
in
enterprises
has
a
strong
theoretical
and
practical significance.
1
The Internet Thinking
Marx
once
said:
difference
between
various
economic
times
is
not
what
is
produced,
which
is
how
the
production,
what
the
production
of
labor.
[1]
The
Internet era has its unique
mode of
production and way of thinking,
as
ever
we
were
faced
with
the
reform
period,
a
great
leap
in
the
development
of
technology
leads
to
the
constantly
subvert
to
the
et
thinking, as the core thought of the
new
era,
although
has
not
yet
formed
a
unified
definition,
but
many
scholars
have carried out relevant researches,
the
research
results
as
are
showing
on
the
table1.
Business people are thinking of the
Internet has given different
explanations:
first
put
forward
the
thinking
of
the
Internet
company
Baidu
founder
Robin
Li,
followed
by
Ma
has
in
his
speech
said
is
a
cross-border
Internet
thinking,
big data, simple and integration; Zhou
in
an
interview
with
CCTV
said
Internet
thinking
should
is
user
oriented,
experience
is
king,
free
mode
and
subversive
innovation;
Liu
believed
the
Internet
thinking
has
three
levels
is
digital,
Internet,
Internet
thinking;
Zeng
Ming,
Lei
Jun
will
be
attention,
acme,
reputation, quick look for Internet
seven
word Jue.
To
sum
up,
I
think
the
Internet
thinking is based
on the development of
science
and
technology
of
the
Internet
based
resources
integration
mode,
the
core
is
the
user
thinking,
represents
the
open,
free,
sharing
and
participation
of
the
concept,
the
application
is
the
combination of
subtraction and addition.
In
the
understanding
of
the
nature
of
the
Internet
thinking,
then
the
traditional
enterprise
application
of
the
Internet
thinking
in
the
process
of
transformation,
corporate
human
resources
management
will
face
what
challenges,
enterprise
employees
as
a
special
user,
resource
management
needs to keep pace with the times.
2
The
challenges
of
human
resource management at
present
Table 1
Author
opinion
Features
of
the
Internet
Era:
the
Internet
era
is
a
New thinking of
commercial
era of
interoperability, is
a knowledge
economy
era
based
on
big
data,
is
the
network
human resource
management in
the
value era that the customer value
first and the value
of human capital is
the priority , is an open, shared
Internet Age
Research on the
influence of
Internet
thinking on
human resource
management in
Enterprises
The essence of the Internet thinking:
the broad and
convenience;
the
use
of
resources,
and
the
use
of
non
possession;
personality
highlights
and
remove
authority.
Article/book
Peng
Jianfeng
Wang
Anqi
Several
key
points
of
the
Internet
thinking:
cross
The influence of
border, no
boundary; the user as the center; attract
Li
Internet thinking on
traffic, the use of big data.
Guanghao
human resource
management
The
features
of
+
cross-border
Research on human
integration; disrupted the existing
structural system;
Xie
resource
innovation and
inclusion.
Chaoyang
management in the
“Internet
+” Era
Huang
Shengmin
and Liu
Shan
Internet trait: in
resources with abundant alternative
to
scarce;
on
the
propagation
behavior
in
an
Thinking of
interactive
one-way
substitution;
in
the
communication
channels to the platform to replace
the
pipeline.
In the Internet on the life
and business impact of the
growing
business
on
the
user,
product,
marketing
Defining the
and innovation, and even the entire
value chain and
Internet thinking
ecological
system
to
re-examine
the
way
of
thinking.
The
concept
of
Internet
thinking:
customer
Internet thinking:
orientation
is
the
core
of
the
Internet
thinking;
Chinese
traditional
value
principle
is
the
important
support
of
the
enterprises to
Internet
thinking;
value
model,
marketing
model,
achieve business
profit model, business model of the
transformation
model innovation
is
an
important
way
to
achieve
business
model
shortcut
innovation.
relationship
is
no
longer
a
simple
attachment
and
absolute
obedience
relationship,
each
a
member
of
a
high
degree
of
autonomy
and
independent
operation,
every
employee
is
a
core
network,
all
kinds
of
information
No
moment
not
in
customers,
employees,
managers
between
cross
transmission.
Organizations are no longer defined
core
employee,
every
employee
can
play
a
key role in their jobs. As
Zhang Ruimin
Haier
advocated
Chen
Xuepin
Feng
Xuefei,Do
ng
Dahai
and Zhang
Ruixue
2.1 Management model
challenges
No
effect
generally
from
the
enterprise
organization
structure
is
concerned,
the
majority
of
enterprises,
human
resources
management
is
set
up
in
a
hierarchy
structure
is
the
basic
framework
based
on
tissue
layers
of
control,
the
supreme
authority
of
the
environment
every
moment
in
the
enterprise
employees,
staff
and
employees,
between
employees
and
the
superior
or
the
more
senior
leadership
between contact
less and less. Thinking
of
the
Internet
to
the
center
changed
people
and
organizations,
change
the
people
and
organization
of
the
balance
of power. The organization and personal
organization
and
management
without
leadership,
supply
chain
without
scale,
employee self-
management
the
thinking
of
organization
and
management
of
the
Internet.
In
the
Internet era, who is the
most close to the
customer, who came
closest to enterprise
value the
ultimate realisation links, who
has
right
to
speak,
who
is
likely
to
become
the
core.
Millet
technology
proposed
partner
organizations,
flat
management
to
KPI
drive,
emphasized
the
responsibility
of
independent
employees
drive.
Haier
proposed
single
Unity,
independent
business
model,
is
the
so-called
to
the
center
of
the
staff
and
independent
management
of
the
specific embodiment.
From
the
point
of
view
of
the
enterprise human resources management
process,
recruitment
of
personnel
and
culture so as to with the way in the
past
is
also
very
different.
Today,
in
cooperation
with
the
university
employment
center,
looking
for
interns,
just
send a letter message, tomorrow will
be
able
to
receive
many
resumes
and
even
applicants
from
different
schools,
though only in a
school sent a message.
The
rapid
transmission
of
information,
making
traditional
enterprise
human
resources
management
processes
become more
efficient, how to maintain
the
orderly
conduct
of
the
human
resource management and the process to
improve,
the
use
of
new
technologies,
new
thought
reform
become
the
enterprise human resources management
is an important work.
2.2
Corporate
culture
integration
challenges
In
the
traditional
model,
enterprise
employees
is
relatively
closed,
between
the
enterprise
and
the
customer
contact
is
confined
to
the
front-line
staff,
employees
in
different
departments
contact
less,
enterprise
culture
along
with
the
growth
of
enterprises
into
the
staff of the heart,
entrenched and in their
work
behavior
can.
In
particular,
has
obtained the huge success of
enterprise,
employees
will
believe
their
faith
enterprise
culture
and
way
of
thinking
very
correct.
So
under
the
impact
of
Internet
thinking,
in
the
open,
idea
of
freedom,
the current enterprise culture to
thinking
and
internet
effective
integration,
in
the
face
of
various
cultures
constantly
thought
of
employees
have
an
impact
on
the
and
the
to
take
what
Effective
measures
to
make
employees
to
be
able
to
distinguish
the
self,
will
continue
to
correctly
learn
on
their
own,
to
benefit
the
company
culture
has
become
an
important challenge facing the
enterprise
human
resources
management.
In
this
case, when the outside
of a new culture
or way of thinking to
be integrated into
the
existing
corporate
culture,
if
not
a
good
fusion
and
allow
employees
to
accept, is likely to
employees would be
subjected
to
resist,
even
cultural
graft
failure,
although
the
culture
or
way
of
thinking
to
the
enterprise
future
development
transformation
is
of
great
help.
2.3 Employee satisfaction
challenges
Traditional
salary
design
objective
is
divided
into
two
categories:
a
class
based
on
return,
is
the
first
to
do
contribution
to
return;
another
is
based
on
demand,
to
meet
the
demand,
and
then make a contribution
[2]
.so as to how
to improve
employee satisfaction, based
on
the
above
two
kind
of
salary
design
which, up to
now, there is
still
no clear
answer.
Especially
in
the
present,
in
addition
to
the
material
rewards,
with
internet
thinking
of
80,
90
employees,
the
enterprise and the uses what kind of
incentives
to
improve
their
satisfaction,
reached
on
the
professional
dedication,
loyalty
to
the
enterprise
effect?
This
is
not
only
related
to
the
enterprise
innovation
ability
to
change,
hidden
assets
related
to
the
enterprise,
thereby
affecting
the
enterprises
The
core
competitiveness of the industry.
2.4
Challenges
to
the
image
of
the
enterprise
labor market
The
company's
intangible
assets
except
goodwill
of
the
enterprise
and
product
brand,
the
company's
good
image
in
the
labor
market
can
also
contribute
to
the
corporate
image,
but
here
we
image
refers
to
is
not
the
company
to
customer
image,
but
company to the image of
employees and
potential employees.
Undoubtedly, good
can
make
enterprises
have
stronger
cohesion
and
labor
market
competitiveness, easier to recruit
talents.
The competitiveness of human
resources,
depending on the company
attractive to
staff
recruitment and existing employees,
on
the market have how many people is
the
potential
labor
supply
of
the
company,
company
can
pay
the
labor
costs
and
existing
work
Competitive
labor
power
market
price
of
the
matching
degree
of
the
three
factors.
If
an
employee
is
found,
the
company's
salary,
work
place,
organization
atmosphere,
promotion
opportunities,
job security and working conditions
than
other companies attractive, so
quality is
relatively
higher
new
employees
will
come
and
old
employees
are
willing
to
continue working on it. After a period
of
time
after
the
accumulation,
these
factors
together,
the
formation
of
company's
market
image.
Of
course,
a
good image of the
company's assets, and
good image of the
company is a liability.
For example, if
a company formed on a
regular
basis
there
are
layoffs
in
the
image, then when it and other company
employees Labor market image is also a
fragile goods, especially for the
relative
shortage
of
supply
of
employees,
you
will encounter trouble. In the age of
the
Internet,
each
people
are
a
network
center,
information
asymmetry
will
be
overturned,
many
employees
of
a
company's share will be to the
enterprise
labor
market
image
produced
great
influence.
So,
in
today's
fierce
competition
for
talent,
establish
good
image of the labor market is an aspect
of
enterprise human resources
management
should be paid attention to.
In fact, many
enterprises
may
neglect
this
point.
You
know,
the
is
a
fragile
commodity.
3
Human
resources
analysis
of
Xiaomi
Millet
Technology
Co.,
Ltd
is
by
the famous angel investor Lei Jun led
to
create, company a total of seven
founder,
respectively,
as
the
founder,
chairman
and CEO
Lei,
co-founder and
President
of Lin, co-founder and vice
president of
Liwan
Jiang,
Zhou
Guangping,
Huang
Jiangji,
Liu
De,
Hongfeng,
and
absorb
Wang
Chuan
and
Hugo
Barra.
millet
mobile
phone,
MIUI,
m
chat,
millet,
millet box, millet
and millet TV router is
millet
company's
seven
core
business.
is
the
millet
concept.
Millet
company
for
a
lot
of
people
are
very
familiar
with,
the
innovation
of
management
mode,
sales
Model
to
attract
a
large
number
of
scholars,
entrepreneurs of
the research, how in the
Internet
into
thinking
the
enterprise
human resources
management in, millet
technology also
has its own unique.
3.1
Organizational structure
Millet
organizational
structure
is
a
flat
organization
structure,
level
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