In order to help enterprises solve these problems, Huadian Wisdom will sort out the ideas and strategies of human resource management system construction under the amoeba business model from the following aspects:

I. Organizational change

(1) Transformation of organizational operation mode: change the traditional division of departments and allocation of resources by departments, and instead allocate resources around profit units, product lines and operating entities, thus effectively ensuring that the input of resources can meet the requirements of maximizing organizational benefits.

(2) Adjustment of organizational control mode: the division of accounting units requires the decentralization of power and responsibility at the same time. The most important point is that the authorization of business units, profit units and product lines should become the main body of organizational operation, while functional departments should be transformed into service organizations, that is, functional departments should be commercialized. Through decentralization of responsibilities and rights, grass-roots business units will gain greater autonomy in this change.

(3) Reconstruction of organizational structure: Delineation is the adjustment of organizational structure, flattening is an irreversible direction, and a flat organizational structure composed of basic business units is ready to emerge.

Second, team management.

(1) Staff increase in grass-roots units: a series of independent accounting grass-roots business entities have been established, resulting in a large number of business entity managers. The preferential policies in human resources such as salary and career development have made these positions hot and talented, and a large number of personnel, especially outstanding backbone employees, have moved from headquarters to grassroots, greatly enriching grassroots personnel.

(2) Improve personnel selection criteria: put forward higher requirements for the ability and quality of team members who enter the management subject, and pay attention to personnel's self-management, self-management, innovation, continuous improvement and cost awareness.

(3) Increased difficulty in personnel management: Better management methods, incentives, training, ability improvement and career development are needed to ensure that team members in business entities can work actively, create greater value, obtain greater sales revenue and pay lower costs to obtain more profits.

Third, the performance appraisal system

(1) Pay more attention to performance results: The assessment mechanism with operating performance and profit income as the goal pays more attention to the realization and breakthrough of performance goals, which makes the business entities work harder to find ways to increase sales income and reduce costs, so as to obtain higher profits.

(2) Promoting long-term performance improvement: As the survival and development of the operating entity are in their own hands, we must consider how to maintain a good management level and a high development speed for a long time, rather than pursuing short-term profits.

(3) Strengthen the continuous improvement of performance: If the phased performance goals are not achieved, we must seriously reflect on and find out the existing problems and deficiencies, explore the causes of the problems, find solutions, adhere to the PDCA cycle of doing things, and constantly improve performance and enhance performance.

Fourth, the salary incentive system

(1) In the construction of employee compensation and assessment system, the concepts of cost and income are gradually introduced, or further transformed into work output and income, so that employees can clearly know their work goals and know their personal gains after reaching the goals and personal losses after failing to reach them. This decomposition should follow the idea of amoeba, decompose layer by layer, and can not be separated from organizational goals for personal or personal goals;

(2) The implementation of the binary evaluation and incentive system of amoeba management is a subversion of traditional human resources. Different from the traditional human resources, the dual HR system operates on the basis of the amoeba operation system and horse racing platform, emphasizing the dual relationship of "idea and benefit", "ability and performance", "process and result" and "long-term development and short-term incentive", which embodies the dialectical unity of naive philosophy everywhere.

Verb (abbreviation for verb) recruitment and training system

(1) In personnel recruitment, especially in the recruitment of middle and high-level personnel, it is necessary to strengthen the consideration of income and cost, focus on the past business performance of management talents, and examine whether their management concepts are scientific and reasonable.

(2) Take advantage of opportunities such as induction training and training of middle and senior managers to promote the concept of amoeba management, cultivate employees' sense of identity with the enterprise, and create an atmosphere in which employees and enterprises have the same interests, goals and common destiny;

(3) In terms of organizational structure and post setting, consciously clarify the boundary between organization and post, achieve unity and independence as far as possible in post and organizational setting, put forward higher requirements for employees' ability, and improve the operational efficiency of the organization;