Development Trend of Human Resource Management in Securities Companies in the Future

Industrial competition continues to intensify and information technology spreads at an accelerated pace. The status and functions of human resource management in securities companies will experience profound changes over the next few years. In the future, human resource management in securities companies will display the following three trends:

1. Human resource management is evolving into an HR information center, research center, organization center, and coordination center of the company. In order to fit into the development trend toward decentralized management, the human resource management division needs to put in place a complete HR information database with extensive coverage, including such contents as HR information (employee and job applicants), HR policies, advanced management methods and approaches, and management experience contributed by other people. Line managers can then handily consult relevant materials while making HR decisions. However, the information center also functions to coordinate communication between the management and the employees concerning the goals of the company, the operation condition, and reasonable suggestions from the employees. Ceding part of its line management authority does not reduce the importance of the human resource management department. Its status and functions in the company will instead become more essential. The human resource management department will become the engine of corporate optimization and reform. One of its new tasks involves designing advanced and practical assessment and incentive policies and training methods to better tap into the potential of the employees, based on the specific situations of the company. In order to draw on the cumulative advantages of various divisions of the company and accentuate the integration effect, the human resource management department also has to assume the role of the organization center and coordination center. In operation projects that can be completed only through interdepartmental collaboration, the human resource management department plays the role of organizer in the early stages of the project. It plays the role of coordinator when problems or conflicts need to be addressed, during the middle stages of the project.

2. Information and cybertechnologies are the brightest features of the twenty-first century. They have brought refreshing changes to the securities industry, but the focus of competition between securities companies has gradually shifted from low-level hardware competition over the environment and equipment improvement to high-level competition over service quality. The account manager system has become an inevitable trend for future development. As a result, the trickiest problem facing securities companies in this century will probably be a situation with a large number of employees made redundant by technological progress on one hand and a major shortage of professional talent on the other. Therefore, human resources management departments should take precautions by stepping up training efforts to redevelop redundant staff by making great efforts to address the personnel exit issue, while protecting the development of the company and the stability of society.

3. Cybertechnology will greatly improve the methods and means of human resource management and significantly raise human resource management efficiency and results. External recruitment is a top priority in human resources related work. Recruitment is convenient and easy to do in cyberspace, where the quality of recruitment is also significantly higher. Applicants can take cybertests remotely, which enables the enterprise to choose from a bigger pool of talent and screen more candidates at the same time. In terms of recruitment quality control, information provided by the applicant can be verified directly in a website, which helps the enterprise avoid unqualified candidates. With all branches of the company connected through remote satellite transmission and intranet, the human resource management department can easily organize training and relevant assessment online. The human resource management department can also arrange that all employee performance be evaluated across divisions or individually in cyberspace. Thus, the evaluation results become more fair and objective, and evaluation data can be processed directly with computer software. The human resource management department can also take advantage of the information dissemination function via the Internet to honor employees, making it known that certain employees have been rewarded, or to run reports on outstanding employees. This is not only a high distinction for the employee, but also an effective behavior guidance education for the entire workforce. Cybertechnologies streamline the internal information exchange and communication of a company. It is even possible to gradually establish and cultivate a sound and positive corporate culture in the company through persistent ideological instillation and public opinion guidance.

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