(I) risks of human capital planning

(I) risks of human capital planning of lanbao companyHuman capital investment is a long-term and future investment, which needs to predict the future social economy and science. But this is very difficult to grasp, so there will be the risk of human capital investment. Once the better investment projects in the short term lose their market value in the future or overestimate the speed of scientific and technological progress, the human capital investment of enterprises will be blind. In addition, the investment cost is too high, the investment income is too low, will also make the risk of human capital investment increased. For example, a training program that looks good in the short term may not stand the test of time. In addition, a long investment cycle also increases the uncertainty of the investment object, thus increasing the risk. After understanding, it is not difficult to find that the manager of the human resources department of lanbao company is liu lili (the daughter of liu mou). Liu lili, a former electronic application major, is reluctant to take this position. Because it is not my strong point, I am always "cold" to human capital management. Meanwhile, I am unable to perform real human resource management because of my professional quality. At present, the company senior policymakers' understanding of human capital is still stay in transactional management level, to organize, coordinate and control, the relationship between supervisor and what is responsibility, seeking appropriate for people and events as the goal, to matter as the center, requires people to adapt, emphasis on light and foster, head will be as cost account, and not human capital accounts, enterprise use also lacks the human-oriented idea, make the management level of human capital to stay in the shallow level. Lack of in-depth understanding of, merely a superficial understanding made some superficial things, mistakenly assume that mimic "successful" enterprise to set up a human resource management department, set up a few human resources management position, hiring one or two good background of so-called master of human capital management, a set of human capital management software can play even superb immediate effect, for the human resource in the company's overall operation system "localization" is a lack of advanced and rational thinking, human capital management for daily work also lack the necessary understanding, guidance and coordination.(ii) the management system of lanbao company is relatively random, and there is a risk of talent selectionHuman capital has heterogeneity, the same human capital to different people to invest, the results are often very different, some may become a pillar of talent, some have nothing. If you choose a piece of "dead wood" as an investment object, the purpose is not achieved, the cost is not recoup. When recruiting and selecting talents, lanbao company usually adopts traditional interview method, but rarely adopts written test method, situational simulation method and psychological test method to inspect the writing ability, analytical and creative ability, organizational decision-making ability and interpersonal communication ability of applicants. The interview method is simple, intuitive and time-saving, but it is difficult to test a person's actual ability only through the interview. The professional quality that adds majority enterprise itself is inferior, when recruiting, choose, often handle affairs by experience, heavy academic record does not weigh ability. Pay attention to the candidate's speech, do not pay attention to the performance, and even judge people by their appearance. Can imagine, such "bo le" how can find the real "thousand-mile horse"? In February 2014, the company needs to recruit 20 QE engineer recruitment, then sign up for the people is more, because the meeting room is not enough to use, is on the basketball court to apply for, I remember very clearly, I apply for casually asked me a question, and not related to the work with QE engineer, I passed the simple answer later. It can be seen that the lack of standardized recruitment procedures, in the recruitment of no detailed and thorough recruitment plan, the recruitment often presents the characteristics of "hire now". As a result, employers often go to the local or cross-regional talent market repeatedly to find the talents needed by enterprises, which is time-consuming and laborious, resulting in high recruitment costs and enterprises' difficulty in recruiting satisfactory talents.