互联网思维与企业人力资源管理-以小米科技有限责任公司为例 --英文版

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 employees.In 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 Co.Ltd.,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: "the 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 traditional.Internet 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.

2 The challenges of human resource management at present

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.

Table 1

Author Article/book opinion

Peng Jianfeng

New thinking of

human resource

management in the

Internet Age

Features of the Internet Era: the Internet era is a

commercial era of interoperability, is a knowledge

economy era based on big data, is the network

value era that the customer value first and the value

of human capital is the priority , is an open, shared

"organic ecological circle" era.

Wang Anqi

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.

Li Guanghao

The influence of

Internet thinking on

human resource

management

Several key points of the Internet thinking: cross

border, no boundary; the user as the center; attract

traffic, the use of big data.

Xie Chaoyang Research on human

resource

management in the

“Internet +” Era

The features of "Internet +": cross-border

integration; disrupted the existing structural system;

innovation and inclusion.

Huang

Shengmin and Liu Shan

Thinking of

"Internet thinking"

Internet trait: in resources with abundant alternative

to scarce; on the propagation behavior in an

interactive one-way substitution; in the

communication channels to the platform to replace

the pipeline.

Chen Xuepin

Defining the

Internet thinking

In the Internet on the life and business impact of the

growing business on the user, product, marketing

and innovation, and even the entire value chain and

ecological system to re-examine the way of

thinking.

Feng Xuefei,Do ng Dahai and Zhang Ruixue

Internet thinking:

Chinese traditional

enterprises to

achieve business

model innovation

shortcut

The concept of Internet thinking: customer

orientation is the core of the Internet thinking;

value principle is the important support of the

Internet thinking; value model, marketing model,

profit model, business model of the transformation

is an important way to achieve business model

innovation.

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

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 "boundaryless organization and management without leadership, supply chain without scale, employee self-management" is based on 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 "image" 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 "goodwill" 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. "Fever" 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

basically is three: seven core founder, department leader, employees, and in the management, will not let the team size is too large, a little bit bigger is split into small groups, see this structure from the office layout can be: a layer of millet a layer of products, marketing, a layer of a layer of hardware, electricity providers, each layer is made up of a founder sits, to a pole inserted in the end the execution of[3]. we do not interfere with each other, all hope to be in charge of their own field of awesome, and concerted efforts to coordinate with.

3.2 Organizational culture

"Top talent in partner millet. Millet millet by the enterprise culture is the survival environment, in this rapidly changing era, millet inside each employee are equal, they are mainly from Microsoft, Google, Jinshan and other domestic and foreign IT companies senior staff, they worship innovation, fast Internet culture, each people refused to mediocrity, constantly does not make you feel their creative hates long boring meeting and processes, they seldom collective congress, each a people are equal, relaxed working atmosphere, enjoy and technology, products, design the field joint venture growth of pleasure, they insist Product concept for fever.

3.3 Recruitment and selection of employees

Employees for them in a bad a Millet's success lies in its excellent team, in order to tap into the outstanding talent they victory at all costs, freedom, participation, sharing and common struggle philosophy become the attract the best talent. As the saying goes, "a single mouse droppings gruel", a team working efficiency by each team members work together to create, if a colleague is not enough good, then it is not only possible but he is not good enough, but may affect the whole team work efficiency. Millet do things the pursuit of perfection, full of ultimate spirit, corporate culture has been fully reflected. Seek to ensure that the core competitiveness of the team, but also for the development of enterprises to lay the most solid foundation.

3.4 Employee training and development

Inheritance is mainly for new

employees in the millet tutorial system with teaching, "tutorial system" the concern is not only work, more personal problems, is between communication and trust, so that the system encourages long-term "one to one" support relationship, new employees can quickly integrate into the enterprise, especially in the tutor teach by precept and example role models for staff development is a important effect in the intangible but also promote the tacit knowledge, promote knowledge constantly updated. In routine training, millet to employees with targeted training, mainly including marketing, users, products and the public Our four level, let employees to better understand the enterprise's development strategy and direction. Millet internal staff are equal, is an engineer, they do not need to consider too many chores, promotion reward is a raise is recognition of common values in driving them forward.

3.5 Performance management

Millet is not in the traditional sense of the performance management, because inside millet do not set KPI, rise to raise by the user feedback driven management model. Millet stressed to the others as the first thing, the emphasis is the sense of responsibility. In millet, when required by the engineer to do one thing, engineers must to be responsible for the user value. All of the core is user demand. Although millet not set KPI, but it has a set of user feedback driven management, user feedback is reaction you results in the most direct indicators, performance management is the behavior oriented, and results or said financial index does not have any relations.

4 Human resource management with the times

Millet's human resources management has fully demonstrated the freedom of the Internet thinking, participation, sharing, open concept, and the success of millet also constantly show the effectiveness of its human resources management, then the traditional human resource management should be how to keep pace with the times?

4.1 Construction of information and

big data information management platform

Data rich in information sharing and communication between employee information management platform is on the one hand, the staff and leadership to provide a way of aeriform lieutenant general organizational structure flattening, on the other hand in human resources management at all levels, from the recruitment channels, to the compensation design, performance management, employee occupation career planning can be measured, and the data management will penetrate into each link, will effectively promote the human resources management of scientific, standardized, standardization, big data era of data analysis and data mining technology will be a step to improve the human resource management efficiency and benefits. In the mobile Internet era, Jian Lizhi The sharing human resources database, update their information at the same time, with the development of mobile clients, so that employees can anytime, anywhere, and anytime, anywhere to see internal needs and opportunities, and timely adjust. And external staff can also through third-party mobile platform, at any time will be your updated information to the enterprise database, in order to waiting for a chance to get the new job opportunities. The internal and external information library mobile terminal mode, can realize the sharing of internal staff internal human resources database by means of account permissions, external personnel data information input and reading, changing the personnel information Have to be more dynamic, high efficiency.

4.2 To promote organizational structure flexibility and institutional flexibility

Between the core of each node in the Internet era, every employee in the enterprise value creation with their own value, is the enterprise core employees, enterprise is a "net", employee value and enterprise value creation in a certain extent depends on the "network" of the width and thickness. The whole network is the commitment to the user, and the user is connected to the staff as a special user also should be treated. The nodes and node and full contract. When the network structure is built after the middle of the leadership will be most

disappeared, enterprises can quickly to the market response, and can instantly combination. Therefore must match more flexible Flat organizational structure and institutional form. To establish a flat network organizational structure, so that employees can fully enjoy their own decision-making power, the right channel and platform for employees the freedom to express their feelings and aspirations of the value proposition, let employees really participate in the enterprise management process, enterprises should learn to respect employees community formed a consensus opinion. As the organization, process, data, organizational value creation capability and efficiency can be amplified, human resources management goal is no longer only employees, including former employees, even to their relatives and friends, and all and the company contact person, even though they don't in the company to work, not for the public Division creates value, but they are also stakeholders.

4.3 Adhere to the emotional link, promote interactive communication The popularization of computer and Internet, greatly closer to the distance between people, the communication distance and communication cost tends to zero and transparent information and symmetrical so that employees can freely express their value proposition and emotional changes, also can reach a consensus in the community staff. Enterprises should pay more attention to a tacit understanding reached between the employee's psychological expectations and organization of staff psychological expectations, between employees and enterprises establish trust and relationship commitment. Therefore, the enterprise in the human resources management should focus on employee's emotional needs and price value realization needs and increase the value of talent of human resource products and services experience, gradually Now lean and personalized human resources products.

4.4 Build a performance appraisal system that can exert self management ability and driving ability of employees

And the philosophy thinking of the Internet as representative of freedom, participation and sharing of enterprises

need to establish a new talent incentive mechanism, so that employees have full right to participate, enhance employee sense of honor and mission sense. The Internet has changed the individual human understanding, that is knowledge, self drive and self management. In order to user needs as the core enterprise the "net", every employee is a network node in the node, they hand in the face of the user needs improvement and innovation, on the other hand, as a special user to participate in the enterprise product innovation, service improvement management process in power. The traditional organizational incentive In the sense of the importance of the status of the employees with the arrival of obey the essential mechanism for restraining enterprise and employee relationship, so enterprise salary and welfare, human resources policies based on rewards and punishments logic. But with the age of the Internet, the original organizational attachment exists more and more strong self drive and self constraint force, but also enjoy the greater sovereignty, change the past is constrained to become enterprises to enhance the centripetal force and cohesion. Therefore, human resource management is also need to establish trust foundation, build to enhance staff honor sense, sense of mission, the cause of long-term incentive mechanism. At the completion of strategic decision-making, human resource managers should earnestly will inspire the focus Employee career development and platform to build, to build their own goals, to promote the development of self driven staff platform, to achieve a win-win situation of individuals and enterprises, to stimulate the creativity of employees, the sense of responsibility and initiative.

5 Conclusion

In the Internet era, "human" is the core, for changing in human resources, the core is to change, the demand of the people is diversified, personalized. These changes require enterprises re-examine who is the most important and the core resources, the true from the point of view of human resources management reconfiguration management concept and mode. Thinking of the Internet is a kind of invisible power, the logical thinking way

to change traditional enterprise in the human resources management ideas and models, after the fusion of the traditional human resource management thinking and the Internet, reflected in a special enterprise talent innovation strength, to the enterprise in the takeoff of the wings.

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