As enterprise managers, in order to enhance the competitiveness of enterprises by strengthening their own human resources management, they should do the following steps: The first step is to establish a correct and scientific view of human resources. First of all, we must be people-oriented. People are regarded as the most effective renewable resources of enterprises, so we should pay special attention to "human system" in enterprise management, that is, fully mobilize and give play to people's subjective initiative and stimulate people's potential. The most important means of "people-oriented" is motivation, and "people-oriented" is to establish harmonious interpersonal relationships in informal organizations; Through effective communication and emotional exchange, employees' sense of ownership is established, and the cohesion and centripetal force of the organization are enhanced. On the other hand: focus on development. The reason why human resources are renewable lies in development. The breadth and depth of development directly determine the breadth and depth of the exploitable potential of human resources. The development of human resources is a long-term investment, and its benefits will be realized in the future development. It is suggested that employees should be trained in professional knowledge, practical operation, interpersonal communication and corporate culture, so as to improve the comprehensive quality level of employees and even enterprises. The second step is to determine the strategic positioning of the human resources department. Managers in human resources departments should have a clear self-orientation. Human resources department can play four roles: strategic partner, caring person of employees, advocate of organizational change and administrative expert. The strategic partner is to design the plan of human resource management according to the strategy of the enterprise and participate in the decision-making of the enterprise; The intimate person of the employee asks the human resource manager to listen to the voice of the employee, understand the needs of the employee and promote the overall satisfaction of the employee; The so-called advocate of organizational change is to remind senior managers to take measures to implement changes according to the development and changes of the organization; For administrative experts, formulate a series of personnel management systems to ensure the normal operation of the organization. Step 3: Improve the functions of the human resources department. There are four main aspects in the management and development of human resources in modern enterprises: first, strategic design. Including strategic planning and business planning. The second is collection and configuration. First, by providing various competitive conditions, attract and recruit all kinds of outstanding talents needed by enterprises, supplement them to key positions, and improve the combat effectiveness of enterprises. Second, selection: formulate a reasonable internal promotion system to provide broad space and opportunities for the growth and development of talents. The third is staff development. First, entry: provide new employees with enterprise-related information, and clarify enterprise values and management concepts. , and strive to find the best combination of enterprise's expectation of employees and employees' expectation of enterprises, improve employees' adaptability and make new employees integrate into the new team as soon as possible. Second, training and development: according to the characteristics of employees, provide and design various training courses for employees to improve their work skills. Third, employee career planning: assist employees to design career planning consistent with personal goals and corporate goals, so that employees can establish the belief of common development with the enterprise. The fourth is incentive and assessment. 1. Salary management: The principle of "internal relative fairness and external competition" should be embodied in the policy formulation, including employees' basic salary, allowances and bonuses, so as to improve employees' salary satisfaction. Second, welfare and insurance policy formulation: provide various benefits for employees, handle retirement pension insurance, etc. , relieve employees' worries and improve their sense of belonging. Third, performance evaluation: formulate various performance evaluation standards, measure and evaluate employees' work performance, and coordinate performance with income. Fourth, health and safety: provide employees with a healthy, safe and efficient working environment and improve their work enthusiasm. Fifth, the management of employee relations: create a benign and healthy atmosphere of labor relations. Step 4: Select and appoint high-quality talents. Carefully select high-quality and passionate working partners to strengthen the strength of human resources departments. In short, with the advent of knowledge economy, "employees are the most precious wealth of enterprises" has become the most important value concept of modern enterprises, and the competition between enterprises is finally reflected in the competition between manpower and talents. The sustainable development of the company is basically organizational construction and cultural construction. Therefore, it is an urgent task for human resources department to establish a high-quality staff and create a self-motivation and self-restraint mechanism that can make outstanding talents stand out. -Beijing Huaheng Zhixin