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人力资源管理:战略与政策

时间:2016-03-10 08:56来源:www.ukassignment.org 作者:anne 点击:
1.0 Introduction介绍
 
中国电信股份有限公司(以下简称“中国电信”)成立2002年,是中国大型国有企业的沟通。中国电信为主体和基础网络运营商最大的电信企业,拥有世界第一大固定电话网络,覆盖全国城乡,所有的理解在世界各地包括在中国的31个省级企业成员单位在中国,电信业务的经营范围之内。 2011年3月31日,中国电信天一移动用户破她成为世界上最大的CDMA网络运营商。在这样一个大集团公司的面貌,作为公司的人力资源经理,需要考虑很多东西,做出许多决策,以实现公司的理想的性能。China Telecom corporation limited (hereinafter referred to as "China Telecom") was established in 2002, is China's large state-owned communication enterprise. China Telecom as the main body and the biggest Telecom enterprises based network operators, has the world the first big fixed telephone network covering the whole country, urban and rural, understanding of all over the world, including members of the unit in China's 31 provincial enterprise in China, within the scope of the operation of Telecom services. March 31, 2011, China Telecom Tian Yi mobile user broken she become the world's biggest CDMA network operators. In the face of such a large group company, as the company's human resources manager, need to consider a lot of things, make many decisions to achieve the ideal company performance.
 
2.0 Recruiting招聘
 
招聘是吸引申请者的选择和聘用企业需要处理的企业。在人力资源管理工作中,人们对于招聘感觉的重要性的人力资源体系不深。但事实上,这种想法是错误的。招聘除了解决问题增加企业人员,但也有许多其他的重要性和必要性。Recruitment is the enterprise to attract applicants to selection and hiring enterprise need process. In the human resource management work, people for recruitment in the human resource system of importance of feeling are not deep. But, in fact, this kind of idea is wrong. Recruitment in addition to solve enterprise personnel added problem, but there are many other importance and necessity.
2.1Recruitment process is representative of the company and the applicant directly contact process, in this process, responsible for the recruitment work of ability, the recruitment process to the company's introduction, send out material, interview team sex composition, interview program and recruitment, refused to what kind of person can be the basis for evaluation of applicant enterprise. Recruitment process can help enterprises to establish a good image, attract more candidates, may also damage the enterprise image, that candidate disappointed.
Such as in the recruitment process, we need to introduce the background of the company and the applicant (including company set up time, the main business of our company, the company's organizational structure, etc.) for the enterprise virtually a free advertising. So, a recruiter's diathesis, but also directly determine the success of advertising. Successful recruitment is even if the applicant have not been admitted, for the company left a good impression, so the good impression is conducive to the future development of the enterprise and set up a positive image of the enterprise.
2.2"Talent can bring capital, talent can be found, to create opportunities, people can make small business development, and personnel can make the enterprise on the verge of bankruptcy back" this shows the 21st century is talent competition, is the knowledge competition. Who has the talent who has the modern enterprise winning weapons, so the united States steel King Carnegie of that grandiloquence. How to find the suitable for enterprise development swift horse becomes human resources management for effective important job content.
As our company is concerned, find a suitable talent really conducive to the development of the company. Such as hiring a professional techniques, the work experience rich people, to work in the company a few months later, the employee to solve a project team before the accumulated problems, make the burden of the project is reduced greatly, improve the project team are responsible for the function of the software, is the project of the person in charge of the high praise. Such talented person, it is beneficial to the stability of the project, the improvement of the quality of the project, and the improvement of the quality of the project is on our customers more trust, hereafter have may put more project to our company to do. So, the recruitment of such talented person, the more the more can promote the development of the company.
 
3.0 Training and development培训与发展

With the continuous development of the company, as the human resources manager will be found and realize that the employee's knowledge level and capacity limitations always by the actual work of the challenge. And knowledge update to speed up, make the staff in many cases is difficult to effectively play their respective professional color, play the biggest ability. In order to better in the enterprise survival and development, employee need to constantly learning, more need to accept all kinds of education, to the career constantly update their knowledge, master new skills and improve their core competitiveness.
3.1 To establish the perfect training system and process, make the staff from induction, on-the-job to promotion can accept to the relevant formal training for employees' career planning, and cooperate with the complete planning. Strengthen the employee to study consciousness, improve staff job skills, put an end to the presence of free people, forming a learning organization, to improve their skills and promote enterprise development.
The company more than the middle management personnel communication skills training, and tried to make the various departments in the formation of driven by active communication and transposition thinking habit, improve communication between each door of the initiative, the company more than basic management team training, improve staff team combat consciousness, enhance the execution.
The training methods of integrating theory with practice way join activities and practice case simulation enhance the operability.
3.2 Only company training system and normal operation, the staff from induction and on-the-job, promotion can receive the related training, in the company during the service, to improve their professional skills through training and management skills, personnel relative stability and performance to rise gradually.
Employees in learning organization formed in the consciousness of self learning, can the initiative to find their own deficiencies and gap, the use of company resources effective training to improve and improve them, so as to get comprehensive development.
Human resources training management become one of the important means for enterprise to bring greater efficiency.
 
4.0Compensation补偿

Compensation is the important tool of human resource management. Develop staff welfare programs can fully mobilize and motivate their enthusiasm and creativity, the enhancement enterprise's cohesive force and attraction, the formation of excellent enterprise culture, set up the good social image.
4.1I think, salary welfare system set up steps have two steps:
First of all, to understand the implementation of the company is the comprehensive welfare concept, or limited to a small range of salary and welfare. If is the comprehensive concept, then reflected in financial wages, bonuses and other fixed index is not required to meet all employee expectations, because the company to make it up in other ways. On the other hand, if the company implement is a narrow range of salary welfare measures, then pay bonuses and fixed index must and market closely.
Next, want to know the market situation. An enterprise's salary welfare system although is the enterprise internal thing, but is not to close the door can be formulated. In the market, with the same position with what kind of salary level, with what kind of development space, is to make salary welfare system must know. The human resources department in addition to understand the external circumstances, but also remove the starting point and the employee information, the staff is the most care about salary welfare system in which link, which link will strive to work with the market synchronization.
I think, although in the design of salary welfare system to comprehensive consideration of the above two factors, but fundamentally speaking, a company's compensation and benefit system how to set up or have the company for themselves in the market positioning of the decision. In terms of wages, China telecom as one of China's most important telecommunications companies, in the face of so many staff base and different management, we need to build more specific salary welfare system.
4.2 Good reasonable employee benefits can rise to motivate the enthusiasm of the employees, promotes staff's cohesive force, can improve the competitiveness of enterprises, but also can help enterprises to attract employees, and help enterprises to keep staff, also can improve the enterprise in staff and other enterprise image. Enterprises with a high salary are to attract talents is an important means, but the good benefits to attract talents and retain talents are one of the key. High salary is just the short term human resources market supply and demand relation to reflect, and benefits, reflect the enterprise employee's long-term commitment. It is also benefit to this point, so that many in the enterprise in the pursuit of long-term development of the employees, and identifies more with welfare but not only is a high pay. Enterprise for the welfare of the employees pay is more and more high, only from the point of view of input and output, managers should also play welfare incentive effect, and not only will benefit to stay in staff security level.


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