【正文】 ppointed as the new head of HR. The first step agreed with the board, was to understand the state of employee satisfaction through the use of the internal employee survey, Your Voice. The Kia employee survey is based on a fivepoint, multirater Likert scale from strongly agree through to strongly disagree. The 2020 survey illustrated many challenges including, among others, internal munications being rated at only 3 percent and awareness of the strategic direction at 32 percent. The consequences of such poor results were felt in other measures of HR, including employee turnover reaching an unprecedented 31 percent by the end of 2020. The resulting direct costs to the business (recruitment, legal and exit costs) were over 163。s law – when a measure bees a target, it ceases to be a good measure, . the incentive itself distorts the behavior making the measure itself an unsatisfactory way of assessing performance. Given the economic experience of the credit crunch and allegations directed at the banking and finance industries, Kia believes it was very much ahead of the curve in eradicating the bonus culture. It also pletely rewrote the employee handbook and all HR policies and procedures to ensure they were aligned with the cultural values. Other changes made included improving employee benefits by introducing child care vouchers, increasing holiday allowance and introducing a dress down Friday to support a more relaxed culture. 5. Employee development The organization also ensured that nonmanagement employees received training to support them in both their role and career development. Through Kia39。這個(gè)工具是由 6 個(gè)部分的結(jié)構(gòu)和形式組成為個(gè)案研究。后者被認(rèn)為既是這種低商業(yè)績(jī)效的原因也是結(jié)果。 目標(biāo) ： 制定起亞汽車(chē)的業(yè)務(wù)目標(biāo)。人力資源戰(zhàn)略已經(jīng)到位，目的是在 2020 年年底，成為一個(gè)進(jìn)步的投資著，長(zhǎng)遠(yuǎn)的目標(biāo)是不僅成為英國(guó)汽車(chē)工業(yè)的最佳雇主品牌，還更為廣泛的全國(guó)性行業(yè)內(nèi)成為最佳雇主品牌。所以一個(gè)重要的焦點(diǎn)是開(kāi)發(fā)起亞的管理者的領(lǐng)導(dǎo)力。起亞為了確保員工的努力能得到應(yīng)有的回報(bào)，于 2020 年推出了“優(yōu)秀員工獎(jiǎng)”。這個(gè)工具第一次使用是在 2020 年。人力資源部和相關(guān)員工進(jìn)行談判，最后一致同意，除去獎(jiǎng)金換取更高的固定薪酬。通過(guò)評(píng)估過(guò)程中培訓(xùn)需求的收集與分析，制定針對(duì)每一個(gè)員工的明確的培訓(xùn)計(jì)劃，這個(gè)培訓(xùn)計(jì)劃也是 和員工的職業(yè)發(fā)展的期望相符合的。這些指標(biāo)涉及廣泛，包括高級(jí)管理、內(nèi)部溝通、組織的榮譽(yù)和與直線經(jīng)理的關(guān)系。顯然，盡管信貸危機(jī)減少了所有公司的員工流失率，但前信貸危機(jī)所引起的員工流失率的降低也證明了所采用的策略的價(jià)值。然而，在 2020 年 3 月人力資源呈現(xiàn)給董事會(huì)的報(bào)告，證實(shí)了高員工敬業(yè)度和高商業(yè)績(jī)效之間的關(guān)系。 。因?yàn)榻M織當(dāng)時(shí)較低的績(jī)效和低員工敬業(yè)度低，再加上與董事會(huì)和高級(jí)管理人員不斷聯(lián)絡(luò)和溝通，最終人力資源部得到了員工敬業(yè)策略的支持。從 2020 年到 2020 年，英國(guó)起亞人力資源成本降低超過(guò) 40 萬(wàn)英鎊，下降 71 個(gè)百分點(diǎn)。近幾年，調(diào)查的平均得分有了顯著的增長(zhǎng)，從 2020 年的 39%到 07 年的 51%，到 08 年的 65%，到 09 年的 71%。 將平均得分在 5 的直線經(jīng)理人的指標(biāo)增加 10%。該組織證明非常適用 Goodhart 定律：當(dāng)一個(gè)措施成為一個(gè)目標(biāo)，它就不再是一個(gè)好措施了。主要內(nèi)容是一些關(guān)鍵的商業(yè)信息、報(bào)告以及較為輕松的評(píng)價(jià)等的結(jié)合，以便幫助建立不同部門(mén)之間的凝聚力。為了確保這些獎(jiǎng)項(xiàng)能得到員工的支持，獎(jiǎng)項(xiàng)的提名也直接來(lái)自員工，而不是純粹來(lái)自高級(jí)管理。培訓(xùn)之后，所有管理者都通過(guò)一個(gè) 360 度的評(píng)估工具，來(lái)衡量 他們培訓(xùn)之前與培訓(xùn)之后的行為是否有變化。在起亞汽車(chē)，員工敬業(yè)由三個(gè)部分組成：神層面、感層面，最重要的行為層面。這些是：直線經(jīng)理的五項(xiàng)指標(biāo)的平均分增加 10%。董事會(huì)通過(guò)的第一步舉措是，通過(guò)內(nèi)部員工調(diào)查了解員工的心聲和滿(mǎn)意度。 Objectives：目標(biāo)，制定起亞汽車(chē)的業(yè)務(wù)目標(biāo)。400,000, a 71 percent reduction in employee costs. These cost savings included both recruitment and employee related costs. This has been achieved in addition to recruiting a whole new senior management team in 2020, including a new managing director. In the subsequent years of 2020 and 2020 the effects of the engagement strategy have brought additional significant cost savings to the organization. As testament to the progress made, in 2020 the organization mitted to attempting to gain the Investors In People employee recognition, which was achieved in quarter four 2020. The keys to success ： Resistance from the CFO to make the investment Aspects of the senior management team had reservations about investing in employee engagement, most notably the then CFO. However, in March 2020 HR presented to the board the substantial evidence of the link between high employee engagement and business results. This was based on wideranging research that the author had conducted on best practice and the relationship between highly engaged workforces and business performance. What added leverage was the organization39。中文 3716 字 本科畢業(yè)論文（設(shè)計(jì)） 外文翻譯 外文題目 Building a culture of high employee engagement 外文出處 Strategic HR (3):p2531