hnd人力資源管理導(dǎo)論outcome-資料下載頁(yè)
【導(dǎo)讀】它作為一家私營(yíng)公司小規(guī)模的經(jīng)營(yíng)了超過(guò)15年的，一直到六年前，一位經(jīng)理被聘請(qǐng)。來(lái)擴(kuò)展公司業(yè)務(wù)。首先，公司增加了郵購(gòu)目錄上的商品數(shù)，并且用了更大的倉(cāng)庫(kù)來(lái)存放和配。四年前，“EscapetoWild”開了第一家自己的零售專營(yíng)店，到現(xiàn)在，已經(jīng)有了10. 家零售專營(yíng)店，并有計(jì)劃再多開五間店。兩年前，公司建立了自己的網(wǎng)站，實(shí)現(xiàn)了網(wǎng)上購(gòu)物，這部分的業(yè)務(wù)發(fā)展迅速，還帶了了很多海外的訂單。這位新經(jīng)理上任以來(lái)，公司員工已由原。外服飾專營(yíng)公司最強(qiáng)烈的需求，需要更多的員工是這家公司的當(dāng)務(wù)之急?！癊scapetoWild”公司沒(méi)有明確的人力資源部門。部門經(jīng)理們根據(jù)自己部門的職責(zé)招聘新人，負(fù)責(zé)確定他們的薪酬水平。薪酬管理業(yè)務(wù)已經(jīng)外包，員工培訓(xùn)一般是臨時(shí)組織的，財(cái)務(wù)主管。負(fù)責(zé)處理員工的合同和特殊情況，例如產(chǎn)假和加薪。不斷增加的員工數(shù)量使得財(cái)務(wù)部門花大量的時(shí)間來(lái)處理與人事相關(guān)的問(wèn)題。經(jīng)理們也會(huì)因?yàn)楣ぷ髅枋觯衅负驼邕x的實(shí)際操作，以及員工的薪酬待遇等問(wèn)題產(chǎn)生矛盾。
【正文】 and programs through HR staff, he is also need to do reports to the CEO and serves on the executive management team, and assists and advises pany management about HR issues. The corporate human resource recruiter is responsible for delivering all facets of recruiting success through the anization. We can employ a HR recruiter to deal with recruits’ problem. The corporate human resources recruiter will play a critical role in ensuring we are hiring the best possible talent. ? Develop and execute recruiting plans. ? Network through industry contracts, association. ? Coordinate and implement college recruiting initiatives. ? Administrative duties and keep records. So through the pany’s fact we need HR Director and HR Recruiter to manage the pany’s human resource management. (2) The human resource management’s operation is based on the line managers, because of the line managers are the last users in the pany, so they need to cooperate with human resource managers to do human resource management well to assure the pany develop well. Line managers’ HRM responsibilities are like next: ? Placing the right person in the right job ? Starting new employees in the anizations ? Training employees for jobs that are new to them ? Improving the job performance of each person ? Gaining creative cooperation and developing smooth working relationships ? Interpreting the pany’s policies and procedures ? Controlling labor costs ? Developing the abilities of each person ? Creating and maintaining departmental morale ? Protecting employees’ health and physical conditions 3. If the pany provides good human resource management, then it will take good psychological contract. The psychological contract is that the perceptions of the two parties, employee and employer, of what their mutual obligations are towards each other. The contextual and background factors will effect on the policy and practice and then will be the psychological, all will effect on the state of the psychotically contract, at last we will have the oute. The manager could through good psychological contract to provide good situations for his employees and make good relationships with them, this will have good effect on the pany, and also have many advantage 6 with employees and employers. In this report we talk about a lot of functions and effects on human resource management for a pany, and we also based on the case pany to provide them. Through these parts, we also help the case pany improve its management on human resource management.
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