人力資源管理師(二級(jí))英語(yǔ)作文-資料下載頁(yè)
2025-08-29 08:46本頁(yè)面
【導(dǎo)讀】departmentaremet.andeffectively;data;preferred;departmentetc.relateddata;Yourstruly,
【正文】 _____________________________ ____________________________ 5. What essential function duties does the jobholder perform regularly? List them in order of importance. Duty Percentage of Time Devoted to This Duty 1. _________________________ __________ 2. _________________________ __________ 6. What are the working conditions? List such items as noise, heat, outside work, and exposure to bad weather. 7. How much authority does the jobholder have in such matters as training or guiding other people? 8. How much education, experience, and skill are required for satisfactory job performance? 9. At what stage is the jobholder’s work reviewed by the supervisor? 10. What machines or equipment is the jobholder responsible for operating? 11. If the jobholder makes a serious mistake or error in performing required duties, what would be the cost to management? How to deal with technology Technology has seeped into practically every aspect of an anization, impacting everything from processes to people. This means that HR departments must work with their anizations to understand and anticipate these technological challenges and opportunitiesthe good, the bad and the unexpected. But smart HR leaders consider how technology trends impact the anization as a whole, rather than just their own departments. For example, if an anization pilots a new technology to reach customers in global markets never before explored, the HR leader needs to be in tune with the change to identify new requirements for HR as a result. Perhaps this new reach will mean that the anization needs to change the petencies for positions in certain divisions, provide training for employees on cultural issues in the new country, or even hire expatriates to manage the process in the field. Only when HR professionals are aware of the impact of trends in areas like technology can they lead the charge to explore people management issues to ensure the best possible oute and enable the HR profession to reach its potential. Advantages and disadvantages of 360degree feedback 360degree feedback is a relatively new feature of performance management. There are some benefits resulted from using 360degree feedback: get a broader perspective of how they are perceived by others than previously possible. acceptance of the principle of multiple stakeholders as a measure of performance. more open feedbacknew insights. a clearer picture to senior management of individual’s real worth. up feedback and gives people a more rounded view of performance than they had previously. key development areas for the individual, a department and the anization as a whole. rounded view of an individual’s/team’s/the anization’s performance and what its strengths and weaknesses are. has raised the selfawareness of people managers of how they personally impact upon otherspositively and negatively. is starting to improve the climate/morale, as measured through our employee opinion survey. But there may be some problem. These include: not giving frank or honest feedback。 being put under stress in receiving or giving feedback。 of action following feedback。 on technology。 much bureaucracy.
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