英文文獻(xiàn)055：中小企業(yè)的人力資源-資料下載頁
2024-11-01 22:46本頁面
【導(dǎo)讀】展戰(zhàn)略規(guī)劃和目標(biāo)的過程中也具有舉足輕重的作用。當(dāng)前，越來越多的中小企業(yè)人力資源規(guī)。劃的制定更是存在許多困惑和無奈。”、“老總還在拍腦袋定戰(zhàn)略，我又怎么搞得出規(guī)劃”、“人力資源規(guī)劃做了也沒多大意義，計(jì)劃沒有變化快，到頭來能兌現(xiàn)的也不過20%-30%”。首先讓我們分析一下中小企業(yè)人力資源規(guī)劃實(shí)施效果不盡理想的原因：。具體的執(zhí)行計(jì)劃。企業(yè)的整體發(fā)展戰(zhàn)略目標(biāo)決定了人力資源規(guī)劃的內(nèi)容，而這些內(nèi)容又為建。育培訓(xùn)計(jì)劃、評估與激勵(lì)計(jì)劃、勞動(dòng)關(guān)系計(jì)劃、退休解聘計(jì)劃等等提供了方向指引和依據(jù)。公司的年度發(fā)展戰(zhàn)略制定出了本年度公司的人力資源規(guī)劃。變化，從而又會(huì)導(dǎo)致人力資源規(guī)劃隨之變化。而能否制定并有效實(shí)施人力資源規(guī)劃并不取決于公司規(guī)模的大小，最關(guān)鍵的是依據(jù)。人力資源規(guī)劃必須適應(yīng)企業(yè)經(jīng)營治理的需要，保持一定的彈性，以免企業(yè)發(fā)生戰(zhàn)略轉(zhuǎn)。同時(shí)要進(jìn)一步加強(qiáng)人力資源規(guī)劃對人力資。切實(shí)可行的人力資源規(guī)劃一定是建立在內(nèi)部充分溝通、相互協(xié)作基礎(chǔ)之上的。
【正文】 sources in order to ensure that the needs of enterprise39。s core petitive advantage of the conditions to meet the demands arising from the external business environment caused by temporary changes in human needs. In particular, in the assessment of the existing stock of human resources and define their core human resources on the basis of preparatory support the development of manpower planning and training programs accordingly, and its goal is the production or service enterprises are facing capacity expansion of opportunities, as soon as possible, with middlelevel officers at the core support staff to enhance the anizations ability to respond. With the advent of the era of knowledge economy, SMEs are facing a growing business environment can not guess, is filled with variables and business opportunities. Human resources planning must adapt to the needs of enterprise governance, maintaining a certain degree of flexibility in order to avoid the transfer of the business strategy of human resources when rigid, dysfunctional and hinder the development of enterprises. At the same time to further streng then the human resource planning human resource management activities of the forwardlooking, functional direction and predictability. The establishment of threedimensional model of human resource management Practical human resources planning must be based on internal munication, the basis of mutual cooperation. According to human resources management of small and mediumsized features, the creation of a layer in the decisionmaking, firstline managers and human resources management in collaboration between the scientific division of the threedimensional model of governance, human resources will contribute to the formulation of strategic planning and implementation. Threedimensional model, is defined as decisionmaking, human resource management departments, firstline manager is responsible for the scientific division of labor and human resources management of the business, and the corresponding collaboration. In general, the decisionmaking level responsible for strategic planning and human resources to support the Human Resources Department, line manager, human resources work。 human resources management department is responsible for job analysis, job evaluation and other infrastructure services, and to assist frontline managers do a good job in the core business and to help decisionmaking to do a good job of human resources strategic planning。 firstline managers responsible for management of human resources in the core business in the key link to hold, and to assist Human Resources Department to do a good job analysis and job evaluation of posts and other infrastructure, as well as to assist decisionmaking to do a good job of human resources strategic planning .
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