Collected a little experience in human resources management, where the collection is good place? First put down here.
1.
Control program HR systematic collation of the recent company's human resources document, because since last year, the relevant the drafting of the document and the system has been underway. and every implementation of the system are gradually implemented. Our company is oriented towards standardized management from the family, because a lot of older employees, there are advantages and disadvantages, mainly in the implementation of the new system will by a number of obstacles, and if no one is opposed to wage increases, but may increase the workload, most people have opinions. Therefore, this first draft, in fact, I wish for a year, which were also constantly change, because this is a box, and the relevant rules and the system developed in the following. This light comes to the table which have dozens. posted here for everyone to see, to see where else to add and modify where necessary.
a, and personnel recruitment procedures
1. recruitment plan and approval
(1) year each year in January to develop the company business plan, then the company should focus on business and strategic development goals, development of human resources planning for the year, including the company's total number, department, job settings.
(2) January and July each year, the Department is responsible for all department managers to the company issued a requirements, qualification requirements.
(3) according to the relevant departments of the personnel requirements, the Department of Management in January each year to develop the first half of , business development, planning the second half of the qualifications, number of recruits, for duty time requirements, recruitment channels, such as the recruitment budget.
(4) the implementation of the recruitment plan, due to need to temporarily increase the recruitment of project staff, completed by the department manager, Managing cross-examination and approval by the Department of Management added to the candidates to collect the information and press the the relevant department managers on interviewing candidates, focusing on understanding the candidate's professional experience and professional skills.
(3) Department of Management after the interview fill out the approval of employment; important positions or backbone of the business of recruitment, the general manager may arrange for re-examination, and then determine whether the hiring.
(4) determine the employment of the applicant to report for duty by the time notify the Department of Management, and the new recruits academic certificates, identity checking the original certificates and other documents, copies left. line with the company in accordance with the provisions of sign a positive rating shall be kept in personnel files and other circumstances.
3. the trial and to positive
(1) new recruits probationary period in accordance with the and make early positive, scheduled to positive, and dismissed the proposal to terminate the trial, informed the Department of Management.
(2) recommendations on where the department agreed in advance to positive to positive or probation staff, the Department issued a better development opportunities. adjustment post should fill in the
Second, the staff training program
1. to develop training programs
(1) January and July each year, the Department is responsible to the general manager, department manager, issued a manager of management knowledge and professional skills training needs; understand the company's existing human resources in technology, professional skills, the weak link; to know the specific needs of technical training and classification.
(2) Management Department under the recruitment plans,
2. Training Implementation
(1) Department of Management is responsible for staff induction training. orientation include:
1) About
2)'s basic management system
3) company post setting and job responsibilities
(2) in-service staff training by the Department of Management under the full-time study, seminars and so on. sectoral arrangements for staff to attend professional training should be completed On the one hand the knowledge and skills within the company arranged to learn the business, either by employees, officers or employ other speakers.
3) not listed in the plans, employees asked to participate in training, should fill out the After the signing of the views manager, the Department according to company human resource planning and other resources to make recommendations to the general manager position, approved by the General Manager.
(3) service workers to attend professional training, should be signed before training Book - Supplemental Agreement , and certificates (if no certificate should be submitted to the appropriate confirmation), filed by the Department of Management, to ensure that employees can borrow the company related training materials, ensure that the training inputs for the accumulation of knowledge acquired.
(5) to encourage employees at their own expense participate in professional development related to their social training and education. Management should obtain a certificate of its authentication and copies on file, the formation of employee training and education qualifications, the staff promotion, job transfer as a reference.
3. training effectiveness evaluation and improvement
(1) after induction training, management training for the Department to conduct examinations should be considered, and as a positive rating of the reference materials.
(2) Management should be based on employee , including the choice of training institutions, training courses, selection, training methods, training and continuous improvement cycle and so on.
(3) Management Department staff performance appraisal analysis to assess the training activities to improve staff skills, improve the company The role of performance; for the quality of aggregate, as has been arranged for appropriate training, but due to lack of staff skills, quality problems caused are still prominent, the training itself should be improved.
(4) Department of Management in the development of six months each time Plan ; performance of the first , the completion of the work plan.
2) Job Skills: distinguishing different types of jobs, select the embodied skills, professional skills, evaluation factors.
3) Attitude: includes 12 basic requirements, but also employee attitudes guidelines.
(3) of the assistant managers and above, for managers, .
2. evaluation process is divided into half year and year-end evaluation
evaluation:
1) self-assessment phase: the actual performance of staff in my facts and behavior, their own one by one score. self-assessment score as a staff their subjective evaluation of reference for the evaluation team.
2) evaluation and appraisal stage groups: general manager, together constitute the evaluation team manager to the staff work performance and behavior of the actual facts, the staff one by one score and write assessment reviews.
3) evaluation of communication phases: interviews with staff from the department managers, employees will be informed of the results evaluation, subjective evaluation for the employee's own objective assessment and evaluation group differences in communication and listen to my views on staff; on staff to make recommendations for improvement of work and requirements.
4) summary stage: Management summary, analysis of the various departments of the evaluation results, writing performance appraisal reports submitted to General Manager.
5) Schedule: evaluation six months each year on July 15 evaluation completed before communication, July 31 evaluation summary of the results of the Department of Management to complete the performance evaluation reports; year-end evaluation should be completed on December 31 to ensure that evaluation of communication, January 15 next year summary evaluation of the results of the Department of Management to complete the performance evaluation report. < br> 3.
evaluation results and reward evaluation results and half year and year-end wages and salaries, bonuses. the same period as the performance of the company situation, the evaluation results of outstanding staff, may be commended and awarded professional training, salary increases or bonuses.
4. Other
(1) employee evaluation in a fair, just and open principles. After the evaluation, assessment form filed by the Department of Management.
(2) employees of any one doubt the fairness evaluation , can be directly reflected to the general manager; general manager can instruct the relevant officers to investigate and to inform staff of the findings, an explanation.
II: content orientation, new employee training plan
1, we know company (Company Profile, events, organizational structure, senior leadership of photos, division of labor, etc.)
2, to understand our industry
3, to make their own professional (career-oriented thinking, professional attitude, professional of the image, professional demeanor, etc.)
4, safety rules
5, Q & A time and communication game
Note: the content of rules and welfare in the
lasted about 40-60 minutes, communication and interaction more content, the use of two years of basic good,
new employees how to carry out management, so that they quickly go into the new environment, and efforts to increase self, and create efficiency, become matters of concern to many companies. We are also considering whether what kind of a way to better promote the development of skills of new employees to enhance their abilities? below, this article will make the planning of new staff training explanation, and hope and to discuss our specific approach.
First, the scope of application, we consider: the column in this plan should be mainly large, fresh graduates from colleges or have one year experience about secondary education personnel. Why did you choose these people? Because most people have just embarked on their community, the community still unfamiliar with them, view of things is relatively simple, these people are like like a piece of paper, waiting for the development and guidance. and they more easily accept the corporate culture, ideas, recognized the value of the more common form. As enterprises should also give them a chance, so that they can get better training platform This is also a business-to-staff as a gesture of social responsibility and performance.
Second, clearly the trial period and salary. as a new employee, it should be them into the two most concerned about the former Secretary. If we answer the larger flexibility, human factors may make them feel high levels of trust in the enterprise will have some crisis. Therefore, we believe that new employees in and about the treatment of problems, we should as much as possible to give a definite answer. from the current to be adopted by the new in and they talk about this issue, we can give a three-month trial standards. wages, because the company's trial staff are clearly defined, in this, do not dwell on the burden.
first Third, build a set of easy-to-manage and facilitate the operation control system for new employees. Our new employees are often used as They are also prone to cynicism, such choices may escape relatively high. We think, shop in the distribution of their work, can not be from the perspective of empathy. because a lot of people had just graduated from school, the high the amount of labor intensity certainly can not immediately adapt their use also should be a gradual process. nightshift system proposed is not in the use of them, hoping their team, the environment, then use familiar technology. Therefore, the work should be more focus on coordination of order and rationality. In addition, determine the supervisory staff to guide them, inspectors is necessary, before new employees into the company, what is new for them, and they hope to reach out to new things, but could not find proper channels, so that sometimes even do not know. Therefore, they choose a more appropriate supervisory staff to guide them to become very reasonably necessary. taking into account the overall quality of our plant operators also needs to be strengthened, so if we choose them as supervisors if possible and not appropriate in a sense, therefore, the management of our workshop this task can Jianling it? should be said that each of these new employees to the company's personnel not a lot of volume, level of difficulty to operate is still relatively modest. Meanwhile, our office should also be timely tracking of their situation, know their status.
Fourth, it should be a clearer understanding of the true thinking of new employees, understand their inner world. As a rookie, they hope that other people inside in fact, the concern in particular, and we also have an obligation to help them as much as possible to increase the channels of communication with them. Therefore, we consider the new employee to log in way to let them say the idea in mind, in a strange environment, often written than spoken more smoothly. In order to ensure the contents of the log real credibility, we suggest: from our office directly as a log of people to undertake, and we You can log valuable information and timely feedback to the relevant department. by means of the log is better to know that we may work in some of our shortcomings, but also help us to improve communication and understanding of new employees.
s Fifth, continue to work out a new staff training. learn some of the training system to large companies we can understand that most companies choose new employees into the training time is usually the Secretary: Secretary for the day of new employees. This time in the theoretical training with the actual operation is more appropriate. However, such a mechanism may not be in our truth. We know that the previous practice of the general staff said that the need for a relatively concentrated conditions, if we adopt this approach , then we may have to waste a lot of manpower, material and financial resources of the. because we can not guarantee our ability to scale the number of new employees into the company, most of the situation is, one, two, few people only. Therefore, the timing of our new employee training staff may want to choose a time when the relative concentration, for example, into the Secretary of such employees when the number of scale (ten people generally consider the training unit). We are training the new employees should still be to corporate culture, rules and regulations, safety education module based, for the couple learned more about history and culture of our company and strive to maximize the value of the formation of common identity. Meanwhile, we still expect that in such training activities please go to our company's executives hope the new executives were able to boost the morale of employees to play. because of such ideal employee for training, then companies will very likely become the backbone of the posts and let them early access to senior management who determination and strategic planning firm to a large extent to their beliefs. In addition, the arrival of senior management can also provide a lot of our training guide, training for our work to do in the future will bring many useful help.
Sixth, the establishment of a practical follow-up tracking system. The system should be the new staff in the completion of the probationary period, in line with our conditions of employment and become a member when the company officially re-started. we assume that the establishment of such a system should be designed for such employees to devote more attention to in order to better understand their working conditions. This should include ways to track employee training situation (can also be a follow-up education) and skills to master in terms of both training and skills they are learning every time the information we have to grasp and record a timely manner. When this kind of work developed to a certain stage, perhaps we should give them the establishment of a database in the company of their derived character state of development reflected in the library. This approach has the advantage that we can always gain first-hand information, and such information can also be for our future employees to provide more detailed appointment information.
seventh, reasonable for new employees to make appropriate career planning. We recommend that this planning is then carried out on the new positive staff. After the probationary period, their character, ability, quality can be reflected to some extent, this When we need to show them according to their various characteristics to find an entry point in a timely manner consistent with their individual development to design a career plan. This design can be the main consideration career planning staff to find their own direction of development, but also help They put the passion in their work. However, in doing planning, we also need to leave some space for the design, words can not say too dead, if his words of direction of deviation prone to many negative factors, but is not conducive to carry out our work.
In short, the cultivation of new employees should work to establish a long-term mechanism, in-depth sustained way. The purpose of designing this plan still want the company to retain talent, to nurture the development of suitable companies available talent. only the quality of our staff have continued to improve, our business will be expanded space for growth, enterprise development power to find the inexhaustible source of power
three: on training:
recently under consideration for job corresponding increase in the training, do not feel they have progress, there will be hopping. Xiao Ni, said she thought the training on workplace business people is very important to improve competitiveness, as opposed to paying her more attention or improvement of enterprises opportunities for personal capacity. Haier, Mengniu, China Telecom so that the employees of large enterprises, the training is not regarded as new. But the other hand, many small and medium enterprises to actively expand the training and received a real practical effect, but a few. How many companies realize the role of training? does not provide training to employees what is the reason? solve these problems, the two experts are given training in their views.
the true meaning of training. combination strategy, resulting in a course can not bring substantial help to the enterprise. Zhaozi wind that easily lead to try these two reasons for the failure of corporate training, while paying the high cost of doing business together, and finally companies often feel more harm than good lost interest in training, and finally choose to give up altogether.
for problems currently faced by enterprise training, career worries Wang Tao, deputy general manager, said in an interview, business training, selection can be roughly divided into the price and value oriented and two, right now as many companies do not realize the value of training for the enterprises themselves, largely to provide training to employees as a benefit, which determines the motivation of enterprises directly related training institution in the choice of will be the price as the standard, which leads to the results of hard training to achieve the desired standards.
Enterprise: Training Evaluation
results difficult to carry out staff training for those enterprises have been unable to achieve the desired results from training, or that it is hard from work to assess the effect of training, has become the biggest problem actually exists.
a company's personnel manager responsible for staff training, Miss Yang said in an interview in the selection of training institutions, their lecturers and the curriculum for all requirements high, reflected in the staff training process also good, but the reality is often the curriculum is not consistent with company needs, and evaluation of training measure the results difficult. Meanwhile, many employees do not realize the true meaning of training, feel a burden, not a waste of time in the minority. coupled with the enterprise's own resources-consuming, and the co-ordination between various departments, Miss Yang said, you want to do corporate training, is not easy.
Experts: Do not the training to do welfare
market for the current problems of domestic enterprises, Zhao Zi wind that the best solution is to train service providers, enterprises and both have to think. enterprises should consider what kind of training they need, and providers need What companies need to think what the training, how to provide services, only the two sides make encourage 'target = _blank> communication in order to jointly solve problems.
the other hand, he also pointed out that enterprises do to make the training line the key to effective, is to establish a good training management system. first requires a systematic plan before the training to find the key to solving the problem lies, in order to ensure effectiveness of training. Second the training process itself requires systematic planning, evaluation criteria the establishment, implementation and effectiveness evaluation of training programs and other steps are the companies want to conduct a successful training courses and part of the factors to be considered.
Wang Tao said that the key solution is a correct understanding of the training needs of business meaning selection of training institutions are also re-defined, not just the training provided to employees as a benefit, select high-quality, high-quality training services, training can play a real role.
Why do individual training
According to Zhaopin United CCTV and other relevant agencies, starting in 2005 for the employer survey, according to the survey enterprise data statistics, the general view that good work should include three aspects, namely, good mood, accumulated experience and a reasonable treatment. Three who is the evaluation of the joint work of a good standard of general application, personal pay raise for the whole play an important role, while the training from different perspectives and levels of these three to be promoted.
work on the definition of happiness, Lenovo of Liu did give a definition mmm when personal goals and organizational goals can come to agreement, the employee and organization will be able to appreciate the joy with relative ease. In many cases, training to achieve or promote the formation of such a goal.
Meanwhile, the training of experts Zhaopin Zhaozi wind also gives a view, in his view, whether for business or corporate training staff, in fact only helps to improve certain degree, but want to rely on short-term training has made great progress and change, particularly For a complete improvement of implementation capacity, is unrealistic. Therefore, enterprises and employees in the face of corporate training, we need to have a correct attitude.
Four: the problem of corporate training and countermeasures
shallow On the business problems and countermeasures training
Abstract:
fierce competition of modern society, making the training of human resources is increasingly becoming the and active participation in the process.
this paper, human resource and training issues that often appear in the center, from the cause of the problem as a starting point, standing business, human resource workers, professional training institutions, the staff of four angles the training of outstanding problems encountered in the analysis, the analysis to identify appropriate countermeasures in order to make the training of planning, implementation, implementation and maturation process of the various issues are effectively addressed.
an enterprise point of view < br> outstanding problems:
can not ways must be profitable, cost control, processes, products, and many spend the greatest effort to compete with competitors. and training in business management are often ignored by the core.
Analysis:
people usually only In the sick, will think of good health, and usually do not attach importance to the daily health care. Training is a health care, although the training is undoubtedly a good but no harm things, but not all can be immediate . Moreover, staff mobility, staff training is not problems encountered by enterprises as a concept.
2, so that the performance management and training linked.
methods:
performance index in the management set the with the degree, language skills, analysis and synthesis skill, influence, charisma and so is more excellent, and these trainers are also essential qualities, in fact, many of the best lecturers come from business management. When senior managers have become their own training part of the system, training will naturally get their attention and support.
today the vast majority of the world's top 500 companies have internal training of its staff has given unprecedented attention to personnel training business costs have been spent reached 10% of total sales company, for the training of personnel costs spent on the business has accounted for 10% of the total labor input. For example, the United States tens of thousands of HP employees and at least 20 hours per week for learning business knowledge. Why? because managers of these enterprises have to understand that the competitiveness of business continuity training is the things, output requirements, would be tantamount to our credit. implementation of the middle management was not good ;. result, the training in return was a well-meaning almost everyone unhappy. This is the training of most of the real situation of enterprises. whether the training is to a training plan, training support company to do the training, the training company for business courses are very popular nowadays recommended or standard course for all business, staff are pleased to hear the content, corporate training also do a full swing. In everyone happy Apart from whether the training to think about business inputs, outputs where it?
Analysis:
1, training, lack of clear purpose for the training and training.
training goal is What? is the basis to build on-demand training system? some enterprises to establish a training system, the person responsible for training, training system can not guarantee the effectiveness of training, instead is looking for a large number of documents on paper to do the training budgetary reasons and to spend the money is reasonable. In a way, this is a waste of resources into the corporate training department or training manager's performance.
2, the design of training courses and work far from reality.
Most corporate training and training institutions, and training provided by the subject, often popular, or stylized, conceptual courses, such courses so that staff is not practical and do not want to accept, is also heard, lively After that nothing ever really need to address the issue is not resolved.
3, HR managers think that training is the thing, and what does not.
training system must be layers of interlocking, the department manager training should also be implemented by the organization and, most companies believe that training is just what the Human Resources Department, the department sent people to attend as long on it. This allows HR alone, no real training demand information, do not know where to start to design courses, so only follow fashion trends, to the annoyance of the questions to training institutions.
strategies to deal with:
1, the development of training programs, manager into the water from the training point of view the analysis, then the result set for analysis ...
No comments:
Post a Comment