hnd人力資源管理導(dǎo)論outcome

1、Escape to Wild ”是一家成功的公司，專門通過(guò)郵購(gòu)和小型的零售專營(yíng)店來(lái)銷售戶外休閑服飾。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)存放和配送貨物。四年前，“ Escape to Wild ”開(kāi)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(kāi)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)，公司員工已由原來(lái)的 20 人發(fā)展到300 人，業(yè)務(wù)也變得更大更復(fù)雜，持續(xù)需要加強(qiáng)員工來(lái)源已經(jīng)成

2、為這家戶外服飾專營(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?！?Escape to Wild ”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。在這個(gè)快速發(fā)展的時(shí)期，公司已經(jīng)開(kāi)始將更多的精力投入到服務(wù)正在增加的客戶群中。到目前為止，公司中員工的關(guān)系比較良好，但是，公司的現(xiàn)狀表明是時(shí)候建立規(guī)定和程序從而能用更系統(tǒng)的方法去解決人力資源的問(wèn)題。在最近的公司管理層會(huì)議上，部門經(jīng)理們不斷的抱怨說(shuō)他們花了太多的時(shí)間在 處理一些日常的行政問(wèn)題上，而這些問(wèn)

3、題明明都可以由人力資源部門來(lái)解決，如果公司能有一個(gè)這樣的部門。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。同時(shí)，部門經(jīng)理們也會(huì)因?yàn)楣ぷ髅枋?，招聘和甄選的實(shí)際操作，以及員工的薪酬待遇等問(wèn)題產(chǎn)生矛盾。一個(gè)管理層的人員最近參加了一個(gè)關(guān)于員工法案的研討會(huì)，法律的復(fù)雜性帶來(lái)的實(shí)際問(wèn)題是公司更加需要一個(gè)專門的部門來(lái)公平的處理員工的問(wèn)題。同樣，員工們也開(kāi)始抱怨一些條款和條件中的矛盾，有一些人離職了，因?yàn)樗麄儗?duì)自己遭受到的人力資源問(wèn)題覺(jué)得不滿意。所有的管理隊(duì)伍都同意引進(jìn)更系統(tǒng)的管理方法。總經(jīng)理已經(jīng)表達(dá)了愿望：希望公司能用更戰(zhàn)略的方法來(lái)招聘，培訓(xùn)和發(fā)展員工，從而保證留住這些為公司創(chuàng)造成功和

4、利益的人力資源。The human resource management for Escape to the WildIntroduction:This report is an advantage report for Escape to the Wild, init, we will talk about its human resource management and how to manage it more better. We will also give some advantages to its line manager. It will also talk about

5、the joyful influence for this company.1.The human resource management can be defined as a strategic and coherent approach to the managementof an organization s most valued assets: the people working there who individually and collectively contribute to the achievement of its objectives.The range of

6、humanresource managementactivities are humanresource planning, recruitment and selection, job analysis and design, training and development, employee relations, pay and reward, employee welfare, performance management and appraisal, ensuring fair employment practice.In this report, I will talk about

7、 four activities: human resource planning, recruitment and selection, job analysis and design and training and development.(1) Human resource planningThe human resource planning s function and purpose:To ensure that firm has right number of people, in the right place, withthe right skills at the rig

8、ht time.To support firms expansion strategy.To ensuring HR resource supplements humane resource demands.To set human resource objectives and deciding how to meet them.Do human resource planning need to employees need for a company, it include inside and outside predict. The process of human resource

9、 planning includes three steps:How many employees will we need?The expected demand for company s product of service is most important when forecasting personnel needs.How many candidates will be supplied inside of organization?A qualifications inventory can facilitate forecasting the supply of inter

10、nal candidates.Forecasting the supply of outside candidates.If there are not enough qualified inside candidates to fill anticipated openings, employers focus next on projecting supplies of outside candidates. This may require forecasting general economic conditions, local labor market conditions, an

11、d occupations market conditions.This activity is very useful for this company, because it can enable that the employee movements into, within, and out of organization are smooth/less disruptive and sound HRMdecision making. Through these parts, they can effect on manyparts in the company, at last, i

12、t can becomethe competitive advantage. Escape to the Wild is lake of humanresource planning through its development, if they do it well, then the company will has its own competitive advantage.(2) Job analysisJob analysis is the procedure through which you determine the duties of these jobs and the

13、characteristics of the people who should be hired for them. It includes two parts: job description and person specifications. Its purpose is to produce information on the job s activities and requirements. It has three processes like next:Collecting job analysis information.To carry out job analysis

14、 need comprehensive information about certain job.Writing job description.A job description is a written statement of what the jobholder does, how he or she does it, and under what conditions the job is preferment.Writing person specifications.Person specificationshows details of the personal qualit

15、ies an individual willneed to perform a particular job. A person specification sets out the skills,characteristics and attributes that a person needs to do a particular job.It can enable that competent, motivated employees with positive job attitudes, job-related HRM and minimized HRM-related lawsui

16、ts.In this case, through its development the company is begun to do it, because of this, the companyis developing fast and becomebigger than before. The job analysis let some competitive advantages to this company.(3) Recruitment and selectionRecruitment is the process of identifying the need for a

17、newemployee, defining the job attracting candidates and selecting those best suited for the job.Selection is the process of choosing which person to appoint from those that apply for a job vacancy.Recruitment and selection are usually considered as one process. However, we will make the distinction

18、here between the initial actions and considerations whenplanning staff recruitment and the process of selecting an individual from a pool of applicants.The purpose of recruitment and selection is that. Recruitment involves attracting the right standard of applicants to apply for vacancies. Selection

19、 involves choosing the most suitable people from those that apply for a vacancy; this ensures that those selected for interview have the best fit wit the job requirements.The process of recruitment and selection is like next:Vacancy reviewApplying to fill a vacancyPreparation of job description and

20、person specificationPreparing a recruitment advertisementPlacing the advertisementReceipt of applicationsArrange selection interviews and other selection activitiesWrite to successful and unsuccessful candidates at various stages of the processEvaluation of the recruitment and selection processIt co

21、uld ensure recruit high-quality applicants, if a companyhas high-quality employees, then productive employees can increase overall productivity and improved chances of selecting best qualified and training needs and costs are minimized, through these best parts and combine with this company s situat

22、ion, if it can have high-quality employees and take low cost for the employees training. Those are helping the company developing well.(4) Training and developmentTraining and development refers to a“ planned effort by an organization tofacilitate the learning of job-relatedbehavior on the part of i

23、ts employees” .Training and development is also a means to provide employees with relevant skills so as to improve the efficiency of their organization.The goals and function of training and developing are like next:To improve an individual s level of self- awarenessTo improve an individual ' s

24、skill in one or more areas of expertise To increase an individual ' s motivation to perform his or her job To grow its own managers and promote from within To help retain good quality employeesThe processes of T&D are like next:Identifying training needsProducing T&D planningImplementing

25、 T&D planningEvaluating the programThrough good T&D, the company could improve employee competence, permanent change in KSAs of new employees and permanent change in KSAs of current employees.In a word, Escape to the Wild can through these parts in its own company to improve his produce and

26、his quickly development in the world.2.Through the case company, we can see that the management structure isn' twonderful for this company. In this company, it has 300 staffs, but its structure of the human resource management function isn ' t having full function in this firm, so we need to

27、 improve it to help the company developing better. I will take some advantages to it.Fromnext picture, the companydidn ' t have the last department in its structure that is HR director, this department is this case company are building now.Because of 300 staffs in this form, in some operations,

28、the ratio of HR department staff to the number of employees is one for every 100 employees or one for every 200 employees, so it suitable to 1:100 management situation, so we only need to add two or three HR director ' s member, so the new structure picture is like next, it has five departments

29、and the HR director is the new one.The positions of HR department are always including these:Director of human resourcesLabor relations specialist(director of labor relations)Employment managerPayroll administratorBenefits administratorDirector of training/ training managerThrough the fact of this c

30、ompanyand the theory, so wecan see the next structure is much more suitable for the company.Managing DirectorMarketing AdvisorPersonal AssistantFinance Director Online and Mail Order Retail Outlets Purchase andHR DirectorSalesDirectorDirectorDirectorDistributionIwarehouseaccountant 2IT/web specialis

31、ts10store manager trainingmanagers Ibuying manager20assistant 3distribution2finance mail-ordermanagersupervisors manager 1HR recruiter 8finance lassistant mail- store managers supervisorsassistants order manager 150full-time/5buyers2secretarial 3sales team leaders part-time/casual 15dispatch/support

32、 staff 30full-time/part-time retail staffwarehouse staffcustomerservice staffdsecretarial/dsecretarial/4secretarial/admin admin staff admin staffstaffThe HR director guides and management the overall provision of human resource services, policies, and programs for the entire company. He originatesan

33、d leadsHR practices and objectives that will provide an employee-oriented, high performance culture. The HR director coordinates implementation of services, policies, and programs through HR staff, he is also need to do reports to theCEOand serves on the executive managementteam, and assists and adv

34、ises company management about HR issues.The corporate humanresource recruiter is responsible for delivering all facets of recruiting success through the organization. We can employ a HR recruiterto deal with recruits problem. The corporate human resources recruiter will play a critical role in ensur

35、ing 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 company s fact we need HR Director and HR Recruiter to manage

36、the company 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 company, so they need to cooperate with humanresource managers to do humanresource managementwell to assure the company develop well.Line managers HRM responsibilities are like next:Placing the right person in the right jobStarting new employees in the organizationsTraining employees for jobs that are new to themImproving the job performance of each personGaining