HND人力資源管理導(dǎo)論(共6頁)

1、精選優(yōu)質(zhì)文檔-傾情為你奉上“Escape to Wild”是一家成功的公司，專門通過郵購和小型的零售專營店來銷售戶外休閑服飾。它作為一家私營公司小規(guī)模的經(jīng)營了超過15年的，一直到六年前，一位經(jīng)理被聘請來擴展公司業(yè)務(wù)。首先，公司增加了郵購目錄上的商品數(shù)，并且用了更大的倉庫來存放和配送貨物。四年前，“Escape to Wild”開了第一家自己的零售專營店，到現(xiàn)在，已經(jīng)有了10家零售專營店，并有計劃再多開五間店。兩年前，公司建立了自己的網(wǎng)站，實現(xiàn)了網(wǎng)上購物，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，公司員工已由原來的20人發(fā)展到300人，業(yè)務(wù)也變得更大更復(fù)雜，持續(xù)需要加強員

2、工來源已經(jīng)成為這家戶外服飾專營公司最強烈的需求，需要更多的員工是這家公司的當(dāng)務(wù)之急?！癊scape to Wild”公司沒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)一般是臨時組織的，財務(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。在這個快速發(fā)展的時期，公司已經(jīng)開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題。在最近的公司管理層會議上，部門經(jīng)理們不斷的抱怨說他們花了太多的時間在處理一些日常的行政問題上，而

3、這些問題明明都可以由人力資源部門來解決，如果公司能有一個這樣的部門。不斷增加的員工數(shù)量使得財務(wù)部門花大量的時間來處理與人事相關(guān)的問題。同時，部門經(jīng)理們也會因為工作描述，招聘和甄選的實際操作，以及員工的薪酬待遇等問題產(chǎn)生矛盾。一個管理層的人員最近參加了一個關(guān)于員工法案的研討會，法律的復(fù)雜性帶來的實際問題是公司更加需要一個專門的部門來公平的處理員工的問題。同樣，員工們也開始抱怨一些條款和條件中的矛盾，有一些人離職了，因為他們對自己遭受到的人力資源問題覺得不滿意。所有的管理隊伍都同意引進更系統(tǒng)的管理方法?？偨?jīng)理已經(jīng)表達了愿望：希望公司能用更戰(zhàn)略的方法來招聘，培訓(xùn)和發(fā)展員工，從而保證留住這些為公司創(chuàng)造

4、成功和利益的人力資源。 The human resource management for Escape to the WildIntroduction: This report is an advantage report for Escape to the Wild, in it, 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

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

6、nge of human resource management activities are human resource 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

7、talk about four activities: human resource planning, recruitment and selection, job analysis and design and training and development.(1) Human resource planningThe human resource plannings function and purpose:l To ensure that firm has right number of people, in the right place, with the right skill

8、s at the right time.l To support firms expansion strategy.l To ensuring HR resource supplements humane resource demands.l 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 proces

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

10、ng the supply of internal candidates.l 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 lab

11、or market conditions, and 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 HRM decision making. Through these parts, they can effect on many parts

12、in the company, at last, it can become the competitive advantage.Escape to the Wild is lake of human resource 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 du

13、ties of these jobs and the 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 jobs activities and requirements. It has three processes like next:l Collecting job analysis informati

14、on.To carry out job analysis need comprehensive information about certain job. l 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.l Writing person specifications.Person specification sh

15、ows details of the personal qualities an individual will need 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

16、HRM and minimized HRM-related lawsuits. In this case, through its development the company is begun to do it, because of this, the company is developing fast and become bigger than before. The job analysis let some competitive advantages to this company.(3) Recruitment and selectionRecruitment is the

17、 process of identifying the need for a new employee, 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

18、. However, we will make the distinction here between the initial actions and considerations when planning 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 app

19、licants to apply for vacancies. Selection 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:l Vacancy reviewl Applying to fill

20、 a vacancyl Preparation of job description and person specificationl Preparing a recruitment advertisementl Placing the advertisementl Receipt of applicationsl Arrange selection interviews and other selection activitiesl Write to successful and unsuccessful candidates at various stages of the proces

21、sl Evaluation of the recruitment and selection processIt could ensure recruit high-quality applicants, if a company has high-quality employees, then productive employees can increase overall productivity and improved chances of selecting best qualified and training needs and costs are minimized, thr

22、ough these best parts and combine with this companys situation, 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 to fac

23、ilitate the learning of job-related behavior on the part of its 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:l To improve an individ

24、uals level of self- awarenessl To improve an individuals skill in one or more areas of expertisel To increase an individuals motivation to perform his or her jobl To grow its own managers and promote from within l To help retain good quality employeesThe processes of T&D are like next:l Identify

25、ing training needsl Producing T&D planningl Implementing T&D planningl Evaluating 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 thr

26、ough these parts in its own company to improve his produce and his quickly development in the world.2.(1) Through the case company, we can see that the management structure isnt wonderful for this company. In this company, it has 300 staffs, but its structure of the human resource management functio

27、n isnt having full function in this firm, so we need to improve it to help the company developing better. I will take some advantages to it.From next picture, the company didnt have the last department in its structure that is HR director, this department is this case company are building now.Becaus

28、e of 300 staffs in this form, in some operations, 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 directors member, so the new structure pic

29、ture is like next, it has five departments and the HR director is the new one. The positions of HR department are always including these:l Director of human resourcesl Labor relations specialist(director of labor relations)l Employment managerl Payroll administratorl Benefits administratorl Director

30、 of training/ training managerThrough the fact of this company and the theory, so we can see the next structure is much more suitable for the company. Managing DirectorMarketing Advisor Personal AssistantFinance Director Online and Mail Order Retail Outlets Purchase and HR Director Sales Director Di

31、rector Distribution Director1accountant 2IT/web specialists 10store 1warehouse manager 1training2finance 1mail-order managers 1buying manager managersupervisors manager 20assistant 3distribution 1HR recruiter8finance 1assistant mail- store managers supervisors assistants order manager 150full-time/

32、5buyers2secretarial 3sales team leaders part-time/casual 15dispatch/support staff 30full-time/part-time retail staff warehouse staff customer service staff 4secretarial/ 4secretarial/ 4secretarial/admin admin staff admin staff staffThe HR director guides and management the overall provision of human

33、 resource services, policies, and programs for the entire company. He originates and leads HR 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

34、 do reports to the CEO and serves on the executive management team, and assists and advises company management about HR issues.The corporate human resource recruiter is responsible for delivering all facets of recruiting success through the organization. We can employ a HR recruiter to deal with rec

35、ruits problem. The corporate human resources recruiter will play a critical role in ensuring we are hiring the best possible talent.l Develop and execute recruiting plans.l Network through industry contracts, association.l Coordinate and implement college recruiting initiatives.l Administrative duti

36、es and keep records.So through the companys fact we need HR Director and HR Recruiter to manage the companys human resource management.(2) The human resource managements operation is based on the line managers, because of the line managers are the last users in the company, so they need to cooperate

37、 with human resource managers to do human resource management well to assure the company develop well.Line managers HRM responsibilities are like next:l Placing the right person in the right jobl Starting new employees in the organizations l Training employees for jobs that are new to theml Improving the job performance of each personl Gaining creative coo