HND人力資源管理導(dǎo)論Outcome2

“EscapetoWi”d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(kuò)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，“EscapetoWi”d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(jì)劃再多開五間店。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3人，業(yè)務(wù)也變得更大更復(fù)雜，持續(xù)需要加強(qiáng)員工來源已經(jīng)成為這家戶外服飾專營公司最強(qiáng)烈的需求，需要更多的員工是這家公司的當(dāng)務(wù)之急。“EscapetoWi”d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(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(cái)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?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(shí)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?yàn)樗麄儗ψ约涸馐艿降娜肆Y源問題覺得不滿意.所有的管理隊(duì)伍都同意引進(jìn)更系統(tǒng)的管理方法?？偨?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)造成功和利益的人力資源.ThehumanresourcemanagementforEscapetotheWildIntroductionThisreportisanadvantagereportforEscape，toinhetWiddwilltalkaboutitshumanresourcemanagementandhowtomanageit。morebetterWewillalsogivesomeadvantagestoitslinemanager.Itwillalsotalkaboutthejoyfulinfluenceforthiscompany1。Thehumanresourcemanagementcanbedefinedasastrategicandcoherentapproachtothemanagementoforganization’mostvaluedass：etshepeopleworkingtherewhoindividuallyandcollectivelycontributetotheachievementof。itsobjectivesTherangeofhumanresourcenanagementactivitiarehumanresourceplanning,recruitmenandselectionjobanalysisanddesigntrainingmddevelopment,employeerelations,payandreward,employeewelfare,performancemanagementandappraisal,ensuringfairemploymentpractice.InthisreportIwilltalkaboutfouractivitieshumanresourceplanningrecruitmentandselection,jobanalysisanddesignandtraininganddevelopment.HumanresourceplanningThehumanresourceplann’isnfunctionandpurpose:Toensurethatfirmhasrightnumberofpeople,inthewighttheareghtskillsattherighttimeTosupportfifmsxpansionstrategyToensuringHRresourcesupplementshumaneresourcedemandsTosethumanresourceobjectivesanddecidinghowtomeetthem.Dohumanresourceplanningneedtoemployeesneedforacompany,itincludeinsideandoutsidepredicTheprocessofhumanresourceplanningincludesthreestepsHowmanyemployeeswillweneed?Theexpecteddemandforcompany’sproductofserviceismostimportantwhenforecastingpersonnelneedsHowmanycandidateswillbesuppliedinsideoforganizationAqualificationsinventorycanfacilitateforecastingthesupplyofinternalcandida-ForecastingthesupplyofoutsidecandidatesIftherearenotenoughqualifiednsidecandidatestofilhnticipate(dpeningsemployersfocusnextonprojectingsuppliesofoutsidecTMidiaiesrequireforecastingeneraleconomicconditionslocallabormarketconditionsandoccupationsmarketconditionsThisactivityisveryusefulforthiscompany,becauseitcanenablethattheemplomovementsintowithin,andoutoforganizationresmooth/lessdisruptivandsoundHRMdecisionmaking.Throughthese,paitheycaneffectonmanypartsinthecompanyatlastitcanbecomethecompetitiveadvantageEscapetotheWildislakeofhumanresourceplanningthroughitsdevelopment,iftheydoitwell,thenthecompanywillhasitsowncompetitiveadvantageJobanalysisJobanalysiistheprocedurethroughwhichyoudeterminethedutiesofthesejobsandthecharacteristicsofthepeoplewhoshouldbehiredtfinclhdmstwoparts:jobdescriptionandpersonspeciltsapurposeistoproduceinformationonthejobactivitiesandrequirements.IthasthreeprocesseslikenextCollectingjobanalysisinformation.TocarryoutjobanalysisneedcomprehensiveinformationabouitcertainjobWritingjobdescription.Ajobdescriptionisawritten;tatemenlofwhatthejobholderioes,howheorshedoesit,andunderwhatconditionsthejobispreferment.Writingpersonspecifications.Personspecificationshowsdetailsofthepersonalqualitiesanindividualwi11neeperformaparticularjob.Apersonspecificationsetsouttheskills,characteristiattributesthatapersonneedstodoapiarticularjobItcanenablethatcompetent,motivatedemployeeswithpositivejobattitudes,job-relatedHRMandminimizedHR—relatedlawsuits.Inthiscase,throughitsdevelopmentthecompanyisbegurEctansfeooiftthisthecompanyisdevelopingfastandbecomebiggerthanbefore.Thejobanalysisletsomecompetitiveadvantagestothiscompany.RecruitmentandselectionRecruitmentistheprocessofidentifyingtheneedforanewemployee,definingthjobattractingcandidatesandselectingthosebestsuitedforthejob.Selectionistheprocessofchoosingwhichpersontoappointfromthosethatapplyfajobvacancy.RecruitmentandselectionareusuallyconsideredasOoneicprRecruitmentandselectionareusuallyconsideredasOoneicpreovcees,swewillmakethedistinctiolmerebetweentheinitiaactionsandconsiderationwhenplanningstaffrecruitmentandtheprocessofselectinganindividualfromapoolapplicantOsThepurposeofrecruitmentandselectionRecruitmentinvolvesattractingtherightstandardofapplicantstoapplyforvSeanctioninvolveschoosingthemostsuitableeoplefromthosethatapplyforavacancythisensuresthatthoseselectedforinterviewhavethebestfitwitthejobrequirements.TheprocessofrecruitmentandselectionislikenextVacancyreviewApplyingtofillavacancyPreparationofjobdescriptionandpersonspecificationPreparingarecruitmentadvertisementPlacingtheadvertisementReceiptofapplicationsArrangeselectioninterviewsandotherselectionactivitiesWritetosuccessfulandunsuccessfulcandidatesatvariousstagesoftheprocessEvaluationoftherecruitmentandselectionprocessItcouldensurerecruihigh—qualityipplicantsifacompanyhashigh-qualityemployees,thenproductiveemployeescanincreaseoverallproductivityandimprovedchancesofselecting)estqualifiedindtrainingieedsandcostsareminimized,throughthesebestpartsandcombinewiththssscomptnpnifitcanhavehigh—qualityemployeesandtakelowcostfortheemployeestraininOgThosearehelpingthecompanydevelopingwell.TraininganddevelopmentTraininganddevelopmentrefersplannedeffortbyanorganizationtofacilitatethelearningfjob—relatedbehavioronthepartofitsemployees”。Traininganddevelopmentisalsoameanstoprovideemployeeswithrelevantskillsoastoimprovetheefficiencyoftheirorganization.ThegoalsandfunctionoftraininganddevelopingarelikenextToimproveanindividualevelofself-awarenessToimproveanindividualkillinoneormoreareasofexpertiseToincreaseanindividmadtivationtoperformhisorherjobTogrowitsownmanagersandpromotefromwithinTohelpretaingoodqualityemployeesTheprocessesofT&Darelike：nextIdentifyingtrainingneedsProducing股DplanningImplementing&DplanningEvaluatingtheprogramThroughgoodT&D,thecompanycouldimproveemployeecompetence,permanentchangeinKSAsofnewemployeesandpermanentchangeinKSAsofcurrentemployeesInaword,EscapetotheWildcanthroughthesepartsinitsowncompanytoimprovehisproduceandhisquicklydevelopmentin°theworld2.（1）Throughthecasecompany,wecanseethatthemanagementst^cvtcinresrifsuilforthiscompany.InthiscQmpaiityhas3staffbutitsstructureofthehumanresourcemanagementfunctiontihavingfullfunctioninbhisscfiwanneedtoimproveittohelpthecompanydevelopingbettertakesomeadvantagestoitFromnextpicturthecompanydidnhavethelastdepartmentinitsstructurethatisHRdirector,thisdepartmentisthiscasecompanyarebuildingnowBecauseof3staffsinthisform,insome,ope±aethaitioofHRdepartmentstafftothenumberofemployeesisoneforevery1employeesoroneforevery2employees,soitsuitab：eomanagementsituation。weonlyneedtoaddtwoorthreeHdirectorfnember,sothenewstructurepicturbike;nexi,thasfivedepartmentsandtheHRdirectoristhenewone.ThepositionsofHRdepartmentarealwaysincludingtheseDirectorofhumanresourcesLaborrelationsspecialist（directoroflabbrrelationsEmploymentmanagerPayrolladministratorBenefitsadministratorDirectoroftraining/trainingmanagerThroughthefactofthiscompanyandthetsxecw?瑚canseethenextstructureismuchmoresuitableforthecompanyManagingDirectorMarketingAdvisorPersonalAssistantMarketingAdvisorPersonalAssistantFinanceDirectoiOnlineandMailOrdeRetailOutletgurchaseandHRDirectorFinanceDirectoiOnlineandMailOrdeRetailOutletgurchaseandHRDirectorlaccountant2financesupervisors8financeassistantsSalesDirector2IT/webspecialistsImail—ordermanagerlassistantmail-ordermanager2arial3salesteamleadersDirector10storemanagers

20assistantlaccountant2financesupervisors8financeassistantsSalesDirector2IT/webspecialistsImail—ordermanagerlassistantmail-ordermanager2arial3salesteamleadersDirector10storemanagers

20assistantDistributionDirectorIwarehousemanager

lbuyingmanager

3distributionsupervisors5buyersItrainingmanager1HRrecruiterstoremanagers150ful—time/par—time/casual15dispatch/supportstaff30full-time/part-timeretailstaffwarehousestaffcustomerservicestaffarial/4arial/4arial/adminadminstaffadminstaffstaffTheHRdirectoguidesandmanagementtheoverallprovisionofhumanresourceservicespolicies,andprogramsfortheentirecompany.HeoriginatesandleadsHRpracticesandobjectivesthatwi11providea—empboyed,highperformancecultureTheHRdirectoicoordinateimplementationofservicespoliciesandprogramsthroughHRstaff,heisalsoneedtodoreportstotheCEOandservesonthexecutivemanagementteamandassistsandadvisescompanymanagementaboutHRissuesThecorporat由umanresourcerecruitersresponsiblfordeliveringllfacetsofrecruitingsuccessthroughtheorganiZWetioonnemployaHRrecruitertodealwithrecruitp'roblem.Thecorporatdaumanresourcerecruiterillplayacriticalroleinensuringwearehiringthebestpossibletalent.Developandexecuterecruiting。plansNetworkthroughindustrycont,racatsssociationCoordinateandimplementcollegerecruitinginitiatives.AdministrativedutiesandkeeprecordsSothroughthecompa,nyfactweneedHRDirectorandHRRecruitertomanagethecompany’shumanresourcemanagement(2)Thehumanresourcemanagementoperationisbasedonthelinemanagersbecauseofthelinemanagersarethelastusersinthecompany,sotheyneedtocooperatewithhumanresourcemanagerstodohumanresourcemanagementwelltoassurethecompanydevelopwell.Linemanager’sHRMresponsibilitiesareli：kenextPlacingtherightpersonintherightjobStartingnewemployeesintheorganizationsTrainingemployeesforjobsthatarenewtothemImprovingthejobperforman