人力资源管理导论

Instruction ....................................................................................... 2 1.1Functional objectives .......................................................... 3 2.1Responsibilities of the functions ................................. 4 2.2Line manager's responsibility ..................................... 6 3.0The importance of HRM ................................................... 7 4.0conclusion ............................................................................. 7

Human Resource Management

Instruction

Escape to the wild is a seller of outdoor apparel, which is a technology relatively small size of the company to use the network orders the company until six years ago to recruit a managing director of an expansion, the number of employees suddenly increased from 20 to300 people, with the employees gradually increased, but there is no clear human resource managers, the company division of confusion, so now realize that you want to add a human resources management. This report to talk about is how the chaotic management of the company into a clear division of a company, human resources management, refers to the use of modern scientific methods, a combination of human and some material resources reasonably training, organization and deployment of manpower, material resources to keep the best ratio of people's thoughts, psychological and behavioral proper induction, control and coordination, and give full play to the initiative, so that their talent, the thing lent, personnel affordable to achieve organizational goals. Therefore, requests to add a human resources management to manage the company.

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Human Resource Management

1.1Functional objectives

Escape to the wild company the scale of the gradual expansion of the number of expansion from the previous 20 to 300 people, Escape to the wild company suddenly increased so many people, and there is no clear human resources management, thus resulting in a company-wide management is very difficult，Therefore,to create a human resources management, to manage employees. Human resource management department is divided into the following four functions.If Escape to the wild company can create a human resource management department, you can predict the future supply of human resources; future human resource needs; planning of supply and demand balance; so as to formulate policies and measures to meet the human resource needs, to assess the effectiveness of planning and timely be adjusted to control and update.

Recruitment selection and induction .Employees to find with the right skills

and labor desire to work relatively stable in the enterprise

Performance evaluation. Assessment and evaluation of the performance of the employees contribution to the enterprise and work within a certain time, timely feedback in order to enhance and improve the performance of staff and staff training, promotion, payment and other personnel decisions provide the basis for.

Human resource planning. Converted into medium-and long-term goal of the corporate human resources strategy, plans and policy measures, including analysis of the status of human resources, personnel supply and demand to measure and balance to ensure that enterprises need to get the human resources needed to

Training and development.Individual employees,groups and across the enterprise, knowledge, ability, work attitude and job performance through training to improve and further develop their intellectual potential, to enhance the contribution rate of human resources.

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Human Resource Management

2.1Responsibilities of the functions

Human resource planning.

Because the company is now an excessive number of company management is in chaos, so it should be first allocated place in the number of each of the things to do, if not this function, the company will, as before, there is no clear division of labor. Training and development

Training employees so that it has effectively perform the tasks and responsibilities required skills, knowledge and attitudes;Development of staff potential, it has the ability to take on additional responsibilities and to prepare for future positions to enhance;Development of staff skills to enable them to adapt to the changing demands of business and organizations. Performance evaluation.

Performance appraisal Guide and motivate employees to take responsibility and positive contributions to employees' actions are consistent with the requirements of the enterprise's core philosophy and a healthy working environment in the enterprise, is to achieve business objectives while increasing employee satisfaction and a sense of accomplishment, and to ensure that the corporate war column the effective realization of the goals and ultimately achieve business and personal development of \Recruitment selection and induction

The one hand, determines the quantity and quality of the recruits, on the other hand affect the attractiveness of the job candidates.

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Human Resource Management

Finance Director HRM Training and development Human resource Recruitment planning. and Performance evaluation. selection induction 1 Director of 1Hiring managers 2Recruitment 1Training Manager 1Performance 5Training assistant the competent manager 3Performance assistant director of Human Resources 2Head of Human assistant manager Resources

1Selection competent of

HR manager

Management of labor contracts, employee information.

Produce a variety of attendance form, fill in the attendance records Gather relevant labor and employment

To assist organizations shore artillery training and performance appraisal of employees

Recruitment selection and induction

To develop the human resources battle plans and annual human resource requirements planning, good talent pool to help establish the company's recruitment system, the

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Human Resource Management

analysis staff Reason for leaving Performance evaluation.

Establish and maintain a fair and effective performance appraisal system. And is responsible for the assessment to try to manage.Foundation of performance evaluation and the relevant provisions of, try to reward and punishment to the relevant staff.Performance appraisal training for staff. Training and development

Enterprise development, the demand for talent to do the abundant staff expertise, and enhance staff's business skills, improve employee attitudes, the quality level of the staff to further meet the business requirements, and is also responsible for budget preparation and implementation of corporate training costs control work, and organize staff training, performance assessment work. Human resource planning.

HRM tie, according to a company the whole of his development strategy, scientific prediction, analysis of environmental change in human resource supply and demand situation.To develop the necessary policies and measures to ensure that the talent of the time required and the need to post in order to ensure the corporate battle Development Goals on schedule to achieve.

2.2Line manager's responsibility

The core value of the line manager to lead the department staff work together to achieve the objectives of the department, because a straight line departments by the Manager alone, by the Manager through the planning, organizing, directing, coordinating and controlling the department's staff to complete, and not simply to complete the sole basis of annual work objectives as a measure of job performance, but also need to line managers through good communication, an effective incentive, appropriate centralization and authority, planned staff training and personnel training ways to make the sector to achieve their objectives on the basis of achieving sustainable development.

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Human Resource Management

3.0The importance of HRM

HRM is very important for all business management personnel Employing properly Reduce staff turnover

Enable employees to work hard

The efficiency of the interview can save time and effort Employees that the remuneration is fair and reasonable

Appropriate training to employees Business executives through others to achieve their own objectives, which makes the human resource management compared with other categories of management is particularly important.

The company created the department of human resources management, as opposed to provide housing development-related training opportunities, making the original staff excellence, and recruitment into plans to standardize the observations are not uniform from the previous unified. Different managers enough time to manage their own departments to handle their own affairs, not deal with some of the things now HR. Company are filled with a positive atmosphere so as to drive the company's employees and managers, individuals will have something to give some organization desire to obtain, and between organizations will be provided for the personal expectations of harvest a tie .Although it is not a tangible contract, but it does play a tangible contract. This is the psychological contract

Business growth and staff development to meet the conditions set out by a paper contract,but also because of the dynamic changes can not be stated,but the enterprise and its employees are still able to find the decision -making \like a piece of paper \ 4.0conclusion

In this report, we introduce an enterprise is a substantial increase in the number of employees, and the enterprise and human resource management, resulting in internal chaos, and now, creating a human resources management, and an increase of four

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Human Resource Management

functions,including the division of the positions of the various departments, as well as create some changes in human resource management employees.Finally, we know the importance of human resource management department

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