HND人力资源管理报告.docx
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HND人力资源管理报告.docx
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HND人力资源管理报告
1.0Introduction
EscapetotheWildisasuccessfulcompany,whichsellsspecialistclothingforoutdoorleisurepursuitsthroughmailorderandthroughasmallnumberofretailoutlets.Itisaprivatelyownedcompany,whichhasbeeninbusinessforover15years.Initially,therangeofitemsavailableinitsmail-ordercataloguewasextendedandthecompanytookoverlargerwarehousepremisesforstockanddispatchofgoods.Fouryearsago,itopeneditsfirstretailoutletand,sincethen,constantlyincreasedotheroutlets.Twoyearsago,itsetupawebsiteforcustomerstoordergoodsonline.Asthebusinesshasexpandedandbecomemorecomplex,theworkforcehasincreasedfrom20toapproaching300.Theneedformorestaffhasbeenidentifiedrightacrossthecompany.
Butmanagersrecruitthestafftheyneed.Salaryadministrationisoutsourced.Andstafftrainingisadhoc.Mangersthinktheyspendtoomuchtimeonwhattheyconsidertoberoutineandadministrationissues.Andtheincreasingnumberofemployeeshasresultedinthefinancesectionspendingtoomuchtimeonstaff-relatedissuesandtheyfeeloutoftheirdepth.SoEscapetotheWildneedtocreateahumanresourcefunction.
Thereportisadvisingthemanagingdirectoronthehumanresourcefunctionwouldbeappropriateforthecompany.Inthereport,therehavedescribeatleastfouractivitiesthatthefunctionwillundertake,thepurposeoftheactivitiesandwhytheyareimportantforhelpingthecompanytosucceed.Inaddition,thereportgivetherecommendationsandreasonsaboutthestructureofthehumanresourcefunction,includethenumberofstaffshouldbeemployedinhumanresources,therolestheywillundertakeandtheirreportinglines.Andexplainsthehumanresourceresponsibilitiesleavewithlinemanagers.Thenisstatethebenefitsforindividualemployeesofthecompanyhavingahumanresourcefunction.
2.0Mainbody
2.1FourFunctionsoftheHR
Humanresourcemanagementisconcernedwiththedevelopmentandimplementationofpeoplestrategies,whichareintegratedwithcorporatestrategiesandensuresthattheculture,valuesandstructureoftheorganization.Throughaseriesofprocessforemployees,mobilizetheenthusiasmoftheemployees,playemployeespotential,createvalueforenterprises,toensuretherealizationoforganizationalgoals.Keyfunctionsofhumanresourcesmanagementishumanresourcesplanning;recruitment,selectionandinduction;employeerelations;payandreward;jobdesignandevaluation;traininganddevelopment.Fourfunctionsthatreportsuggestisrecruitment,selectionandinduction;jobdesignandevaluation;traininganddevelopment;employeerelations.
Recruitment,selectionandinduction,recruitmentisthroughvariousinformationwaystoattracttalent,andaccordingtocertainstandardschoosejobcandidates,withplentyofquantitytosatisfytheorganization’shumanresourcesneedofprocess.Selectionisselectapplicantsfrommostlikelytochooseajobororganizationeffectivelythatthemostappropriatepersonnelprocess.Inductionisthecandidateswhoownabilityfittotherightpositionincompany,atthesametime,theprocessmustbedonefairlyandlawfully.Thesefunctionisallowthecompanytousethefreemanagersfrommanagementtasksrelevantrecruitment,ensureasystematicapproachtorecruitmentandafairapproachtorecruitment,alsocontinuetosupportneedtomorestafftosupporttheexpansionofthecompany.Andtheseactivitiescandisplayasformulateandsendoutapplicationpacks;maketheadvertisement;releasetheinformationonline;orarrangeselectionmeetingsandotherselectionactivities.Inthecase,thecompanyiscontinuingtoexpand,andtheneedformorestaffhasbeenidentifiedrightacrossthecompany.Duetotheincreaseinthenumberofemployees,managementemployeeswasincreaseddifficultly,sothecompanyneedsaspecialdepartmenttomanagetheemployee’srecruitment,selectionandinduction.Itcanhelpthecompanypickoutthesuitableemployeesandensurethatthecompany'shumanresourcesapplicationissufficientandhighquality.
Jobdesignandevaluation,jobdesignisaaccordingtoorganizationandindividualneeds,toworkcontents,functionsandworkingrelationship,thuseffectivelydesignedtoachievetheorganizationgoalsandmeettheneedsofindividualsprocess.Jobevaluationisaccordingtocertainjobevaluationstandard,toworktheformal,thesystemofcomparisonandevaluation,alsoreferstomeasureataskorworkforagroupofrelativevalue.Jobdesignwillhelpthecompanyimprovementandperfectofemployeerelationsandmotivatetheirenthusiasm,andevaluationcansupportfairemploymentpracticeandafairpolicyaboutpayandreward.Theseactivitiesincludecreatecommondescriptionswithemployeesaboutnewjobsorcurrentjobs,andarrangestaffmeetingtoensurejobcontent,alsocanevaluateemployeescurrentlyworkperformance.Tothecompany,themanagersalsoconcernedabouttheinconsistenciesinjobdescriptions,recruitmentandselectionpracticesandmattersrelatingtoemployeepayandconditions.Companiesneedtohavethejobanalysisandjobdesigntoemployees,itwillhelpemployeesresponsibilityandpropitioustodistinguishretaintalent.
Traininganddevelopment,trainingmeansorganizationstoadoptvariouswaysonemployeeswithplansoftraining,soastopromoteorganizationefficiencyandtherealizationoforganizationalgoals.Developmentisbroaderinscopeandconcentratesongetanewabilitybeneficialinthepresentandfuturework.Thesefunctionshelpthecompanybettertrainingemployeesandretainthehighqualityemployees,andthenitcangrowitsownmanagersandfrominternalpromotedemployees,alsocanenabletrainingtobemorefocused,systematicanddirectlyrelatedtobusinessgoals,andprovideastrategicapproachtotraining.Theseactivitiessuchasundertaketrainingneedsanalysisandanytrainingadministration,providetrainingadviceandguidancetoemployeesandmanagers,alsoproducecostedtrainingplans,sourcetrainingproviders,anddeliverin-housetraining.Inthecase,themanagingdirectorhasexpressedhiswishthatthecompanytakeamorestrategicapproachtothewayitrecruits,trainsandpromotesitsemployees.Itmakesthecompanyneedtohaveemployeestraininganddevelopment.
Employeerelationsreferstothecompanyandemployees,staffandemployeerelation,employeerelationswilltoenterprise’sdevelopmentpotentialstrongimpact,theenterpriseshouldguidebuildpositiveworkenvironment.Employeerelationscanattractandretaingoodemployees,improveemployeeproductivity,increasingstafftoenterprise'sloyalty,improveworkingmorale,andpromotesthecompanyperformance.Employeerelationsactivitiesisthecompanyshouldactivelycultivateemployeeaccordancedegrees,strengthenandimprovetheemployeerelationshipmanagement,andfullyrespectemployees'opinionsandSuggestions,alsoneedfairandimpartialevaluationstaff,andtoletemployeesfeelownvalue,thentheycanprovidecommunicationopportunitiestostaff.Inthecompany,someemployeesareleaving,astheyarefeelingdissatisfiedwithwhattheyseeasanunfairapproachtohumanresourceissues.Companyhastorealizetheemployeerelationisveryimportant,andtoestablishgoodrelations.
2.2FactorsandEffectsonChoiceoftheHRFunction
Atpresent,thesizeofthecompanyhasapproximately300employees,andtherehavealargecostratherthanbenefittoHRfunction.Andthecompany’sgrowthrateisquickly,HRwillbeaffectedtoexpertise,suchasrecruitment,trainingandinductionemployees.Andnow,company’sdecisionmakingbymanagers,etc,althoughtheycomplainaboutspentmanytimeonHRactivities,theymaynotbehappytohavedecisionmadebyHRfunction,whentheyprevioushadindependencepower.Companyhasmanyproblemsincurrently,suchasadministration,financesectionspendingtoomuchtimeonstaff-relatedissuesandtheyfeeloutoftheirdepth,andinconsistencies.HRfunctionishelpfultosolvethecurrentproblemsandwillshowthatHRfunctioncanaddvaluetothecompany.Theactivitiesthemanagingdirectorwouldliketoseeaddressedthatistakeamorestrategicapproachtothewayitrecruits,trainsandpromotesitsemployees.ThecurrentstructureofthecompanywillaffectreportinglinesfortheHRfunctionandhowseniorHRmanagercouldbeinthecompany,suchasreportingtoadirectorandtothemanagingdirector.Company’sHRfunctionhastoprovidefairemploymentpoliciesandprocedurestoallemployees.
2.3TheStructureoftheHRFunction
ThelinemanagerisFinanceDirector,becausethefinancedirectorhashandlesmanyHRqueries,suchasissuesemploymentcontractsanddealswithrequestsforspecialpaidleave.Andmanagerdirectorsometimesistherepresentativetodecisionmaking,thereforetheywoulddonotwanttoalsodonotliketohavedirectorlinemanagementforHR,itwillweakentheirrights.Inaddition,tothecorporatemanagementteam,buyrightoftheirknowledgeofHRactivities,wantoappointandHRmanageratthesamelevelasthemselves.
Therehave3peopleintherecruitment,selectionandinduction,eachpeoplemanageaspect.Andbecauseofthejobdesignandevaluationaredifficulttomanage,soithas2peopletoworkrespectively,soasthetraininganddevelopment,eachhave2people.Employeerelationskeyiscommunication,andcommunicationisneededtimeandmethod,soithas4peoplespecializesinthis.
2.4TheRolesandResponsibilitiesoftheHRFunction
HRmanageristodevelopanHRstrategy,thatincludingrecruitment,selectionandtraining,andhelpemployeeshavedevelopmentinwork.T
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- 关 键 词:
- HND 人力资源 管理 报告