Middle layer onmouseover = displayad (4); onmouseout = hideAd()； onclick = link click(4)； & gt human resource planning is seriously inadequate.
Our suggestion is to establish a demand and supply forecasting system for middle managers. In the case, the reason why Yuanxiang Company has a middle-level manager fault is mainly due to the lack of necessary planning for the human resources level of middle-level management. If the internally promoted middle managers lack the necessary management skills, once someone retires, it will be difficult to find a competent successor and keep them for external recruitment.
1. Middle managers can't buy it at any time. It needs a training process and long-term consideration.
2. With the change of external environment, the quantity and quality of human resources must be adjusted.
3. The changes of the enterprise management team itself, such as retirement and resignation, result in job vacancies and insufficient human resources, and the supplement of human resources requires a certain skill adaptation period, which needs to be arranged and planned in advance.
It is suggested that Yuanxiang Company do a good job in human resources planning, especially the demand forecast and supply forecast of middle managers. Human resource planning includes three levels:
Here, it is particularly emphasized to do a good job analysis of middle-level managers, analyze the education level, work experience, work skills requirements, interpersonal requirements, spiritual requirements, physical requirements, working conditions and risks of competent middle-level managers, and provide training and guidance for grass-roots employees in Yuanxiang Company suitable for promotion.
The main influencing factors of enterprise human resource demand forecast;
1. Business of the enterprise.
2. Expected turnover.
3. The impact of improving product quality or inputting new decisions on human needs.
4. The influence of the change of production technology level or management mode on people's demand.
onmouseover = displayAd(4)； onmouseout = hideAd()； onclick = link click(4)； & gt human resource supply forecasting method:
1. skills clearing.
2. Management personnel qualification chart
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3. Manpower succession plan
Middle managers are either one or the other.
It is suggested to reserve middle managers. Through the analysis and research on the serious shortage of middle managers in Yuanxiang Precision Company, we found that Yuanxiang Company decided to recruit from outside when it encountered problems in internal promotion, especially those good students majoring in business management, in order to prepare for the promotion of middle managers in the future. Unexpectedly, two years later, everyone left the company. There is no way but to return to the old road of internal promotion, and the problem remains unsolved. This way of selecting and employing people is either one or the other, which will inevitably lead to the fault of middle managers.
1. Multi-channel selection of middle-level managers to expand the source of suitable personnel.
According to the company's development strategy and human resources planning, Yuanxiang Company should make the number and structure of middle-level managers meet the requirements of the enterprise through predictive recruitment, training and on-the-job training, including forward-looking recruitment and internal training, and the external recruitment channels are not limited to campus recruitment. The current recruitment channels are: talent exchange center, job fair, employee recommendation, talent hunting and so on, all of which are good ways to recruit middle-level managers. A useful tool here is the pyramid generated by recruitment. Through this method, the human resource management department can know how many applicants must be attracted at the beginning of recruitment in order to obtain the final qualified management personnel. Only in this way can we establish the source of living water for middle managers.
2. Successful selection will reduce the wastage rate of the reserve team.
Yuanxiang Company has obtained many well-trained business administration students through professional recruitment agencies. After two years, these students all went their separate ways. We think there are problems in the selection and appointment.
(1) Pay attention to the pursuit of cultural values of college students. At present, the phenomenon of brain drain of some outstanding talents in various enterprises occurs from time to time. The main reason is that they don't recognize the culture and value pursuit of your enterprise. Therefore, the successful choice should pay attention to the talent pair onmouseover = displayad (3); onmouseout = hideAd()； onclick = link click(3)； & gt the degree of recognition of corporate culture and value pursuit. Only intellectual factors such as performance and ability are considered. What suits you is the best. In the selection and employment of student graduates, we must never forget this.
(2) Do a good job in career planning and retain talents. 1998, Tsinghua Tongfang found in a large-scale survey of middle and low-level managers who resigned. Half of them are caused by dissatisfaction with their future and boss. Now career planning is an important bargaining chip to retain talents. When these outstanding college graduates enter the enterprise, Yuanxiang Company will tailor their career plans according to their personality characteristics, make ideal commitments among these graduates who have recognized the company's culture and values, establish their work prospects and help them realize themselves. They won't choose to leave for a certain period of time.