Reference answer to the formative assessment of human resource management: S; p； w7 G K6 Q
Operation 1 1. Human resource management planning of Suao Glass Company; J) b) P' k 1 O* X
Reference answer: If an organization, especially an enterprise, wants to survive or develop and has a qualified and efficient personnel structure, it must carry out human resources planning and formulate corresponding human resources strategies. Human resource planning refers to the process of predicting future organizational tasks and environmental requirements, and providing personnel to complete these tasks and meet these requirements. Its purpose is to make the most effective use of the shortage of talents for the benefit of workers and organizations. When making human resources strategic planning, it is necessary to determine the number and type of personnel needed to complete organizational goals, so it is necessary to collect and analyze all kinds of information and predict the effective supply and future demand of human resources. After determining the type and quantity of required personnel, the human resources manager can start to make strategic plans and take various measures to obtain the required human resources.
4 Q$】！ N/ C3 q# |2 Our Suao Company has specially organized forces to analyze and predict the needs of the company's managers and professionals, taking this result as the basis for the company's human resources planning and for the line manager to make an action plan. This fully illustrates the importance of human resource demand forecasting. At the same time, the managers of the company are required to make scientific and detailed prediction and analysis on personnel management in 14 aspects, so as to lay a good foundation for the company's personnel recruitment and job placement. & ampb( K2 v* u，c，g9 | & ampm" Z# S# ~
Second, Huawei's human resources system foundation
7 Z”O，v； S' d 1 z job analysis, also known as job analysis, is the analysis of jobs in enterprises or institutions, that is, the process in which analysts use scientific means and technologies to decompose, compare and synthesize the structural elements of jobs in similar positions and their interrelationships, and determine the characteristics, nature and requirements of job elements in this position. Job analysis is of great significance in the development and management of human resources. (1) It is the basis of scientific personnel management. (2) It is the need to improve the real social productivity. (3) It is the objective requirement of modern enterprise management. (4) contribute to job evaluation, personnel evaluation and personnel quota.
N8 M 1 j3 G6 V Huawei's work in this area is mainly based on the actual situation of enterprise transformation, job analysis and human resources analysis and prediction, and achieved good results. It fully explains the important role of job analysis in enterprise development. ，o7x/[& amp； H- z" b( _) t' J0 j
Homework 3 1. Siemens' human resources development. `，M7 z$ K2 u！ q！ _ s
(1) What are the characteristics of Siemens' talent training system? ^/ V7 _ 4h & amp； ` 2 x8 O
There are various forms of training, such as new employee training, elite training in universities and on-the-job training for employees.
& ampg！ {9 \* v8 Y( o "！ Ten, the training content is formulated according to the management knowledge and the needs of the company's business. With the development and changes of the two, the training content is constantly updated. -7 L 'Oré al Company. e6k & amp； |
(2) The significance and characteristics of on-the-job training for Siemens employees.
)| 5w； z！ \) I3 ~* t5 _ 1 @ In the increasingly competitive world market and rapidly changing business activities, people are the most important force, and knowledge and technology must be constantly updated to adapt to the business environment. Siemens' on-the-job training has continuously enhanced employees' knowledge, skills and management ability, thus improving the overall competitiveness of the company and becoming an important guarantee for Siemens' unbeaten.
% m-f； h，Y6 u！ T "O" _ (G+W "W7E (3) What is the significance of Siemens' human resources development for China enterprises?
: X: o/ ]8 i, \9 N. J7 I. Case Analysis "Staff Appraisal of Tianlong Aviation Food Company"
6W7 [(x "Q8 \+L 1。 What method do you think Luo Yun used to evaluate Marbolan and others?
$ X+ A: e9 H 1 N x. X Luo Yun used the impression evaluation method to evaluate the performance of Ma Lao and others. In the case, Luo Yun knew the strengths and weaknesses of the old horse, and evaluated and scored according to his personal understanding of subordinates. Luo Yun first gave the old horse a total of 6 points, and then began to consider how to allocate points to the old horse. This is obviously an impression evaluation method. 0 ~5 L8 m. `* C' }: i
2. Is Luo Yun's evaluation of the old horse's performance reasonable? Is there a convincing reason why the old horse is not convinced?
5i0V5 A3e% R7F6] (1) Is Luo Yun's evaluation of the performance of the old horse reasonable?
7 Y 1 o. n# _) q( r/ \ Luo Yun's score for Ma Lao is obviously low, and his evaluation of Ma Lao's performance is not very reasonable. 3 p8 m* U 1 D$ E- v. N4 O: L- Z
(2) Is there a convincing reason why the old horse is not convinced? -Q8 Z & amp； E3 `4 d7 Q# t, me! h
A. Impression evaluation method is easily influenced by subjective factors and mixed with personal feelings, which is pushed from one point to another. Although Ma Lao's work ability is very strong, his work performance is good, and he has a good relationship with his subordinates and customers, Luo Yun paid no attention to his health to Ma Lao, which led him to take three months' sick leave and showed himself too much, which impressed him deeply. x8 N: Z% s/ K/ S5 t
B: To be fair, Ma Lao is very good at dealing with people he values, including … several of them have been promoted and become managers in other regions. Generally speaking, Ma Lao has done a good job this year.
" ? @6 `* w8 }9 @8 |" d9 g8 d- M I think as a district manager, we should consider this objective factor. Although showing yourself too much is the shortcoming of the old horse, it is also necessary to report to the manager. - O6 j6 ^% H0 z
3. What needs to be improved in the performance appraisal system of Tianlong Company? What reforms do you suggest the company should make?
7 S. f3 C9 M0 C" x/ q( 1) What needs to be improved in the performance appraisal system of Tianlong Company? . f. S% x( v 1 A8 w/ a v
From impression evaluation method to performance evaluation method. Performance evaluation system is an important mechanism for organizations to control the process of achieving goals. The performance appraisal of employees should be evaluated fairly and objectively. The performance appraisal system of Tianlong Company needs to be improved.
F.m！ Q7 S4 ]- C(2) What reforms do you suggest the company should make? 3 n8 s$ K- r) v A
(1) Tianlong Company shall, according to its own characteristics and actual situation, formulate appropriate evaluation standards and methods, and try to quantify and refine them. x”k9c！ Y. Q% I- G6 C
(2) Do a good job in the ideological education of employees before the evaluation, indicating that the evaluation is a response to past work.
$ k6 B- R( T2 S: n. K+ _③ Performance appraisal is one of the important references for employees' promotion, but not all. The promotion selection criteria may
T2 y & amp； F( b# 【 quantitative assessment, competitive promotion, open conditions (@5 e$ T8 v! A+ h: U
I. Case Analysis of Salary System of Department Store A \ \ 2i&; [; L5 N) y6 l" q# I( |
1. This department store implements a performance-based work system. Please discuss the contents of the book on page 2 12. )
5p:w-p2s+j6g； O1b: y $ e.x2. Features and functions: In the performance-based pay system, employees' wages are directly linked to performance, which can mobilize the enthusiasm of employees, especially excellent employees; Because the wage cost changes with the change of sales volume, profit rate and other indicators, it can prevent the wage cost from expanding excessively; Intuitive and transparent, simple and easy, with low development cost and execution cost. There are also some shortcomings in the performance compensation system: it leads employees to pay too much attention to short-term performance and ignore long-term performance; It is easy to lead to a large income gap between employees and affect the harmonious relationship between employees; Causes employees to ignore non-sales tasks such as after-sales service; The income stability of employees is relatively poor. | & amp？ ! I2 }8 ]5 j3 b
Second, the case study * E! d E“| 4”； T) E0 U
The corresponding countermeasures taken by the organization when employees are in a "stagnant state"/g&; C* W/？ (]0y & amp； n 1 S
Use career management theory to analyze this case.
0o； O & ampk； K & ampJ- K$ K career management is a process in which a person plans and designs the career he wants to pursue and the height he wants to work hard in his career development, and constantly accumulates knowledge and develops skills in order to achieve his career goals. Generally, it is achieved by choosing organizations and jobs. In organizations and jobs, skills are improved and positions are promoted before they can be brought into play. Mainland banks set up two steps: technical posts and management posts, so that employees can be promoted from different channels and have a sense of accomplishment when realizing their self-worth. Through on-the-job training and study, the generation and spread of job burnout among employees can be avoided, so that employees can maintain a sense of accomplishment and freshness in their work and effectively promote their work. Employees can get happiness and a sense of accomplishment from more challenging occupations and rich work content, and enterprises can also benefit from the achievements brought by dedicated employees to achieve a win-win goal.
0 i7 u2 O5 S- J7 O) L+ Y: }" y8 Y，i+ ~: J/ ~！ V
Class discussion case: human resource recruitment of an IT company in Beijing (40 points)
. S- s/ U7 |8 F6 S" i0 B 1 x！ N (Students are required to watch the video teaching material about the recruitment case of the human resources supervisor of Beijing Jinyikang Company, and discuss it in the form of study groups (5-6 people in each group) under the guidance of the instructor, and then the group leader will speak on behalf of the whole class according to the analysis of the members of this group, and then the instructor will comment on this case; Finally, let each participant sign the group speech and give it to the teacher to record the physical examination results. )
8 x3 t s5 O4 f#？ For the content of the $ L case, please read the video textbook first ..............................................................................................................................................................
1. My opinion: (40 points)
6 I; W. b4 f0 Q* N" r( b- b% D 2, record students' speeches (30 points) "I &；; ]:N u & amp； p' @( o 1 `# T( _，{
Students speak (only the main points are required to be recorded):
& Y2O2B'd-E5Nz3, classmates (only the main points are required):&; @ 1 _! h# P' |，？ * ]
4. Students (only the main points are required): 0d1c4p; h & ampP0 V8 I9 y }/ c
5. Students (only the main points are required):
& SGD G; t & amp]; N% _2] 6。 Classmate (only the main points are required):&; A3 m( A# C+ W' I- n' b( j
Summary of the group leader: (20 points)
B3 W) W: R4 u4 [The group leader summarizes in the class and speaks on behalf of the group: (10)
，]K5 } $ l4f(y & amp； N I post the analysis and discussion process of this case by CCTV teacher Wang Chengxian and my classmates here, so that everyone can answer this assignment in combination with what we discussed in class.
h 1V . V； ^# D Discussion process:. w {/ R+ O w) u8 O* J( M
Mars: After watching this VOD, I think Jin Yikang Company can set out from reality, make recruitment plans, implement recruitment strategies, find candidates and adopt reasonable methods. According to the actual situation to determine the network, media and other recruitment channels. At the same time, it also uses indirect methods to judge the comprehensive quality of recruiters, such as asking about movies and understanding products. Repeatedly check and evaluate the ability of candidates and use the probation period to achieve the ultimate recruitment goal of the enterprise-to determine the contracted personnel of the enterprise. Jinyikang Company makes good use of the pyramid model of recruitment output in terms of recruitment input and output, and reasonably determines the number of recruits. Selecting talents according to scientific procedures and taking talent selection as a science will save the company from wasting more enterprise resources. However, in terms of input-output ratio, the company needs to further improve in order to achieve the purpose of rational allocation of resources. 8 X8？ " z) L3 l
Wang Chengxian: How to acquire talents? It is one of the difficult problems in the practical work of human resource management.
; 4 w4, R- u-? . R 1 u Lv Fangfang: Well, to support the teacher's statement, this is also the main problem in daily personnel recruitment. I think it depends on an effective recruitment process. ; O$ z- `- ~" J
Mars: How can we get talents? How can we retain talents? Only those who understand talents can seize talents! Only those who cherish talents can retain talents! Hmm. How interesting
6 r* g% z！ \: R 'E6bSharla Cheung: There are two basic types of integrity testing for paper and pens. Public testing and secret testing; In the process of selecting and employing people, in addition to the paper and pencil test, we also use the interview method to examine a person's integrity level. It is an ideal method to combine situational assessment with structured interview in the interview of patterned behavior description. $ @7 y6 _4 D: v% x！ j
Wang Chengxian: The textbook introduces several types for your reference. -_，D) D7 k4 v G) }5 J
Lv Fangfang: Hello, Miss Wang and Miss Li. Several students in our group work in a bank. They are not convenient to surf the internet. We communicate well in our spare time. I will speak on behalf of our discussion group. Please forgive me.
1 b5 \, [1 X3 }5 B0 Z2 I have carefully read the recruitment case of the head of the human resources department of Beijing Jinyikang. First of all, the company's recruitment process is very clear, and the procedure is probably like this: 8n &；; [! ? 6 X，y%？ 7 U: n，z3 x3 D
● There are six steps in the recruitment process: (1) recruitment plan; (2) Recruitment strategy; (3) looking for candidates; (4) selection; (5) Check and evaluate and give feedback to recruiters; (6) sign a contract.
0v3 R/I； I4 J$ u, Q ● There are six steps in the selection process: (1) apply for receiving; (2) Have a heart-to-heart talk beforehand and clarify interests;
! D 1？ “Z- \9 N4 d！ C: E (3) fill in the application form; (4) quality evaluation; (5) review the interview; (6) background investigation.
4) s/` (h4q) In these links, the company has made great efforts in the initial examination and second examination, because these two links are two important links in personnel recruitment and selection. They use "test questions" to evaluate the basic quality and knowledge of job seekers in the initial test, and use some good methods flexibly to prevent the real aspects of job seekers from being invisible in the evaluation of "test questions", but they use some skills in the proposition. At the same time, the talent evaluation tool is also used, which is a relatively thorough evaluation tool. . I * b( o: w! J2 w！ n
During the second interview, the company interacts with job seekers in the form of "face-to-face communication". This role is particularly important. The manager's behavior has a great influence on the understanding of job seekers. If the job seeker is ready to accept the job, then the manager's behavior conveys the essential information of the job to the job seeker. In order to ensure that the information conveyed is positive, the manager should do the following work:
+k # V & amp； P 1g-F3 s- let job seekers know their status in the recruitment process. 5 h7 x/ a$ d6 b* u i！ F: K0g.
-Arrange interviews at the candidate's convenience.
- e！ J3U:H2E I, H:R9H5d $ u- Let candidates talk to their future colleagues. This gives them a chance to ask questions that they didn't ask the manager, and also gives them a feeling that everyone likes to work for the company.
/S" f' m' K0 f I also have some experience in human resources, and I have assisted in personnel recruitment. The process is basically the same, but in some respects, it is not as detailed as this company. Therefore, there are many difficulties in personnel's work: (1) It is difficult to obtain suitable candidates; (2) The actual work performance is inconsistent with the interview performance; (3) The employed personnel do not conform to the job requirements or cannot integrate into the company culture; (4) personnel flow too fast; (5) The recruitment cost is too high; The price of wrong selection is 0r1C3 @) v * E8j |&; d) h 1 E
If there are mistakes in recruitment and selection, the company will pay a heavy price and suffer huge losses. Mistakes in recruitment and selection will lead to many phenomena that we don't want to see:
1 g5 e，u2 S5 X. [( o？ Employees are not competent enough to complete assigned tasks and achieve work goals, thus affecting the achievement of the goals of the whole team; :V！ G2 [: a( M" X' ~，V0 z
? Employees' work enthusiasm is not high, their sense of responsibility is not strong, and they lack work enthusiasm;
* X/ {7 b$ d% _# ^5 r？ Low working efficiency of employees;
# V# @8 L' L" O. z？ The actual work performance of employees is inconsistent with the performance during the interview;
* |; U4 A# S5 a？ Employees complain about wages; % t2 }6 X% h6 k
? Poor communication and problems in teamwork; "I; c8 L6 Q2 p 1 k) m
? The employee violates the company system;
; X( @/ e% |- t Through this discussion, I also learned a lot. I hope it can be applied to work practice.