英國企業人力資源dissertation代寫，British enterprise human resources management

According to the arrangement of the state-owned assets supervision, the author to the state-owned assets supervision organization "large foreign enterprise human resources management English training group", in September 1, to September 21, in Britain for 21 days of training and research. Here with his this to the feeling of the investigation to attend training analysis and comparison enterprises in our country present situation of human resource management, as some points of thinking.

Human resources management strategic choice with the enterprise development strategy must be different choice and change. In this training expedition, and whether the instructor or British enterprise human resources management department in charge, they introduce how to choose in enterprise human resources management strategy emphasized, enterprise management of the human resources of the strategy for enterprise development strategy must be service, along with the choice of enterprise development strategy or adjust and make corresponding change. For enterprises in market competition environment and weigh based on their own competitive ability, it is to use the steady market advantages strengthen existing type strategy, or consolidate market advantages of cultivating or to open up new markets go up in the field of development-oriented strategies, to the enterprise human resources quality skills requirements, structure and configuration of the reality and the potential demand is different. Scottish enterprise association introduced to the royal bank of Scotland, for example, in the enterprise strategy development have three options: one is through the attract and retain the high-end customer to the pursuit of higher added value to improve enterprise efficiency, 2 it is through expanding the ordinary users and increase the income, 3 it is to use more information network technology increase online portfolio reduce costs to increase profits. In view of the above three different kinds of enterprise development strategic choice, they made a different human resources management strategy. For the first option, the corresponding strategic human resources orientation is to reduce number of employees, improve employees for the high-end customer service ability; For the second choice, it needs to increase the number of employees, improve the staff's focus on promoting ability; For the third option, is to reduce the number of existing staff, to improve the staff information network application level and at the same time, IT attracts talents. In other enterprise expedition to talk about their human resources management strategy, the other side also always emphasizes and enterprise development strategy of relevancy. For example a British beer brewing group company, and when the market development made mainly from Europe to the world, especially the key to develop the Chinese and Indian two big market of strategic adjustment, the covers in countries such as India, in the branches of the staff recruitment conditions, screening program, performance appraisal content and method, the content such as encouraging method of human resources management strategy, and then has a corresponding change, the purpose of which is to make it more can adapt to these countries policies, laws and regulations, the humanities environment, market rules and needs features objective need, better to achieve the company's development strategy service.#p#分頁標題#e#

To the enterprise human resources needed for the subdivision, is planning good enterprise human resources management strategy of premise. How can we make the conform to the enterprise, to adapt the actual requirement for enterprise development strategy of the right human resources management strategy, is every enterprise managers get answers to one of the most important problem. In our investigation of British administrative departments and the enterprise, most of them adopt "needed to human resources subdivided" approach, this gives us very beneficial enlightenment.

The first kind is intelligence and skill level is high, but not possible or would like to for a special type of enterprise long-term service talented person, such as external experts, part-time advisers, consulting institutions and so on, they can only for a short time for enterprise service, although the enterprise value created for service time is limited and not can be very large, but to cooperate with the enterprise to solve some problems in the field of technology is very necessary, the resources to enterprise's dependency is small, so only as cooperation partner. The second type is intelligence and skill level is low, the enterprise to the demand for small and are ready to hire from society, be engaged in the enterprise auxiliary work staff, such as the entrance guard, cleaner and the general staff, etc, the enterprise does not rely on this part of the employees to create the value of how much, so will it be as auxiliary employees; The third type is with high intelligence and skill levels and willing to or have long-term service to enterprises, can continue to create a lot of value for the enterprise, is the enterprise development and indispensable is highly dependent on the core of human resources, and the team is enterprise's core employees; The fourth class has the intelligence and skill level is not high, engaged in the enterprise the important technology or management position working staff group, and they have certain skills and experience, can long-term stability for the enterprise to create more value, so they and the enterprise has a certain mutual dependence between, the ordinary employees group is the enterprise can rely on a relatively stable of human resources. The enterprise human resources for the above division, enterprises in making human resources management strategy, can formulates target-oriented some steps and measures, to follow in accordance with market equivalent of partners to exchange rules of intelligence and skill advantage for enterprise services; Maximum incentive and make full use of the core staff's enthusiasm and creativity to the development of the enterprise services; Stable, training, encourage general staff group for a long time for enterprise to create greater value; Auxiliary staff to give basic work and life of the attention, can be used as the auxiliary dynamic management enterprise human resources.

High attention and strengthen the training of personnel, does well thehuman resources management is the foundation. Whether the British government or an enterprise, attach great importance to the person's training. From the government level, the British government in the first half of this year has just passed a law, to 16 to 19 years old on youth skills training. In order to do the work, at the same time use the law provisions specified, the staff more than 300000 pounds in total wages of the enterprise, according to the proportion of the total wages must be handed in special tax, to establish training fund, special for unemployed young people and other unemployed personnel skills training. For enterprise to organize, compliance with government training guidance of the direction of job-transfer training, the government will from training fund fund certain funds to grant a fund, it greatly aroused the enterprise to staff training the enthusiasm, for multiple channels do personnel training work, for government agencies and enterprise reserves and conveying the human resources have created favorable conditions. From the business enterprise level look, a lot of enterprises are set to staff the training plan and implementation methods, in the specific form is more agile, degree education and non-academic education combined, comprehensive training combined with special training, on-the-job training and off-job training, and the combination of traditional face-to-face with online training, and the combination of long-term training and short-term training combined. The expedition to contact the several enterprise, to accept the training of the staff, all to implement the training with salary, unified training expenses shall be borne by the company. The government and the enterprise coordinated to strengthen the training of personnel, to ensure that the enterprise has a high quality and quantity sufficient human resources to lay the foundation.#p#分頁標題#e#

To adhere to the people-oriented concept, is strengthening human resources management, promote the enterprise and its credibility, the enhancement enterprise managers cohesive force, the strengthened enterprise management behavior in the execution of the key. In the training period, no matter from professor lecture as set forth in the human resources management theory, or from Scotland administrative authority, the trade ministry training center, Britain WanBaoCheng Chinese to intermediary company and a British beer brewing group company human resource management work practice, are always running through the "people-oriented" basic ideas. In their employees recruitment, employee satisfaction survey, performance evaluation and promotion mechanism design reward, human resources management each important link, everywhere in order to respect employees, understanding staff, trust staff, service employees and fair treatment of employees as the basic standards of human resource management. Pay attention to employees all-round, multi-level inner demand, not only from the positive understanding staff positive demands, and through the satisfaction survey means understanding staff negative reflect; Not only know the result of the external performance, but also on the produce a positive or negative effect cause. For some with the negative consequences of universality, fully heed and absorb the opinions of the employees, in the improvement of the organization's work. The human-oriented management practice, promote the credibility, enterprise cohesion and leader in the execution of ascension, have a better way to realize the staff in the enterprise growth be benefits, the enterprise is in individual staff get development goals.

Modern information technology to improve the human resources management efficiency and management level provided a condition. From the investigation of administration for Scotland and British several administrative departments and the company's human resources management situation, telephone, Internet and other modern communications and information technology has been widely used in human resources management work. The Scottish administration bureau human resource management information center make full use of the telephone and E-mail to rapidly and accurately collect classified collection, and feedback information, greatly improving the management of the work efficiency, reduce the management level and management, to reduce the cost of management. Analysis is our country enterprise human resources management present situation, although some enterprise has attempted to use of modem information technology to carry out human resources management, but also of a few. Most of the large, management level more of the traditional industry class enterprise, whether in each different independent legal level, or the enterprise belongs in every level independent legal person enterprise to subordinate the human resources administration departments, and between the building only reflect the basic situation of the personnel file material and statistical data, but did not really set up can prompt, accurate, comprehensive collection each employee information, and employees to interactive human resources modern information management system. So, the enterprise decision-making considerations and the design in the highest enterprise development strategy in the process, it is difficult to accurately judge the enterprise human resources quantity and quality can meet the requirement of design development strategy, and it is hard to make a decision should first development or training which talents and human resources, to better support yourself think the ideal enterprise development strategy design. Therefore, the concept of human resource management, strategy and technology lags behind, the serious influence and restrict the these enterprises to make scientific and reasonable development strategy, and also hindering the enterprise's sustainable development. In order to gradually change the present human resources management is still in simple, rigid personnel file management and subjective, arbitrary chief executive will management situation, must have the plan, steadily promoting enterprise human resources management to realize a scientific, standardized and informatization pace. #p#分頁標題#e#