Functions of the system and in human resources management application in recent years, due to internationalization, liberalization, financial technology, information technology has resulted in making the global and domestic competitive environment has become more complex, the competition between enterprises to each other the more to the more intense, how to enhance organization's kääntäjä "competitive advantage", kääntäjä the key lies in the fundamental importance of "human resource management and application." Therefore, only the development of "human resources" in order to improve their productivity kääntäjä and competitiveness. To enhance the competitiveness of enterprises, they have to motivate employees to maintain and develop excellent working ability to cope with current and future needs of the company. The import "function System" (Competency System), is the ability of its employees to make the combination work content and further with the company philosophy, objectives and strategies linked to assist companies in the recruitment selection, personnel kääntäjä evaluation, performance management and staff training on the development of effective management, enhance organizational competitiveness, strengthen competitive advantage. In the end, "functional" What do you mean? Definition Spencer & Spencer (1993), and "function means that individuals have some latent trait, and these qualities are its performance potential performance on the job or job related, but also can be expected kääntäjä and so the reaction behavior and performance is good or bad performance. " Types of functions can be divided kääntäjä into five categories, namely iceberg model is widely known to the public, and at the tip of the model, the functions can be divided into exons observed (Visible) was difficult to observe and implicit (Hidden) categories, traditional HRM emphasizes job analysis (Job Analysis), to determine the positions purpose, the working relationship between jobs, the main job responsibilities and activities, job permission, the incumbent of the basic elements of quality requirements and other positions, and the formation kääntäjä of the job description (Job Description) and job specification (Job Specification), and then create the entire human resources kääntäjä management system on this basis. kääntäjä A notable feature of this system is the human resource management, job analysis has become the core of the work of human resource management, job (Job) as the cornerstone of human resources management. Indeed, with the scientific method to analyze jobs and job content in writing jobs, activities and requirements for incumbents and other content clearly kääntäjä down really help enterprises carry out human resource management. However, in order to position as the cornerstone of human resources management system, there are significant limitations. First, job analysis kääntäjä are generally conducted through kääntäjä interviews with incumbents, or to obtain information by allowing incumbents to fill in a questionnaire form. Information obtained in this way is the incumbent in the past and experience, and the use of this "past" of information to the requirements of the incumbent, the final result is likely to be incumbent on the requirements and the actual business requirements kääntäjä and desired not exactly the same, especially for relatively fast development and changes in positions for this situation is even more pronounced. Second, the job description is a very important part of the main duties of the post, and the main responsibility is the main basis for the incumbent to carry out the work. And if in full accordance with the requirements of the major duties incumbent on the job description to carry out the work, which requires the "people" adaptation "post", the most likely to ignore the incumbent's initiative and creativity, and their potential impact incumbents. Third, the importance of job specification inside is KSAo, namely Knowledge (knowledge), Skills (skills), Ability (ability) and other features. KSAo to evaluate the use of the incumbent, is likely to get a very one-sided conclusions. Like many domestic enterprises in the selection of personnel, regarded qualifications (ie KSAo in K) as the most important criterion, kääntäjä only to find a lot of highly educated people, and even some master's, doctoral, whose work performance is not necessarily ideal. In short, although the position has played an important role in the early stage of human resources management, kääntäjä but to the era of knowledge economy today, with the accelerated pace of corporate restructuring, and a flat organizational structure of the network, and knowledge work teams technology, still the position as the core of human resource management becomes a bit inappropriate. It is because of these reasons, many foreign companies began to abandon the position as human resource management platform, and began to use Competency as human resource management kääntäjä platform. First, the basic concept of the functions of the functions of the model refers to the "specific and firm-specific jobs on job performance level of individual characteristics and behavior of a causal association." In other words, be able to work on a specific firm-specific performance and excellent performance of the general staff Employees distinguish individual characteristics kääntäjä and behaviors. Author Dr. McClelland believes functions, including the contents of the six functional areas: knowledge, skills, social role, self-concept, character and motivation, and the contents of these six aspects of the formation of an organic hierarchy. Among them, the knowledge and skills are the functions of the outermost layer of content, social roles, self-concept, character and motivation is the function of the more deep content. For job as a platform for more emphasis on human resource management system knowledge and skills content of these surface, while ignoring social roles, self-concept, character kääntäjä and motivation really decided deep content performance. In fact, the more deep content, and its predicted effects on individual performance, the stronger the effect is more stable. skills; useful information in a particular field:: The degree of proficiency in certain activities; social role: knowledge manifested in front of others hope the image (such as with business leaders, the owner of the image to show themselves); self-concept : for their own identity, personality and values awareness and perception (eg see themselves as authoritative or coach); characteristics: individual behavioral characteristics of relatively long-lasting stability; (as good at listening to others, cautious, etc.); Motivation: Those natural and stable behavior of decisions explicit ideological (as always wanted to do their own thing, kääntäjä always want to control the influence of others, always want people to understand the acceptance like myself). Function has the following characteristics: objectivity: Identify the functions are based on the actual performance-based, according to a lot of first-hand materials, identify those who can distinguish between employees and outstanding performance of the general staff of the individual characteristics and behaviors. In this way, we can ensure that employees kääntäjä have these functions can have a good performance. specific job with a specific business kääntäjä are closely related: Different companies, different job functions will have different requirements. Functional model (Competency Model) refers to the relationship between the weight of the particular business requires a specific job functions, as well as between these functions. For example, a company specializing in the technical functions of the model were as follows: Second, a method of establishing functional model to function as a platform for human resource management system, the most critical functions of the model is built. In general, the establishment of functional model includes the following aspects: determine performance standards: Before establishing functional model, kääntäjä you must set a standard that we hope to use the functions of the established model to predict what kind of performance. Select research objects: according to the determined performance criteria to determine who has reached the standard set, who did not meet the standards set. Then, select a part to reach the established criteria and some who did not meet the standards set for research. conduct research: research methods commonly include behavioral event interview (Behavioral Event Interview, BEI), the group of experts, questionnaires, etc., which is the most effective and reliable kääntäjä behavioral event interview. Behavioral event interview is an open technology-depth interviews, the interviewer needs to be listed in critical situations they encounter in their work, including three successful kääntäjä events and three unsuccessful thing. kääntäjä Then, let them describe in great detail what is happening in these situations. These include: What caused this situation? Who is involved? Interviewee was how to think, how it feels? In the context of the time want to do, in fact, what has been done? The result? The common way to conduct business event interviews, expert panels and questionnaires used in combination. Data analysis and modeling: After obtaining information through research, the need for data analysis, data were generally kääntäjä specialized classification, coding and quantization, and finalize the functions that should be included, as well as every important functions throughout the Competency Model sex. Verification Model: The model function obtained by various methods to verify the correct. Promotion and application of model: functional model of the human enterprise application management activities in established, and in practice the process of continuous improvement. Third, functional model of human resource management in the design and application of an organizational design work in human resource management system based on the position, position is the basic unit of work design; in human resource management system based on competency, the employee becomes work The basic design of the flat. Before companies may need job descriptions, but now companies may need more staff describe (Person Descriptions), a detailed kääntäjä description of the various levels of employees with functions. In this human resource management system, employees can truly become the focus, companies have the flexibility kääntäjä to work on staff and reasonable arrangements for the necessary adjustments based on the level of business functions and staff development needs, in order to ensure that "people "and" post "the best match, so that" people-oriented "to maximize the expression. 2 staff training kääntäjä and professional development in human resource management system based on the functions, staff training is especially important. Because in this system, the work of employees, salaries and career development functions are based on the level of employees have determined. Therefore, employees will naturally take the initiative kääntäjä to seek training opportunities, in order to continuously improve their functions. It is true that employees pay attention kääntäjä to their own development is a good thing for the company, companies need to provide training opportunities for staff, creating kääntäjä the appropriate conditions. At the same time, the company should also take measures to ensure that employees are trained functions are functions of the company's business development needs, and we must create the conditions so that employees can really be applied to work in the training improved functions. Otherwise it is very likely that staff through training on functional needs some companies have not significantly increased or improved through training staff functions in practical work Centrist employees useless. In addition, the company should develop a reasonable career development plans for employees in accordance with the level of functional kääntäjä employees. 3 recruitment in human resource management system based on the positions, the recruitment of personnel kääntäjä is mainly evaluated the candidates' knowledge, skills and abilities, but based on the functions of human resource management system, the evaluation of more social roles, self concept, character and motivation and other aspects. Therefore, the method will be used in the evaluation is not exactly kääntäjä the same as before, BEI, work samples, situational analogy technology will be more widely adopted. Meanwhile, due to the flexibility of the company work, corporate functions on the one hand to consider the level of recruitment of staff and job requirements are the same, namely matching Position-Person (PP), but also should consider the development kääntäjä of the company's ability to adapt to change whether it is consistent with the company's general requirements that must be considered match Position-Person-Organization (PPO) between. 4 Performance Management Performance = Result + process, namely Performance = What + How, the introduction of the balanced scorecard and key performance indicators can be clearly defined performance indicators in terms of results, but after the introduction of the functions of the energy performance of the process is very easy to define The index, which simplifies a great extent kääntäjä to the performance evaluation process, and to encourage employees to continuously improve their level functions. In addition, performance management employees can more easily manifested in the work process monitoring functions, and provide timely and effective employee performance feedback to help employees improve performance. 5 salary management positions in human resources management system based mainly determined based on the value of their basic wage jobs (job evaluation results), and this corresponds to the general level of wage. In this pay system, employees most likely to get higher pay, while blindly pursue the expansion of job level rise and job responsibilities and permissions. In human resource management system based on function, mainly to determine the employee's salary level of the employee demonstrated by the level of function, kääntäjä so you can greatly encourage employees to improve their functional level. In the Import function system in the process, need to be aware of the following points: 1. Every job must first determine its position target, so as to know what kind of person and what he had to have the ability to find, in order to hold such a position . 2. With the changes and the different stages of the corporate environment, the functions of that office will be changed, for example: the company being founded, operational staff must have the ability to open up new markets, kääntäjä and when the company matured, business officers the need to strengthen the ability to maintain customer, so the functions will be changed. 3. Functional systems to cope with the company's organizational culture and values. 4. Import functions of the system, have to rely on consultants to help manage the company, so they need from their past experience, the degree of cooperation and cost considerations carefully choose appropriate consultants, in order to avoid spending lots of money do not get results. 5. In terms of the need to find a company to company culture and understanding of the various duties of the person to cope with the consultant to perform investigative functions, in addition kääntäjä to still need to have the determination and the ability to influence others to persuade the implementation of the project within the company (internal marketing) in order to make the results of the survey can meet the company's needs. 6. corporate executives to understand and support the functions of the system, can help companies to effectively implement the functions of the project plan, because the functions of the system kääntäjä is different from the clerk to open up new markets, and is so easy to find the results. If executives only pay attention to the short-term effect, but in vain care long-term goals, the import function of the system will not likely to succeed. With the introduction of the system functions, kääntäjä you need to spend a lot of costs, general business difficult to afford, so the company can first establish the basic core functions, and then gradually develop other functions, it will not only save costs, kääntäjä but also can meet the company's needs while the build system and import functions, human resources personnel plays a very important role, just started to play a good communicator must first role is to understand the meaning and operation of the entire system to assist supervisors and employees to understand kääntäjä the benefits of the system functions. And in the process of introducing, in addition to many of the administrative affairs of the need to assist the HR department, for example: the company's culture and values passed to the consultancy firm, to assist consultants to carry out the visit, the survey work. Therefore, it is like the human resources kääntäjä staff member of the museum tours, kääntäjä business management consultants help understand the overall IT companies.
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