HND人力資源管理導論

1、Escape to Wild ”是一家成功的公司，專門通過郵購和小型的零售專營店來銷售戶外休閑服飾。它作為一家私營公司小規(guī)模的經營了超過15 年的，一直到六年前，一位經理被聘請來擴展公司業(yè)務。 首先， 公司增加了郵購目錄上的商品數， 并且用了更大的倉庫來存放和配送貨物。四年前，“ Esca pe to Wild”開了第一家自己的零售專營店，到現(xiàn)在，已經有了10 家零售專營店，并有計劃再多開五間店。兩年前，公司建立了自己的網站，實現(xiàn)了網上購物，這部分的業(yè)務發(fā)展迅速， 還帶了了很多海外的訂單。 這位新經理上任以來， 公司員工已由原來的 20人發(fā)展到 300 人，業(yè)務也變得更大更復雜，持續(xù)需要加強員

2、工來源已經成為這家戶外服飾專營公司最強烈的需求，需要更多的員工是這家公司的當務之急。Escape to Wild ”公司沒有明確的人力資源部門。部門經理們根據自己部門的職責招聘新人，負責確定他們的薪酬水平。 薪酬管理業(yè)務已經外包， 員工培訓一般是臨時組織的， 財務主管負責處理員工的合同和特殊情況，例如產假和加薪。在這個快速發(fā)展的時期，公司已經開始將更多的精力投入到服務正在增加的客戶群中。到目前為止， 公司中員工的關系比較良好， 但是， 公司的現(xiàn)狀表明是時候建立規(guī)定和程序從而能用更系 統(tǒng) 的 方 法 去 解 決 人 力 資 源 的 問 題 。在最近的公司管理層會議上，部門經理們不斷的抱怨說他們花

3、了太多的時間在處理一些日常的行政問題上， 而這些問題明明都可以由人力資源部門來解決，如果公司能有一個這樣的部門。 不斷增加的員工數量使得財務部門花大量的時間來處理與人事相關的問題。同時， 部門經理們也會因為工作描述， 招聘和甄選的實際操作， 以及員工的薪酬待遇等問題產生矛盾。一個管理層的人員最近參加了一個關于員工法案的研討會，法律的復雜性帶來的實際問題是公司更加需要一個專門的部門來公平的處理員工的問題。同樣，員工們也開始抱怨一些條款和條件中的矛盾，有一些人離職了，因為他們對自己遭受到的人力資源問題覺得不滿意。 所有的管理隊伍都同意引進更系統(tǒng)的管理方法?？偨浝硪呀洷磉_了愿望： 希望公司能用更戰(zhàn)略

4、的方法來招聘， 培訓和發(fā)展員工， 從而保證留住這些為公司創(chuàng)造成功和利益的人力資源。The human resource management for Escape to the WildIntroduction: This report is an advantage report for Escape to the Wild, in it, we will talk about its human resource management and how to manage it more better. We will also give some advantages to its lin

5、e manager. It will also talk about the joyful influence for this company.1.The human resource management can be defined as a strategic and coherent approach to the management of anorganization m'osst valued assets: the people working there who individually and collectively contribute to the achi

6、evement of its objectives.The range of human resource management activities are human resource planning, recruitment and selection, job analysis and design, training and development, employee relations, pay and reward, employeewelfare, performance managementand appraisal, ensuring fair employment pr

7、actice.In this report, I will talk about four activities: human resource planning, recruitment and selection, job analysis and design and training and development.(1) Human resource planningThe human resource plannin'g s function and purpose:To ensure that firm has right number of people, in the

8、 right place, with the rightskills at the right time.To support firms' expansion strategy.To ensuring HR resource supplements humane resource demands.To set human resource objectives and deciding how to meet them.Do human resource planning need to employees need for a company, it includeinside a

9、nd outside predict. The process of human resource planning includes three steps:How many employees will we needThe expected demand for company's product of service is most important when forecasting personnel needs.How many candidates will be supplied inside of organizationA qualifications inven

10、tory can facilitate forecasting the supply of internal candidates.Forecasting the supply of outside candidates.If there are not enough qualified inside candidates to fill anticipated openings, employers focus next on projecting supplies of outside candidates.This may require forecasting general econ

11、omic conditions, local labor market conditions, and occupations market conditions.This activity is very useful for this company, becauseit can enable that the employee movements into, within, and out of organization are smooth/less disruptive and soundHRM decision making. Through these parts, they c

12、an effect on many parts in the company, at last, it can become the competitive advantage.Escape to the Wild is lake of human resource planning through its development, if they do it well, then the company will has its own competitive advantage.(2) Job analysisJob analysis is the procedure through wh

13、ich you determine the duties of these jobs and the characteristics of the people who should be hired for them. It includes two parts: job description and person specifications.Its purpose is to produce information on the job's activities and requirements. It has three processes like next:Collect

14、ing job analysis information.To carry out job analysis need comprehensive information about certain job.Writing job description.A job description is a written statement of what the jobholder does, how he or she does it, and under what conditions the job is preferment.Writing person specifications.Pe

15、rson specification shows details of the personalqualities an individual will need to perform a particular job. A person specification sets out the skills, characteristicsand attributes that a person needs to do a particular job.It can enable that competent, motivated employees with positive job atti

16、tudes, job-related HRM and minimized HRM-related lawsuits.In this case, through its development the company is begun to do it, because of this, the company is developing fast and becomebigger than before. The job analysis let some competitive advantages to this company.(3) Recruitment and selectionR

17、ecruitment is the process of identifying the need for a new employee, defining the job attracting candidates and selecting those best suited for the job.Selection is the process of choosing which person to appoint from those that apply for a job vacancy.Recruitment and selection are usually consider

18、ed as one process. However, we will make the distinction here between the initial actions and considerationswhen planning staff recruitment and the process of selecting an individual from a pool of applicants.The purpose of recruitment and selection is that. Recruitment involves attracting the right

19、 standard of applicants to apply for vacancies. Selection involves choosing the most suitable people from those that apply for a vacancy; this ensures that those selected for interview have the best fit wit the job requirements.The process of recruitment and selection is like next:Vacancy reviewAppl

20、ying to fill a vacancyPreparation of job description and person specificationPreparing a recruitment advertisementPlacing the advertisementReceipt of applicationsArrange selection interviews and other selection activitiesWrite to successful and unsuccessful candidates at various stages of the proces

21、sEvaluation of the recruitment and selection processIt could ensure recruit high-quality applicants, if a company has high-quality employees, then productive employeescan increaseoverall productivity and improved chancesof selecting best qualified and training needs and costs are minimized, through

22、these best parts and combine with this compan'y s situation, if it can have high-quality employees and take low cost for the employees training. Those are helping the company developing well.(4) Training and developmentTraining and development refers to “a planned effort by an organization to fa

23、cilitate the learning of job-related behavior on the part of its employees”. Training and development is also a means to provide employees with relevant skills so as to improve the efficiency of their organization.The goals and function of training and developing are like next:To improve an individu

24、a'l s level of self- awarenessTo improve an individua'l s skill in one or more areas of expertiseTo increase an individua'l s motivation to perform his or her jobTo grow its own managers and promote from withinTo help retain good quality employeesThe processes of T&D are like next:Id

25、entifying training needsProducing T&D planningImplementing T&D planningEvaluating the programThrough good T&D, the company could improve employeecompetence,permanent change in KSAs of new employees and permanent change in KSAs of current employees.In a word, Escape to the Wild can throug

26、h these parts in its own company to improve his produce and his quickly development in the world.2.(1)Through the case company, we can see that the management structure'istnwonderful for this company. In this company, it has 300 staffs, but its structure of the human resourcemanagementfunction i

27、sn't having full function in this firm, so we need to improve it to help the company developing better. I will take some advantages to it.From next picture, the company didn't have the last department in its structure that isHR director, this department is this case company are building now.

28、Because of 300 staffs in this form, in some operations, the ratio of HR department staff to the number of employeesis one for every 100 employeesor one for every 200 employees, so it suitable to 1:100 management situation, so we only need to add two or three HR director's member, so the new stru

29、cture picture is like next, it has five departments and the HR director is the new one.The positions of HR department are always including these:Director of human resourcesLabor relations specialist(director of labor relations)Employment managerPayroll administratorBenefits administratorDirector of

30、training/ training managerThrough the fact of this company and the theory, so we can seethe next structure is much more suitable for the company.Managing DirectorMarket ing AdvisorFinance Director On li ne and Mail OrderPersonal Assista nt1accountant2financesup ervisors8financeassista nts2secretaria

31、lsupport staffSales Director2IT/web sp ecialists Imail-orderman ager lassista nt mail-order man ager3sales team leaders30full-time/part-timecustomer service staff4secretarial/adm inRe' ail OutletsPurchase andHR DirectorDirector10storeman agers20assista ntstore man agers150full-time/p art-time/ca

32、sualretail staff4secretarial/admin staffDistributi on DirectorIwarehouse man ager1bu ying man ager3distributi onsup ervisors5buyers15dis patch/ warehouse staff4secretarial/admin staff1trairi ngman ager1HR recruiterhuma n resourcestaffThe HR director guides and man ageme ntthe overall pro visi on of

33、services ,p olicies, and p rograms for the en tire company. He orig in ates and leads HR p ractices and objectives that will pro vide an empio yee-orie nted,high p erforma nee culture. The HR director coord in ates imp leme ntati on of services, p olicies, and p rograms through HR staff, he is also

34、n eed to do rep orts to the CEO and serves on the executive man ageme nt team, and assists and advises company man ageme nt about HR issues.The corporate human resource recruiter is responsible for delivering all facets of recruit ing success through the orga ni zati on. We can emp loy a HR recruite

35、r to deal with recruits p roblem. The corpo rate huma n resources recruiter will p lay a critical role in en suri ng we are hiri ng the best p ossible tale nt.Devel op and execute recruit ing plans.Network through in dustry con tracts, associati on.Coord in ate and imp leme nt college recruit ing in

36、 itiatives.Adm ini strative duties and kee p records.So through the company s fact we n eed HR Director and HR Recruiter to man age the company' s human resource management.(2) The human resource managemen't s operation is based on the line managers, because of the line managers are the last

37、 users in the company, so they need to cooperate with human resourcemanagersto do human resourcemanagementwell to assurethe company develop well.Line manager's HRM responsibilities are like next:Placing the right person in the right jobStarting new employees in the organizationsTraining employees for jobs that are new to themImproving the job performance of each personGaini