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首页 hr在员工职业生涯规划中扮演的角色(The role of HR in employee car…

hr在员工职业生涯规划中扮演的角色(The role of HR in employee career planning).doc

hr在员工职业生涯规划中扮演的角色(The role of H…

王街才
2018-10-15 0人阅读 举报 0 0 0 暂无简介

简介:本文档为《hr在员工职业生涯规划中扮演的角色(The role of HR in employee career planning)doc》,可适用于社会民生领域

hr在员工职业生涯规划中扮演的角色(TheroleofHRinemployeecareerplanning)hr在员工职业生涯规划中扮演的角色(TheroleofHRinemployeecareerplanning)Anumberofsurveyandanalysisshowthat:personaldevelopmentfactorsbecomethemostimportantreasonfordemissionaftersalaryInordertoachievestabilityandbetterdevelopment,employeesbegintorecognizeandcarefullydesignascientificcareerplanningforthemselvesAsanewhumanresourcemanagementtechnology,employeecareerplanninghasgraduallybeenhighlyvaluedbymanyenterprisesOccupationcareerplanning,referstotheorganizationorindividualtocombinepersonaldevelopmentandorganizationaldevelopment,organizationalfactors,personaldecisionofpersonaloccupationcareerandsocialfactorssuchasanalysis,maketheindividuallifeinthecareerdevelopmentofstrategicvisionandplanEmployeeoccupationcareerplanningisaneffectivemanagementmodeofenterprisedevelopmentpotentialemployeesIttakesthewinwinasthegoal,emphasizestheinitiativeandenthusiasmofthestaff,andeffectivelyrealizesthehighcombinationofthepersonalvalueandtheenterprisevalueThroughthecareerplanningofemployees,enterprisesnotonlymeettheirownhumanneeds,butalsocreateefficientworkingenvironmentandharmonioushumanresourcesatmosphereSo,intheenterpriseemployeecareerplanning,HRworkersshouldplaywhatkindofroleInthisregard,theauthorcombinedwiththeirownmanagementexperience,talkaboutpersonalviewsonthisissue,therighttocastabricktoattractjadeFirst,propagandaagitatorsItisundeniablethatmanyenterprisesbelievethattheemployeeoccupationcareerplanningisa"show","speculation",inordertoestablishtheirownforeignenterpriseimageThus,HRworkersfacingrealitycanberegardedasachallenge!ThedeviationonthisconceptneedsHRworkersfaceScientificresearchconclusion:humanpotentialisgreat,thepotentialofhumandevelopmentandutilizationoflifemaynotbeofmypotentialSoweoftenhearexamplesofpotentialsuccessindesperationorunderhighpressureWecanknowthatthepotentialofpeopleoftenhavealotofwaste,whichisthebiggestwastenotdevelopedEmployeeoccupationcareerplanningofthistechnologyisoneoftheeffectivemethodstoeffectivelydevelopthepotentialofemployeesHowever,uptonow,atleastoftheChineseenterprisesonlyknowtheconceptofcareerplanning,buthavenotreallyuseditAbusinessmanagersaid:"ourmanagementisveryrealistic,wejustneedtofindtalent,heenteredthefactorywillbenefit,wedonotneedtodowhattrainingforhim,becausetheenterpriseisnotatrainingschoolWedon'tneedtotalkaboutwhattheemployeeoccupationcareerplanning"Therationalallocationofhumanresourcesiscertainlyright,butshortsightedbehaviorisnotdesirable,thescientifictalentconcepttellsusnottopaynoattentiontothepersonaldevelopmentofouremployees,wemustseekbetweenthepersonaldevelopmentandenterprisedevelopmentbalanceTherefore,weHRworkersshouldstandinthedevelopmentofhumanresources,asatrumpeter,whenaculturedisseminatortovigorouslypromotetheconceptofhumanresources,soastoseektheconceptofsupportandsympathyWewanttomaketheenterprisemanagersunderstandthesignificanceofemployeeoccupationcareerplanning,wanttoletthemknowthestaffdevelopmentretentioneffectonemploymentTwo,institutionalbuilderEmployeeoccupationcareerplanningisatechnicalmeansinexistence,isasystemengineeringItssuccessdependsontheprotectionofrelevantsystemsUndoubtedly,HRworkersarethebuildersofthesesystemsWeshouldplan,designandformulateaseriesofeffectiveemployeecareerplanningoperationsystemandputintopracticeaccordingtothespecificrealitiesoftheenterpriseThefirstisthepromotionofpipelinesystemconstructionplanningroute"AHuashanroadsinceancienttimes,theideaofofficialstandardheavyChinese,theonlywaytochangethefateofthepeopleistobeanofficialToday,thisconcepthasbeencompletelypassedaway,thispatternhasbeenbrokenWiththerapiddevelopmentofeconomyandthepopularityofpeopleorientedconcept,thedemandfortalentsispersonalizedanddiversifiedTherefore,differenttypesoftalentscanplandifferentpromotionpipelineAmericanEdgarProfessorgraceproposedtheconceptof"professionalanchor"ThesocalledprofessionalanchorreferstothecrucialthingorvalueinaprofessionthatheorshewillnevergiveupwhenhehastomakeachoiceAccordingtohismanyyears'research,heproposedfivekindsofprofessionalanchors,suchastechnologyorfunction,management,creation,autonomyandindependence,safety,etcThesefivetypesofhumanoccupationanchorabasicoccupationonthedistinctionbetweenForexample,peoplewithstrongtechnicalorfunctionalcareeranchorsarereluctanttochooseoccupationswithgeneralmanagerialnatureInstead,theytendtochoosecareersthatcanensurethattheycontinuetodevelopinestablishedtechnicalorfunctionalareasManagementtypeshowedastrongmotivationtobecomemanagersCreativepeoplehavesuchaneedtoestablishorcreateacompletely:"somethingoftheirownadepartmentwiththeirnameonaproductorprocess,theirowncompanyoragrouptoreflecttheirpersonalwealthandsuccess"AutonomousandindependentpeopleexpectedtoworkindependentlySecuritypeoplewillfeelthatmaintainingastable,securecareerinafamiliarenvironmentismoreimportanttothemUsingtheconceptofoccupationanchor,wecanaccordingtotheactualplanningofanumberofpromotionchannelsInadditiontothepromotionofpipelineplanning,thematchingsalarymanagementsystemandperformancemanagementsystemareveryimportantOthersupportingsystems,suchasstaffpromotionmanagementsystem,enterprisesystem,counselortrainingsystem,internaltrainersystem,rotationsystem,mentoringandeducationsystemandsoonaretobethoroughandactualHRworkerstoresearch,planningandconstructionThree,professionalmentorOccupationcareerplanning,weusethebasicmodelofthe"intentionabilitypersonalityposition"Weshouldcomprehensivelyanddeeplymeasuretheindividual'sability,willingness,personalityandjobdescription,andobjectivelyrecognizeandadjustthesefouraspectstoachieveahighdegreeofunityAsHRworkers,ontheonehand,weshouldguideemployeestocarryouttheirowncareerplanning,ontheotherhand,weshoulduseHRprofessionaltoguidelinemanagerstoeffectivelycarryoutcareerplanningfortheirsubordinatesInthissense,HRworkersshouldplaytheroleofmentoroccupationTodoagoodjoboccupationmentorrole,HRworkersshouldbetheguidanceofprofessionaloccupationHRworkersshouldhavetheknowledgeofperformanceappraisal,personalityanalysis,personnelassessment,psychologyandotherprofessionalareas,andskilleduseHRworkersshouldhavestronganalysisability,judgmentandcommunicationskillsIntheemployeeoccupationcareerplanning,asamentorofHRworkershavesomespecificworktodoFirstofall,HRworkersmustunderstandthetotalnumberofjobsinthecompany,conductcomprehensiveanddetailedjobanalysis,andformdetailedjobdescriptionsJobdescriptionformthebasisofemployeeoccupationcareerplanningforHRworkersTheemployeeoccupationcareerplanning,weencounteredthebiggestproblemistheevaluationofemployeesImentionedtheconceptof"careeranchor"beforeThecoreoftheanchorisactuallyaroundtheoccupationpeoplechooseanddeveloptheirownoccupationApersonhasaclearknowledgeofhischaracter,interests,hobbies,andhisabilities,motivations,attitudes,andvalues,andthenherealizeswhathisprofessionalanchorisButit'snoteasytopredictprofessionalanchors,becauseaperson'scareeranchorisalwayschanging,andit'sactuallyadynamicresultofanongoingprocessofexplorationHowtofindemployees'careeranchor,whichrequiresHRworkerstobemoreprudent,moreprofessional,toobtainacomprehensive,accuratequantitativeorqualitativeassessmentforemployeesEffectivefacetofacecommunication,performanceinterview,theuseofprofessionaltalentassessmenttools,employeesatisfactionsurveyarenecessarymeansHRworkeroccupationmentorrolesucceed,Wecanhelpthestaffintheshortesttimeperiodtoidentifythelocationanddirectionofdevelopmenttodeveloptheirmostsuitable,thisisnotonlyconducivetothedevelopmentandpotentialemployeeoccupationcareerplay,butalsohelpenterprisestoreducethewasteofresourcesFour,trainingmanagersAfterthediagnosisandanalysis,wehaveacertainunderstandingofthestaff'spersonality,interest,hobbies,ability,knowledgestructure,experience,educationbackgroundandsoonAtthesametime,wepresentsituationofenterprises,suchasenterpriseculture,organizationalstructure,jobresponsibilities,enterpriseexternalenvironmentalsohaveaclearunderstandingThenextworkistosupplementtheexistingemployeeoccupationcareerdevelopmentofthestrongTherefore,HRworkersshouldplayaroleintheprocessoftrainingmanagementstaffoccupationcareerplanningFirstofall,weshouldestablishthepersonaldevelopmentplanPersonaldevelopmentplanmainlybyitssuperiortogetheraccordingtotheneedsofindividualemployeesworkfordevelopmentTheestablishmentofoccupationdevelopmentcounselingtutorialsystemisthepastwehaveappliedtheidealmeasuresForexample,intermsofgeneralclericalstaff,thedirectsupervisororsenioremployeeoftheupperlevelcanbecometheprofessionaldevelopmentmentorofthestaffThenewemployeesintothefactorywewilltellwhoishisnewemployeeoccupationdevelopmentsupervisorAftertheoccupationdevelopmentinstructorswillperformmanyformalorinformalinterviewswithnewemployeesAttheendoftheprobationaryperiod,theemployeeoccupationdevelopmentsupervisorandcommunicate,whennecessary,canalsobeusedforstaffexpertise,professionalhumanresourceassessmenttools,occupationorientationskillssurveys,tohelpnewemployeesunderstandthemselves,tohelpnewemployeesaccordingtotheirowninterests,qualifications,skills,personalbackgroundclearintentiontheestablishmentofoccupationdevelopment,futureoccupationtarget,formulateadetaileddevelopmentplanCycleofpersonaldevelopmentplansforoneyearOfcourse,wewillalsosetuptoyearsoflongtermpersonaldevelopmentplanforsomespecialandkeypositionsThecorecontentofthispersonaldevelopmentplanisthecareerdevelopmentgoals,barrierstothedevelopmentofstaffcareer,andthespecificeducationshouldbecarriedouttoovercometheseobstaclesAfterobtainingtheemployeedevelopmentplan,theoverallplanning,organizationandcoordinationofthetrainingprojectandtheconcreteimplementationareobviouslyorganizedandimplementedbytheHRdepartmentOtherdepartmentmanagersandrelatedpersonneltoassist,andisresponsibleforthespecialtrainingorganizationwithinthedepartmentOntheonehand,HRworkersshouldaimatimprovingtheoverallperformanceandcompetitivenessofenterprises,andontheotherhand,torealizepersonalgrowthofemployeesWeshouldmakethestaffqualitywelladapttotherequirementsofthecontinuousdevelopmentofthecompany,andprovidestrongsupportforthestrategicplanninganddevelopmentofthehumanresourcesoftheenterpriseInordertoachievetheaboveobjectives,HRworkersshouldestablishatrainingsystemtoadapttotheenterprisestrategyanddevelopmentdirection,andformalearningorganization"Thistrainingsystemshouldincludeclass,functionalandprofessionaldon'twaitformultiplelevelsThetrainingmethodofchoiceisflexible,notstickingtoformalities,foremployeesindifferentlevelshavedifferentchoicesThegrassrootsstaffisconcerned,themastereducationsystemisagoodwayofeducationandtrainingWeassignaspecialmasterforeverycareerplanningstaff,andtraintheminthewayofmasterapprenticeThiskindoftrainingistargeted,practicalandeffectiveInpracticalwork,theteachingstaffatthejobsite,jobcontentexpansion,jobrotation,reservecadresinternshipsareveryeffectivemeansoftrainingThesealldependonHRtoanalyzeandorganizeworkersFiveOrganizationCoordinatorTheHRworkerispromoteddirectlytheemployeeoccupationcareerplanningprojectEmployeecareerplanningbelongstothecategoryofhumanresourcedevelopment,involvingawiderange,longtimespan,HRworkersneedtoplaytheroleoforganizationalcoordinatorsFrompublicopiniontoprojectplanning,implementationandimprovement,someoftheseneedHRworkerstoplaytheroleofcommunicationbridge,HRworkersneedtopaywisdomandhardworkcanbeachievedTheenterprisecansetupspecialemployeeoccupationcareerplanningcommittee,TheHRDepartmentbecameitsexecutivebranchOneofthefunctionsofemployeecareerplanningcommitteeistoestablishthepurpose,principles,proceduresandmaindocumentsofemployeecareerdevelopmentandmanagementItisclearthatthesecoordinationworkrequiresworkerstoorganizeimplementationofHRHRworkersshouldassistthelinemanagertodeterminetheoccupationcareerplanningforexpansionAccordingtotheprinciplesofmanagement,enterprisescannotmaketheoccupationcareerplanningforallpersonnel,onlytheplanningforkeypositions,specialpersonnel,managementpersonnelandotherpositions,thelimitedresourcescanonlybeusedwheretheyaremostneededSecondly,intheprocessoftheevaluationofthewholeenterpriseandemployees,HRworkersneedtoprovideprofessionaltoolssupportandmethodguidancetothelinemanagersIntheimplementationofthetrainingprocess,HRworkersneedtointegrateinternaleducationandtrainingresources,andstrivetomaximizethereturnoninvestmentwithminimuminvestment,andachievethebesttrainingeffectTosumup,HRworkersplayfiverolesinthecareerplanningofemployees,suchaspropagandaagitators,institutionalbuilders,professionalmentors,trainingmanagers,andorganizationalcoordinators

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