what are the main contents of the management and control system design of group human resources and corporate culture?
China Group Management Research Institute: The design content of this step may include the multi-level human resources planning of the group, the design of human resources management control mechanism for management team and core talents, the output plan of human resources management of the group, the human resources supervision and control mechanism of subsidiaries, the reform plan of human resources management in investment merger and acquisition, the design of human resources management system of the group headquarters, and the construction of hierarchical corporate culture system of the group. Importance of human resource management and control to group enterprises
In human resource management of enterprises, human resource planning is not only pioneering, but also strategic, so it plays a decisive role in realizing the overall development strategy and objectives of enterprises.
people are the most active factor among the factors of productivity. Contemporary enterprise management is people-centered management, and people are the carriers of knowledge, information, technology and other resources. Human resources are the most valuable resources of enterprises, and the competition among enterprises is ultimately manifested in the competition for talents. Carnegie, the American steel king, once said, "If my business is burned down, but I keep people, I will still be the steel king in 21 years." This shows that enterprises as the main body of the market must attach great importance to the management of human resources.
Nowadays, more and more small and medium-sized entrepreneurs and enterprise managers have gradually realized the importance of human resource management to enterprise development, but there are still many problems and puzzles in human resource planning.
China Renmin University Group Management and Control Project relies on the strong advantages of disciplines, majors and teachers of the National People's Congress, conducts in-depth research around the development of collectivization, spreads more scientific management and control knowledge, guides enterprises to continuously optimize and upgrade the management and control mode, and draws a systematic solution to the group human resource management through years of educational experience.
1. Establish optimized and efficient group human resource governance.
2. Key points involved in the strategy and planning of group human resources.
3. Key points of building a platform for enjoying and serving group human resources.
4. Build management teams and leadership development for different industries of the Group.
5. Key points of integration of human resources and culture in merger and acquisition.
6. Key points of building a group human resources system.
7. Establishment of group performance management system.
8. Salary and incentive of group executives.
9. Key points of group human resources management and control.
11, Huawei's development path
11, the necessity of designing the human resources management and control mode of Huawei's four magic weapons group
The necessity of designing the human resources management and control mode of the group is as follows:
1. There are many branches in the group, which are widely distributed in the region, and the branches have become "isolated islands" of human resources information;
2. The human resources management of branches is varied and the management level is uneven;
3. The business of the branches of the group is very different, but the human resources policy is "one size fits all";
4. The business relevance of the branches of the Group is very high, but the human resources policy is "one country, many systems";
5. The branches of the Group cannot share, learn from and cooperate in management; It is very important to strengthen the management and control of human resources in the group, so how to grasp the management and control?
according to the macro view software, the eHR of the group is mainly divided into three categories:
1. Centralized mode. Its characteristic is "unified platform and centralized implementation", which realizes a high degree of centralization and unification of data and processes on the same platform, requiring all subordinate enterprises to conduct human resources business operations in a completely unified mode, and all data are naturally concentrated on the unified server of the group.
2. Distribution mode. Its characteristic is "centralized data and distributed implementation", and each subordinate enterprise can implement it in a decentralized way on different platforms according to its own situation, and each subordinate enterprise can report data according to the requirements of the group to realize centralized data.
3. Centralization mode. It is characterized by "unified platform and distributed implementation", and all enterprises in the whole group set different business processes according to their own needs for different modules of human resource management on the same platform, and realize data concentration.
it is important to point out that most groups adopt a moderate centralized-decentralized management model based on the overall strategy, ownership structure, industrial sector, maturity and management level of subsidiaries, enterprise scale and other factors, so the division of responsibilities, management methods and business processes of human resources management in different enterprises will also be different. Therefore, the centralized-decentralized model is the most adaptable and meets the needs of most enterprise groups.
therefore, the human resources department of the group must pay attention to the construction and promotion of management and control ability, and avoid being unconsciously led by all parties to excessive management and control. First, it is necessary to find out what the group management and control mode is, what the human resource management and control mode is, what its own value is, and what specific means are used to play a control role; Don't blindly stick to the end and abuse "great concentration" regardless of the situation. Only the e-HR system suitable for the group's human resources management and control mode can truly exert its management value and promote the improvement of the group's human resources management and control level. What is corporate culture specialist? Is it human resources? What skills are needed?
Yes, they also belong to a cutting-edge and important position in human resources. Skills depend on the needs of each company to decide what the cultural specialist should do. If you want to know more about human resources, it would be better to learn more about Peng's human resources-related knowledge.
Does the existing human resources model of enterprises have any impact on corporate culture?
human resource management based on corporate culture, the realization of basic functions of human resource management, such as acquisition, control and encouragement, training and development, and integration, are directly or potentially influenced by corporate culture, and the realization of these functions will adversely affect the formation, maintenance and development of corporate culture.
Enterprises should strive to build a reasonable and effective knowledge sharing system and a matching human resource management system, but we need to make it clear that this will not happen overnight. Only by correctly handling the relationship between individuals and between individuals and organizations, supplemented by appropriate policy incentives, can we give full play to their real strength and seek benefits for enterprises. I want information on human resources, from the beginning to the corporate culture.
I'll talk to you privately. There's too much information. Combine famous domestic or foreign enterprises and briefly describe the main contents of their corporate culture.
You can write about McDonald's corporate culture and analyze the characteristics of its staff training in combination with corporate culture. Here are some contents you can refer to: The first part is a little introduction about the role of corporate culture and the relationship between pen and son.
Corporate culture training is an important part of training employees
In the final analysis, the competition of modern enterprises is the competition of talents. Speeding up the development of human resources and improving the quality of workers has become the "first priority". Naturally, employee training in enterprises has become an important way for enterprises to develop human resources and cultivate talents. Therefore, it is particularly important to do a good job in employee training, and corporate culture training is an important part of employee training.
with the deepening of China's economic system reform and the development of market economy, corporate culture has been paid more and more attention by theoretical and business circles. The so-called corporate culture is a management method that embodies humanistic management thought, and it is a synthesis of ideas and behavior concepts based on the values of all members formed in the long-term production and operation activities of enterprises. Enterprise training is mainly aimed at the training of employees' skills and cultural quality. With the advent of the world and the era of knowledge economy, enterprise training has also risen to a new height in terms of intellectual development, skill improvement and comprehensive development, and at the same time, it has injected deeper and newer connotations into the factory, giving more new ideas to human resource development and management. It provides a strong intellectual support for the economic development of enterprises.
therefore, it can be said that enterprise training is the foundation and premise of creating enterprise culture. Without a good enterprise training mechanism, it is impossible to create a good corporate culture, and establishing a good corporate culture can effectively improve labor productivity, establish a good social image of enterprises and enhance their competitiveness. It is also the soul of enterprise development strategy.
only successful enterprise training can shape a good corporate culture. This is because: First, enterprise spirit is the core and cornerstone of enterprise culture and an intangible asset of enterprises. Therefore, it is necessary to make the positive entrepreneurial spirit take root in employees' hearts through various means and ways such as training, and stimulate their sense of professionalism and responsibility, so as to effectively guide employees to do what they want in accordance with the requirements of the market economy, guide enterprises to closely integrate their own development goals with the reform of enterprises, and guide employees to coordinate their work around the central work and value orientation within enterprises, so that the development of enterprises has an endless source of strength. Second, improving the cultural quality of employees will help enhance the competitiveness of enterprises. The era of knowledge economy is an era of all-round innovation, and human capital, as the production, dissemination, exchange and utilization of knowledge, will evolve into the most active, creative and valuable factor among the production factors, and will surely become the core resource for the sustained growth of the world economy in the future. Therefore, to strengthen employee training in enterprises, we should fully establish modern enterprise education and training and human resource development and management mechanism according to the requirements of modern enterprise system, so as to improve the comprehensive quality of enterprise employees. Third, enterprise training should pay attention to the connotation of corporate culture and form a system. Only in this way can we better establish a good corporate image and enhance the radiation of enterprises.
From here, you can start to talk about how McDonald's corporate culture affects its staff training.
imparting values and skills
corporate values are one of the factors that affect the effectiveness of training. The most important value of McDonald's is "people-oriented" and a Quick Service Restaurant. How to bring the value of McDonald's "people-oriented" to everyone's dining experience in the training process, if there is some interaction, some care and some.
extend the main value of McDonald's "people-oriented", and McDonald's personnel training is to "impart values and skills that will be used for life". In such a working environment, every learner learns the values and skills that will be used all his life in every different experience, which is a very important concept for McDonald's to train employees. It is under the guidance of this kind of values that the quality of employees in enterprises is constantly improving.
The president of McDonald's often emphasizes to managers at all levels that "McDonald's should be a school for educating people first, and then a fast food restaurant". This view also profoundly shows that the first priority in McDonald's is to educate employees' quality. While recruiting new employees, McDonald's has a unique way of educating people in management and training. On the first day of working in McDonald's restaurant, employees need to learn a lot, including ordering meals for customers, being familiar with the unit price, operating the cash register, preparing meals, operating the frying oven, and so on.
McDonald's believes that people are the most important resource of an enterprise, and McDonald's is committed to becoming the best employer in the minds of employees. McDonald's regards employees as a member of the McDonald's family and an asset of McDonald's. Not only provide training and promotion opportunities, but also provide perfect and good employee benefits. The core values of McDonald's talents are mainly embodied in acting for the best interests of the system, open communication, active listening, accepting personal responsibility, and coaching others to learn from others.
in most service companies, the trainee will get a new work suit on his first day at work, and then the boss on duty will tell him to do this or that. However, this kind of thing is impossible in McDonald's, and new employees must undergo strict training before they can serve customers.
the first lesson of basic training for new employees is "McDonald's corporate culture education". The spirit of "Q, S, C and V" is the corporate culture of McDonald's.
"q" stands for excellent quality and quality-oriented. In order to ensure the quality, McDonald's has formulated various rules and details. Its operating principle is never to sell food with bad taste. Krogh stipulates that hamburgers should be discarded immediately after they are baked for 11 minutes if no customers buy them.
"s" stands for good service. The service of McDonald's mainly includes the comfort of the store building and the service attitude of the salesman. Krogh attaches great importance to the selection of department managers. According to relevant data, in the fast food industry in the world, Mai Lao's service attitude is the first. Like Hilton hotels, McDonald's service is "smile service". In this regard, the company has formulated detailed code of conduct, such as uniform dress and not arguing with customers.
"c" stands for clean environment. McDonald's health standards are very strict: no long hair, female employees must wear hair covers, cigarettes and newspapers are not allowed to be sold in the store, stainless steel utensils must be used, and the store environment must be elegant and spotless.
"v" stands for value. McDonald's has a slogan: "Provide customers with more valuable items". Every employee should be educated about "values".
Traditionally, waiters in McDonald's are called "crew members", while managers are generally called "captains". These appellations make the new trainee feel that he is in the same boat as all the employees, and the key to the safety of navigation lies in whether all the sailors can work together, communicate, cooperate and coordinate with each other. The McDonald's Manual requires every trainee to enter the restaurant on the first day to get infected with this atmosphere and quickly integrate into this group.
Trainers are generally responsible for the training of new "crew members". The trainer introduced McDonald's, with special emphasis on its management principle: "Quality, Service and Cleanliness" (QSC). At the beginning of training, freshmen always hear the trainer say:
"The greatest satisfaction of customers is the highest goal of McDonald's."
"In order to achieve this goal, we have QSC."
"It is our waiter's most honored job to let customers enjoy the highest level of QSC."
McDonald's basic requirements for new employees can be described in three words: to do, to want to do and to be able to do. To do is to provide services that satisfy every customer and be full of enthusiasm; The meaning of wanting to do is that people can be inspired, but they must like to do and want to do it to be motivated, to do what they want to do best, and to make good use of the company's favorable resources; Being able to do means being able to do your job, even before the customer asks for help. Moreover, new employees should treat this job as a career, face it with a relaxed mood, and learn to find out the happiness at work.
After the new employees get familiar with McDonald's culture, they should begin to train the second objective: to ask employees to take responsibility for each job. Trainers will tell these newcomers that all employees in McDonald's may become "timing team leaders" (deputy managers) responsible for the management of the whole store in the future, and even become managers. Therefore,