2. jiaozi can't fall in the teapot. Description is very professional and capable, but it can't produce value.
Let the people who can hear the guns go to the front line to command.
4. The prime minister must start from the state and county, and the valiant soldier must be in the ranks. Generally speaking, you can't be a business manager without the experience of a frontline salesman, a sales director without the experience of a business manager, and so on.
5. Make a profit. All the wealth of an enterprise depends on the market, and so do its employees. No matter who you are, you must rely on your own efforts to get paid.
6. Raise a glass to celebrate if you win, and save yourself if you lose. This is included in Huawei's basic law. It embodies the highest standards of employee behavior. This is a soul cry of unity, cooperation and collective struggle.
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Huawei Technologies Co., Ltd. is a private communication technology company that produces and sells communication equipment. Officially registered at 1987, its headquarters is located at Huawei Bantian Base, Longgang District, Shenzhen City, China. In 20 13, Huawei became Ericsson, the largest telecom installation company in the world, and ranked 3rd15th in Fortune Global 500.
In the field of consumer business, Huawei has joined hands with international leading brands in fashion, automobile, home appliances and other industries to carry out cross-border cooperation and joint innovation in the fields of smart phones, smart watches, smart homes and car networking, bringing cutting-edge technologies and perfect product experience to consumers around the world.
What is the core of uniqueness in McDonald's human resource management case? McDonald's Company is the largest and most famous fast food group in the world. Since the establishment of 1955, the delicious hamburgers and cordial service under Golden Double Arch have been welcomed by people from all walks of life. Now, McDonald's has more than 30,000 restaurants in more than 20 countries and regions around the world, serving more than 43 million customers every day. McDonald's 1990 entered China and was elected as one of the most influential multinational companies in China in 2004. It is the only chain restaurant industry. The success of McDonald's comes from excellent brand promotion and unique employment mechanism and concept.
At present, McDonald's has opened more than 600 chain restaurants in China. With the rapid development of McDonald's in China, a large number of outstanding talents are needed to join, especially in the operation department (restaurant), human resources department, finance department, marketing department, real estate department, engineering equipment department, purchasing department, information service department and other departments, and a large number of positions have been filled. So, what kind of talents does McDonald's favor? In this regard, Chen Qinghui said that McDonald's attaches the most importance to the following qualities when recruiting talents:
Enthusiastic working attitude
For those who want to join the McDonald's family, Chen Qinghui's requirements on behalf of the company are: "enthusiasm, openness, active concern for customer needs, and recognition of McDonald's corporate culture."
Comprehensive working ability
When recruiting talents, McDonald's doesn't particularly respect people with good educational background and working experience in big companies. Compared with these conditions, McDonald's pays more attention to personal values, understanding of service concept, practical work ability and other comprehensive abilities. In the process of talent selection, more attention will be paid to his previous work experience, and he will be arranged to work in a restaurant for three days to inspect his work and fully understand the candidate.
Good team spirit
McDonald's especially favors employees with team spirit. Chen Qinghui explained: "In the restaurant environment, team spirit is very important. Providing quality service to customers is the pursuit of McDonald's. In order to provide good service, employees must have good interpersonal communication skills. And the age span of McDonald's employees is very large, from 18 to 45 years old. Only when employees learn to trust each other, cooperate with each other, get along well and unite as one, can they finish their work better. "
What development opportunities does McDonald's offer?
Although McDonald's is a well-known multinational company, many job seekers' understanding of it is mostly limited to the golden arch and delicious hamburgers, but they don't know much about what development opportunities McDonald's can provide. In this regard, Chen Qinghui said: For McDonald's, talent is the biggest resource. McDonald's cherishes the growth and contribution of every employee and actively creates opportunities for learning and personal growth for employees, which are embodied in the following two aspects:
Abundant training opportunities
McDonald's attaches great importance to employee training and has invested a lot of energy and financial resources in this respect. Take the Shanghai company as an example. In 2004, the company invested about 6.5438+0.5 million yuan in employee training and employee motivation. According to statistics, the birth of a McDonald's restaurant manager needs more than 450 hours of training, and enterprises need to invest at least 1 10,000 yuan, including training in operation management at McDonald's training center and sending it to Hamburg University in Hong Kong for professional training. For employees in different positions, McDonald's has different training programs to help them become all-round talents.
In addition, McDonald's also provides many incentive activities for employees. For managers such as store managers and deputy managers, they regularly attend McDonald's annual meetings at home and abroad to improve themselves through exchanges. For employees, McDonald's holds an all-star game every year, and organizes restaurant employees to participate in skill competitions to improve themselves during the activities. In 2004, McDonald's sent 15 champion employees from China to Athens to participate in McDonald's Athens Olympic service team. Every quarter, the company will also hold various employee activities, such as outings and gift auctions. These incentive activities provide a broad development space for McDonald's employees, so that they can increase their knowledge and improve themselves, and at the same time help to maintain a stronger enthusiasm for work.
Perfect salary system
McDonald's has two principles in terms of employee compensation and benefits. First, to maintain the competitiveness of wages in the market, which includes conducting wage surveys at least once a year; More importantly, McDonald's advocates employees to increase their income through work performance and performance. McDonald's is paid according to performance, and the annual performance appraisal is linked to salary. McDonald's is the market leader in performance evaluation. The company conducts performance evaluation once a year and discusses its work performance with employees. The evaluation adopts five evaluation grades: qualified, excellent, good and in need of improvement.
Improvement) and dissatisfaction (dissatisfaction with the factory). Employees whose work performance is rated as "good" or above will be considered for salary increase or reward. For employees with unsatisfactory performance, the company has a performance improvement plan (PIP). Through PIP program, McDonald's actively helps employees whose work performance needs improvement or dissatisfaction to overcome objective difficulties, improve working methods, improve work efficiency and reduce mistakes. Such a salary system can provide a positive working atmosphere for employees, and employees can constantly put pressure on themselves and then constantly improve themselves.
Excuse me: Is there a human resource management system certification? Any type of company, factory and unit can carry out ISO900 1 quality management, and after passing the audit of the certification company, they can obtain the certification certificate.
How to transform human resource management based on total quality management system into the implementation of human resource system, including the design of personal ability and quality model, the establishment of salary and welfare and incentive mechanism, personnel allocation and training. The work effect and performance of managers and employees is salary performance. The purpose of human resource management and development in enterprises is to improve personal work performance. There are three factors that affect personal work performance: personal characteristics, organizational characteristics and work characteristics. These three relatively independent factors influence and interact with each other, and finally produce realistic work performance. Therefore, the object of enterprise human resource management and development is individuals, organizations and work. There are three levels of enterprise human resource management and development technology. Namely, analysis and evaluation layer, development and intervention layer, and incentive and control layer.
What is the practical system or scheme of human resource management? Human resource management system refers to a set of personnel management system established around six human resource management modules: salary, performance, quality evaluation, training and recruitment.
Do you have a human resource management system evaluation form (tabular form)? I have some here, but I don't know what you want. I have a 360 evaluation form and a job evaluation form here.
Why is the human resource management system essentially a trading system? Each module of human resources has its own emphasis, but each module is inseparable. Just like the biological chain, the lack of any link will affect the imbalance of the whole system. HR work is an organic whole, and all aspects of work should be in place. At the same time, we should constantly adjust the focus of work according to different situations to ensure the benign operation of human resource management and support the ultimate realization of corporate strategic goals!
(1), human resource planning: 1, organization setup, 2, adjustment and analysis of enterprise organization, 3, analysis of enterprise personnel supply demand, 4, formulation of enterprise human resource system, 5, preparation and implementation of human resource management expense budget;
(International Human Resource Management 1, Career Development Theory 2, Organizational Internal Evaluation 3, Organizational Development and Change; 4. Plan and organize career development; 5. Comparative overview of international human resource management 6 pages. Formulate a strategic plan for human resources development. Performance factors at work. Employee authorization and supervision)
(2), recruitment and configuration: 1, recruitment demand analysis, 2, position analysis and competency analysis, 3, recruitment procedures and strategies, 4, recruitment channel analysis and selection, 5, recruitment implementation, 6, special policies and emergency plans, 7, resignation interview, 8, measures to reduce employee turnover rate.
(3), training and development 1, theoretical learning, 2, project evaluation, 3, investigation and evaluation, 4, training and development, 5, needs evaluation and training, 6, composition of training suggestions, 7, training, development and employee education, 8, design and systematic methods of training, 9, development management and enterprise leadership; Develop yourself and others, 10, project management: project development and management practice.
(4) Performance management: 1, performance management preparation stage, 2, implementation stage, 3, evaluation stage, 4, summary stage, 5, application development stage, 6, performance management interview, 7, performance improvement method, 8, behavior-oriented evaluation method, 9, result-oriented evaluation method.
(5), salary and welfare management: (salary, incentive and income) 1, salary, 2, build a comprehensive salary system (job evaluation and salary grade, salary survey, salary plan, salary structure, salary system formulation, salary system adjustment, labor cost accounting), 3, welfare and other salary issues (welfare insurance management, enterprise welfare project design, enterprise)
(6), labor relations: 1, employment law, 2, labor relations and society, 3, labor relations and society, 4, labor negotiations, 5, unionization and labor negotiations (safety, security and health, safety and health projects, safe and healthy working environment, promoting workplace safety and health management, practicing health and safety), human resource management and competition/. 2, human resource management and environment, 3, human resource planning, 4, job analysis, 5, personnel recruitment, 6, employee training and development, 7, employee performance evaluation, 8, improve productivity.
How should small and medium-sized enterprises establish a streamlined human resource management system? Small and medium-sized enterprise management does not need to streamline management. The advantage of small and medium-sized enterprises is that they can flexibly apply changes in the market environment. Small size, convenient information exchange, and not easy to be distorted in the communication process. Can make the person in charge of the enterprise change the business strategy in time. Of course, it is best to balance process management and flexible management.
1. First, get the full support of the person in charge of the enterprise. Business leaders of small and medium-sized enterprises often adopt centralized management mode. It is convenient for enterprises to unify their decision-making ideas. Help the boss master all aspects of the enterprise. So if we want to establish a standardized human resource management system. First of all, you should get the support of your boss.
2. According to the industry characteristics, service characteristics and operating characteristics of the enterprise. Design an organizational structure based on business and market services. In human resources planning, we need to consider the current and future human resources situation and demand.
3. According to the set organizational structure. Design post, division of labor, establishment, etc. On the premise of fully understanding the business and management policies.
This is very important. The streamlined human resource management system requires managers to have different human resource management rights. According to the company's management style (centralization and decentralization), design the human resource management authority of the management. The future process of human resource management system is designed according to the different management authority of managers.
5. After the authorization authority and standards of managers are determined, the training system, salary system and performance system can be constructed.
What kind of enterprises are the standards of human resource management system and its implementation guide applicable to? At present, the standard is applicable to all kinds of enterprises and most institutions. The reason for this is the following：
What is HRMS standard?
HRMS standard (human resource management system standard) refers to "the management standard that various organizations refer to when implementing human resource management".
It is a very popular system management method to formulate management system standards and implement, review and improve them. ? (Quality Management System) is one of the most widely used standards. The standard of human resource management system is the management standard successfully formulated by drawing lessons from this system management method.
Similar to ISO9000, this standard can help organizations to implement and effectively implement the human resource management system, and it is a general requirement and guide for the human resource management system. It is not limited by the nature of specific countries and regions, industries and organizations, and can be widely applied to organizations of all types and sizes to promote mutual understanding and trust between domestic and international organizations.
HRMS standard includes the following two parts:
1, human resource management system standard requirements (HRMS-0 1): it specifies the requirements of human resource management system, which can prove that the organization has a perfect human resource management system that meets the requirements of applicable laws and regulations; Moreover, through the effective application and continuous improvement of the system, the work goal can be achieved; At the same time, establish and maintain a good relationship between the organization and employees.
2. The Guide to the Implementation of Human Resource Management System Standards (HRMS-02) provides guidance on the effectiveness and efficiency of the system implementation according to the previous standards and requirements, so as to promote the organization to improve its performance and achieve its work objectives.
Up to now, the latest version of this standard has been published in 20 1 1, which was revised on the basis of the first edition in 2007.
Characteristics and objectives of HRMS standard
In terms of structure and content, HRMS standard has the following characteristics:
1. can be applied to organizations of various natures, scales and types;
2. Emphasize that the human resource management system is an integral part of the organization's comprehensive management system, which is easy to be compatible with other management systems;
3. Pay attention to the effectiveness and continuous improvement of human resource management;
4. Use "Requirements (HRMS-0 1)" and "Implementation Guide (HRMS-02)" as coordination standards.
As the maker and promoter of this standard, our goal is: "Let the world accept and use the HRMS standard; Provide effective methods to improve the level of organization and management; Improve the transparency of organizational development, enhance the motivation of organizational sustainable development, and eliminate the legal risks and hidden dangers of organizational development. "
The specific functions of human resource management system standards;
Guide enterprises to establish human resource management system from scratch;
Standardize the document system and daily operation of human resource management system;
Establish a unified standard, so that all parties involved in economic activities can reach a * * * understanding of enterprise management;
Audit molecular companies through third-party audit institutions to facilitate the management of parent companies;
Audit the merger and reorganization companies through the third-party audit institutions, and gain an in-depth understanding of the actual situation of the enterprises;