2011 - Taiwan Liu Chengxi teacher - Courses - Non-human resources director of human resources ...

 2011 - Taiwan,bailey UGG boots, Liu Chengxi teacher - Courses - Non-human resources director of human resources management
Speaker: Taiwan Liu Chengxi teacher
Preface:
the Management of planning your company to enhance the production of management skills, etc., the main The purpose is to build a strong contingent of cadres iron business team, development has brought the company some help.
the case of the Shenzhen Municipal Enterprise Management Consulting Co., Ltd. Mai Jinshi you understand your company needs this course situation, adjust the training development plan, and that the basis for the implementation. We hope to contribute to a force for your company, but also hope that both sides could conduct in-depth details of the study.
curriculum planning instructions:
line manager's core mission is to lead, motivate subordinates to clear the team goal, therefore, have a influence outside of about the capacity of subordinates, a good manager must be able to clearly understand the position of each of the departments necessary qualifications, a clear grasp of each member of a team working ability and their advantages and disadvantages, including the stability of the work attitude, be able to effectively control the efficiency of the entire team to ensure completion of work objectives. Modern business management has proved that human resource management is the essential quality of good managers. This book is for planning Foxconn Technology Group CMMSG R & D team, establish and improve the implementation of the system and ensure the effective implementation of the development of the enterprise to bring some help. also hopes to explore this option further.
us your company's senior leaders
1. describe the pre- requirements summarized interviews.
2. that the goal of our curriculum.
3. that we set the course syllabus and training methods.

a requirements specification, with modern human resource-related theory widely accepted in China, many companies have gradually shifted from the traditional personnel management to get out of it and instead focus on modern human resources management and development. in human resources-related work problems, the responsibility will fall on human nature resource management on the shoulders, and even the general line managers that are related to human resources and personnel work, which is the traditional understanding of the error.
Second, according to the modern human resource management theory, human resources does not work then just the work of human resources management, but all the departments involved. Simply put, the modern theory of human resources can be simply summarized as: selection, education, use, leaving four characters, all of the work is HR completed with all other departments, while the division of labor and cooperation between the two sides is that each focus, which is the general concern of line managers do not.
three, first, before the election: Human resources management in the basic work, such as design job description, recruitment channel choice, job information, design the appropriate form, the organization interview, associated tests, evidence, etc., and finally participate in employment decisions; demand per sector jobs needed to clear operational capacity, assessment of candidates, the employment of views. In this process, the demand sector must focus on the ability of candidates who visit the business.
four and, secondly, Sir Ellis Kadoorie: This link is also a human resources management and the completion of specific personnel departments, human resources department in accordance with the company's development strategy and formulate a practical personnel policy development and actual needs based on company training plans to provide a great environment Yucai; employment sector in the specific use in the department to create a good working environment, continuous Optimization of senior staff professional capacity to effectively guide new staff, plans for various projects to promote and provide the necessary guidance and guidelines, and create organizational performance, help employees grow rapidly to meet the job requirements, how the mentality of the work, a large part will depend on the working environment within the department and the managers of the personal qualities and management style.
five, once again, with only: in this session for human resources management departments employing only the development of relevant policies, supervision of labor situation, dealing with employment issues arising in the course; people are a specialty, which requires the department manager in the employment process to combine the practical arrangements of their own work, combined with management by objectives, task allocation, performance evaluation and performance assessment, implementation of the policy and plans, Zhirenshanren is duty-bound managers. while employing the process is the process of nurturing talent, tempered at work is the fastest and most effective. effective incentive, rational use and development of talent is the department manager the focus of the work, which is the focus of human resources.
six, and finally, leaving only: This is the ultimate goal of human resources, how to make, after selection, education, grew up with the ability to work after a prominent, conducive to the development of talent leave the company to continue as a company. This is not just part of human resource management department and personnel departments, which requires the participation of all sectors of the company matters, and ultimately to achieve with the cause of keeping with the cultural left people, with sentiments, to keep people using the system.
seven, therefore, to some extent all the department managers are human resource managers, but the actual work content and each level is different.