Hr 人力资源管理论文英文.docx

Hr 人力资源管理论文英文.docx

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Hr人力资源管理论文英文

UniversityCollegeDublin

NationalUniversityofIreland,Dublin

BachelorofScienceProgram（Singapore）

StrategicHumanResourceManagement

Lecturername:

Mr.DipanKMehta

Submitby:

WangYa

StudentID:

13209200

Program:

BSC20F

SubmissionDate:

3Jan.2014

Tableofcontents

1.0Introductionofthecompany-------------------------------------------------------------3

2.0Humanresourcemanagementstrategic:

recruiting--------------------------------3

2.1Procter&gamble'scampusrecruitmentprogram----------------------------3

2.2Expandtheinterviewnotificationchannel-------------------------------------4

2.3Increasethepublicityofrecruitment--------------------------------------------4

3.0Humanresourcemanagementstrategic:

traininganddevelopment------------5

3.1employeedevelopment----------------------------------------------------------------5

3.2Thecombinationoftrainingandenterprisemanagementstrategy-------5

3.3Maketrainingcombinedwiththegrowthofenterpriseorganization-----6

4.0Humanresourcemanagementstrategic:

compensation-------------------------7

4.1Housingbenefit------------------------------------------------------------------------7

4.2Medicalbenefits-----------------------------------------------------------------------7

4.3Welfareinsurance---------------------------------------------------------------------7

5.0Moremethodtoimprovethewelfareofemployees--------------------------------7

5.1Freelunch------------------------------------------------------------------------------7

5.2Providetransportationserviceortransportationsubsidies--------------------7

5.3car-buyingwelfareprograms--------------------------------------------------------8

5.4Recreationalsportsfacilities---------------------------------------------------------8

6.0Inconclusions-------------------------------------------------------------------------------8

7.0Referenceslist-------------------------------------------------------------------------------9

1.0Introductionofthecompany

Procter&gamble,hereinafterreferredtoastheP&G.P&Gisoneoftheworld'slargestconsumergoodscompany,HeadquarteredinCincinnati,Ohio,USA.Employsnearly110000peoplearoundtheworldin2008,P&Gistheworld'ssixthlargestcompany,oneofthe14majorcompaniesintheworld.P&Gisalsothetenthlargestinthefortune500mostadmiredcompanies.P&Gasahighawarenessinthehouseholdchemicalmarketwithitsproductsconsistingofshampoo,haircare,cosmetics,skincare,babycareproducts,women'shealthsupplies,medicine,beverages,food,fabric,homecare,personalcleansingproductsandbatteries,etc.P&GisonthelistofUniversum'slatestreleasedthe50mostpopularwiththeMBAcompaniesreport.Inaddition,inarecentthemostpopularforeigncompaniesamongChinesecollegestudents"study,P&Gisalsoleadingtheway.IwillformulatehowthehumanresourcemanagementstrategiccanbeimplementedintheP&GCompanysothatitcanaddeconomicvaluetothecompanybasedonhumancapitalandcreateahighperformanceworksystem.

2.0Humanresourcemanagementstrategic-------------recruiting

Intherecruitingsector,P&Gprefersexternalrecruitment（campusrecruitment）toacceptingfreshgraduatesfromtheuniversities.P&Gbelievethat"apieceofwhitepaper,doamostbeautifulpicture..Theywouldratherhirenewgraduateswhohavenosocialexperiencethantohiresomeonewhohasrelatedworkingexperiencesinothercompanies,apartfromafewpositionsthatrequirespecificworkexperiencesandsocialnetworks,suchasaccountingpersonnel,publicrelationsstaff.

2.1Procter&gamble'scampusrecruitmentprogram

P&GscampusrecruitmentusuallystartattheendofNovembertillJanuarythefollowingyear.Thefirststepisthedistributionofrecruitmentapplicationform:

Seniormanagerswillthenintroducethecompanyinformationfacetoface,includingcareerdevelopmentopportunities,salarywelfare,departmentalfunction,jobseekersqualityskillsrequirementsetc.Theywillalsoconductaquestionandanswersessiontoaddressanyconcernsfromtheapplicants.Thesecondstepisthesubmissionofthecompletedapplicationforms.Thecompanytakesstringentrequirementoftheoriginalcopyoftheformandanyphotocopiedformswillbedeemedinvalid.StepthreeisapreliminarytestandStep4isaproblem-solvingskillstest:

Thisisawrittenexam,theuseofP&Gglobalgeneralquestions.Step5isthesecondinterview.Step6isthejoboffer:

Aftertheapplicanthaspassedalloftheabovementionedsteps,thecompanywillofficiallyofferasuitablepositiontothesuccessfulcandidate.Andofcoursethelaststepisjoiningthecompany.Fromtherecruitmentprocess,wecansee,P&Gsrecruitmentprocessisrigorousandpowerful.However,therearealsosomewaystohelpP&Gtoimproveontheefficiencyofrecruitment.

2.2Expandtheinterviewnotificationchannel

Inmoderntimes,withadvancecommunicationtechnologies,notificationchannelscanbeconvenientandfast.However,theremaybeoccasionswhenacandidate'smodeofcontactisnotavailableduetounforeseencircumstances.Forexample,Ifthemobilephoneisshutdown,alternativecontactmethodssuchasemailcanbeusefultoensureallcorrespondencesareproperlyreceived.Theprosofusingemailasaconfirmationincludesthesentconfirmationandreadreceiptfunctionswhichwillgreatlyreducethetimewastedontryingtoreachacandidatemanytimesviahismobilephoneifuncontestable.

2.3Increasethepublicityofrecruitment

Arecruitmentadvertisementisagoodshowcaseofthecompany'scapabilities.Agoodadvertisement,thecontentdesignanddistributionchannels,willbringsomepositivemotivationforjobseekers.Shouldacandidatebegivenaninterviewopportunitybyvariouscompanies,thecompanywhichhasleftapositiveimpressionintheirrecruitmentdrivewilldefinitelyattracttheprospectcandidatemore.

2.4Othereffectivemeasures

Therearealotofmeasurestoimprovetheeffectivenessofstaffrecruitment.Keepingadatabaseofpastcandidateswhoqualifiesforapositionbutnotselectedduetolosingouttoastrongercompetitorwillimprovethespeedofrecruitmentandreducethecostofhiringoncethereisajobvacancyduringenterprisedevelopmentinthefuture.Tosumup,inordertoincreasetheeffectivenessofrecruitmentisasystematicproject.Itrequiresgoodcorporatehumanresourcestrategiesandsettinguptheideathathumanresourceisthefirstresource,accordingtothedevelopmentoftalentsandthroughvariousscientificrecruitmentmethods,andmakingiteffectivelyimplementedintherecruitmentplan,companiesalsowanttocreateaharmoniousenvironmentwithintheorganization,andenhancethestaff'ssenseofbelonging.

3.0humanresourcemanagementstrategic------------traininganddevelopment

3.1employeedevelopment

Intheaspectofemployeedevelopment,P&Gisoneofthefewtodayuseinternalpromotionsystem.Internalpromotionispromotedfrominsidetheorganizationswhoarecompetentpersonneltofillvacanciesintheorganization.Internalpromotionhasmanyadvantages,firstofall,theinternalstafftoknoweachother,theboardofdirectorsoffamiliartalentscanbeselectedfromwithinthecompany,Accordingtoitsadvantagearrangepersonneltotheappropriatelocation,ontheotherhand,Peoplewhoarefamiliarwiththesituationoftheinternalselection,cancontinuetheenterpriseculture.Secondly,internalpromotioncanbestablemorale.Inaddition,theinternalascensionalsocanpreventthebraindraincausedbythesuspicion.

eenterpriseculture

Nowadays,theenterprisespaymoreandmoreattentiontoemployeetraininganddevelopment,P&Gisnoexception.Ifthecompanywanttohaveabetterdevelopment,stafftraininganddevelopmentshouldnotbeignored.TherearesomewaystohelpP&Gbuildhighperformancetrainingsystem.

3.2Thecombinationoftrainingandenterprisemanagementstrategy

ManagementGuruDruckersaid:

todotherightthing,todothingsright.Theformeremphasizestheenterprisesshouldsettherightstrategicdirection,payattentiontoenterprisemanagementgoalrealization,Thelatteremphasizestheenterprise'sexecutivecapacity.Payattentiontothroughthemodeofoperationandmanagementtoimprovetheefficiencyofenterpriseoperationandbusinessperformance.AfterEnterprisedecidedthemanagementstrategy,necessarilytranslateintoaspecificplanofaction,andthenbrokendownintomanybusinessoperationsystem,Andthroughthecorrespondingorganizationalstructureandspecificresponsibility,throughtheappropriatestafftoimplement.Onthefirstleveloftrainingmanagement,theenterprisemainlyfocusontheabilityofemployeesandtheorganizationdevelopment,employeeorientation,canhelpemployeesquicklyintotheenterpriseculture,Familiarwithenterprisebusiness,improvetheworkskills,Intheprocessofwork,theenterprisematchupwiththeemployee'sperformanceevaluationandindividualcharacteristics,formulatetargetedon-the-jobtraining,tofurtherimproveandcanhelpemployeesworkability.Throughtheascensiontopromotetheemployeesworkperformanceintheimprovementofenterpriseoperatingperformance.Inthesecondlevelofthedevelopmentoftraining,theenterpriseshouldfocusontrainingandservicesupportforenterprise'spartners,forthegrowthofthepartnerstoprovidevalue-addedservices,andimprovethedependentdegreetotheenterprisepartners.Fortrainingsuppliersandotherpartners,isadvantageoustotheenterprisecontrolthesupplyofrawmaterials,sparepa