HR case study, HR case study solving

The reasons for the company's problems are: (1) the president of the company is an expert in the industry, but in terms of enterprise management, he fails to handle the responsibilities between the production department and the personnel department; (2) The various job descriptions formulated by the personnel department are not clear about the responsibilities and requirements of the position. The key to solving these problems lies in objective, meticulous and scientific work analysis.

1. Improve the quality of the enterprise through management training, so that employees can understand that quality is the first and missing condition for survival, so that the enterprise can grow and expand in standardized management.

Second, it is to train employees to be tempered in their work

As a headhunting consultant, I would like to share my thoughts and hope to give you some inspiration, I believe that you are actually a new person or senior executive of this company, right?

First of all, I will first talk about the problems existing in the housing policy, and whether the leaders have considered the following questions at the beginning of the establishment: 1. Why reward; 2. To whom the award is given; 3. On what basis is the reward; 4. How to reward. I don't understand why the reward is being rewarded, so I can't find the object of the reward and the metrics for getting the reward.

The housing policy here is mainly to retain people and attract external talents, but we are not clear whether internal talents really need this housing, and as a housing reward is too high, the conditions that can be met will be relatively harsh and difficult to achieve, if it is easy to achieve and easy to not be cashed, and it is dishonest to others. If it is easy to reward one's own henchmen, it is easy to cause employees to criticize the boss's cronyism. Therefore, do not easily use the method of housing delivery to incentivize without fully thinking about it.

There are many incentives to do, the most critical place is called on-demand distribution, and the best effect will be given to the people who need it most, which is not only material care, but also humanistic care. There are also incentives that are significantly more effective than actual cash-outs. Fulfillment is just an amplification of promises, and you can search for the concept of probability clouds, and I won't explain much here.

In addition, the proposal upstairs is very good, the housing welfare is far more effective than the housing incentives, from the material it seems that the problem of your enterprise is not to recruit, but to stay, stability is to be solved urgently.

Let's talk about human resource management, imperfect system and chaotic procedures are the direct causes of many problems, but in digging deeper, the lack of enterprise employment concept is the fundamental reason. Enterprises do not have a clear understanding of what kind of talents are the most suitable for the enterprise, so there is also a lack of an effective performance incentive system. Let me help you sort it out:

1. Where is the profit point or competition point of the enterprise? 2. What kind of people does the company need most at this stage? 3. What do they need to do or how to cooperate to improve the efficiency of the enterprise?

4. What do they need? When the above four problems are clarified, it is believed that a more effective performance incentive system is about to emerge. One thing I still want to say is that the humanistic spirit is very important in the current society, we must pay attention to people, and we must empathize, otherwise don't say whether this person is excellent or not, and it is not even qualified.

Of course, I don't want to talk about integrity, it's a basic moral literacy issue, and if you can't do this, don't say anything.

Well, in fact, after sorting out the above two questions, I don't need to go into the third question. I can help you improve, but that is not a cure, and I have too little information to help you make a really suitable improvement, so I suggest that you work your own.

Management depends on human nature, and business pays attention to commonality.

Wow, landlord, such a long story, can there be a blank line?

So since you want to report to the company, do you have Zheng Xin's data, do you have to have Ming Congpin's personal analysis, and do you want to let experienced people show you?

Categories: Business Banking >> Business Documents.

Problem description: Miss Wang, a salesperson, sold a laptop computer of 20,000 yuan to Mr. Li by mistake for 10,000 yuan due to a work error, how did Miss Wang's manager write a letter to Mr. Li to try to get the money back?

Within 70 words Thank you.

Analysis: Dear Mr. Lee:

Hello! First of all, I wish you a prosperous career and a happy family!

Thank you for buying an IBMC180 laptop in our company on the morning of November 15, 2006, this notebook is a new product just launched in October this year, and the configuration is very high, so our company will take him as the main new product of this month**. I don't know how you feel about it? Would love to know what you think.

Due to the negligence of our work and the lack of attention to staff training, some employees do not know much about the new products, resulting in salesman Wang Xiaohua mistaking the IBMC180 model laptop worth 20,000 yuan for lenvo180b, and selling it to you for 10,000 yuan, and the difference of 10,000 yuan has caused significant losses to our company.

The responsibility for this incident lies entirely with us, and we sincerely apologize to you, and we ask that you can transfer the balance to our account or have it collected by our company. In line with the principle of mutual understanding, we will give you 1,000 yuan, that is, you can get a high-performance notebook by paying another 10,000 yuan.

For the inconvenience caused, our company apologizes for the hard work!

*Computer company manager Wang Xiaoer.

November 18, 2006.

Summary. Hello, I have seen your question and am sorting out the answer, please wait a while for a while Human Resource Management Case Study.

Now there is no such situation, the surname is a lot of money, and it often harms the interests of the people!

1. Understand the background of the time period through the recommending agency;

2. Investigate their files;

3. Understand the taxi company; If you open a rental, you should apply for a record with that department.

(1) It is necessary to understand the degree of change in the company's five-year strategy and organizational structure. Strategies include: corporate brand strategy, corporate business strategy, corporate market strategy, corporate management strategy, talent reserve strategy, etc.; The change in the organizational structure mainly comes from the change in the corporate structure according to the strategy, and mainly involves the issue of staffing.

2) There are three ways to do this:

Experience method, through previous experience, combined with the characteristics of the enterprise, the human resources needs of the enterprise are planned, and the "bottom-up" and "top-down" methods can be adopted.

The labor quota method is a regulation on the amount of work that a worker should complete in a unit of time. The specific operation method is: according to the past historical data, the enterprise first calculates the labor quota of a certain job and no one per unit time, and then calculates the total workload to be completed according to the future production target, and then converts the number of human resources required according to the previous standard.

The cost analysis method is mainly from the perspective of cost for human resource demand, and its formula is: the number of human resources needed in the future for a period of time = the total budget of human resources needed in the future (the current average cost of individual employees of the enterprise * (1 + the percentage increase in the cost of each human resource planned by the enterprise * the number of years in the future)).

1) Adopt the labor quota method and cost analysis method to plan according to the needs of the project. The specific operation method is: according to the past historical data, the enterprise first calculates the labor quota of a certain job and no one per unit time, and then calculates the total workload to be completed according to the future production target, and then converts the number of human resources required according to the previous standard.

At the same time, combined with the cost, the number of human resources required in the future = the total budget of the human resources required in the future (the current average cost of individual employees of the enterprise * (1 + the percentage increase in the cost of each human resource planned by the enterprise * the number of years in the future)). The number of human resources is verified by formulas.

2) According to the strategic development goals and task requirements, the enterprise scientifically analyzes the supply and demand of human resources in the changing environment, and formulates necessary policies and measures to ensure that the organization obtains various needed talents in the required time and required positions.

1. The salient features of the company's work analysis are: Experts will participate in the guidance of work analysis, and accurately combine it with real work, and modify the deficiencies and loopholes in the work analysis in a timely manner according to actual problems.

2. The company's work analysis is in place. But it is only an analysis of the work at the internal level. It is manifested in the participation of internal engineers and feedback from on-site personnel.

In this way, the company's development can be met in the short term. But as a long-term thing, it is advisable to introduce new analytical ideas in order to solve the problem of disconnection between internal management and externality.

1.Human resource planning is first of all consistent with the strategic planning of the enterprise, and the second is to understand the current situation of the company's human resources, according to the company's strategic development plan and market development, the human resources of the enterprise are first and planned.

2.The company's human resources requirements for quantitative ** must understand the basic status of the company's production, your current information is far from enough, it is recommended that you first look at your company's previous manpower reports and production and operation status of the report, according to the company's internal and external environment in order to do a perfect human resources quantitative**, otherwise you do it is only on paper, no use value.

To give the "right" answer.

Hehe, the landlord is not professional, this kind of case analysis question, there is a correct answer?

1 Abolish the former ones.

2. There should be no division of labor, this is a team work, which should be completed by all. The content of the work is sorted out by the secretary and placed in a place where everyone can see, and whoever finishes one will go and pick up the other until it is all done.

First, the original statement of work can no longer adapt to the current division of work, because of the dynamic nature of the work itself, the times are advancing. Science is developing. Therefore, the statement of work should also be adapted to the job itself.

Therefore, in the face of more and more disputes, it should be noted whether the scope of responsibility of the statement of work can no longer adapt to the continuous development of the enterprise. Therefore, it is imperative to have a statement of work with clear responsibilities.

Second, when to work analysis depends on whether the enterprise has a clear division of labor. Whether it is prevarication, rip-off and other phenomena.

When the enterprise management system or network technology is updated, it is necessary to re-analyze the work according to the actual situation, such as the work of the archivist.

1. (1) Feedback and amendments to existing statements of work. That is, after the completion of the statement of work, there may be some inconsistencies with the actual situation, which requires feedback from the incumbent in the actual use process, and necessary corrections after verification. In addition, when the organization's strategy changes, some jobs may no longer exist, and some new jobs will be generated, and the statement of work will need to be adjusted accordingly.

2) Reflect on the process of job analysis.

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