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Anonymous users2024-02-091. SWOT analysis.
SWOT (Strengths Weakness Opportunity Threats) analysis, also known as situation analysis or strengths and weaknesses analysis, is used to determine the competitive advantage, competitive weakness, opportunity and threat of the enterprise, so as to organically combine the company's strategy with the company's internal resources and external environment.
Advantages are the internal factors of the organization, including: favorable competitive situation; Adequate Finance**; Good corporate image; technical strength; Economies of scale; product quality; market share; cost advantage; advertising campaigns, etc.
Disadvantages are also internal factors of the organization, including: aging equipment; management chaos; lack of key technologies; backward research and development; funding shortfalls; Mismanagement; product backlogs; Poor competitiveness, etc.
Opportunity is an external factor of the organization, including: new products; new markets; new demand; removal of barriers to foreign markets; Competitor mistakes, etc.
Threats are also external factors to the organization, including: new competitors; an increase in alternative products; market tightening; changes in industry policies; economic recession; changes in customer preferences; emergencies, etc.
2. PDCA cycle.
P (Plan): Identify the problem and make hypotheses about possible causes and solutions.
D (Implementation DO): Implementation Action Plan.
c (check): Evaluate the results.
A (Process Act): Return to the planning phase if you're not satisfied with the results, or standardize the solution if you're happy with the results.
Eight steps. Step 1: Analyze the current situation and find out the problem Emphasizing the grasp of the current situation and the awareness and ability to discover the problem, the discovery of the problem is the first step to solve the problem, and it is the condition for analyzing the problem.
Step 2: Analyze the reasons for the problem After identifying the topic, it is important to analyze the cause of the problem, and use a variety of scientific methods such as brainstorming to find out all the reasons that lead to the problem.
Step 3: Identification of Causes Distinguishing between primary and secondary causes is the key to solving the problem effectively.
Step 4: Formulate measures and make plans (5w1h) i.e.: why are these measures formulated?
What is the goal?Where is it executed? Who is responsible for this (WHO)?
When is it done? How to do it? Measures and plans are the basis for execution, making them as workable as possible.
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Anonymous users2024-02-08This book mainly includes three parts: analysis of human resource management concepts, analysis of human resource management essentials, and common tools of human resource management, mainly introducing the common terms of human resources, the connotation of human resource management, the key points of human resource management operations and the common methods of human resource management. This book is equipped with a large number of templates, methods, programs, systems, and systems, from shallow to deep, detailed content, strong operability, comprehensive and practical.
This book can be used by enterprise human resources managers, personnel supervisors, and human resource management practitioners, as well as middle and senior managers, human resources training institutions, management consulting institutions, and students majoring in human resources.
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Anonymous users2024-02-07Chapter 1 Organizational Structure Design 1
Chapter 2 Job Analysis and Evaluation 23
Chapter 3 Job Description Template 45
Chapter 4 Competency Models 119
Chapter 5 Human Resources Regulation 125
Chapter 6 Personnel Recruitment Management 145
Chapter 7 Written Examinations and Interviews 179
Chapter 8 Contracts and Probationary Trials 209
Chapter 9 Training Operations Management 215
Chapter 10 Training Course Development 255
Chapter 11 Performance Management 295
Chapter 12 Compensation and Benefits Design 389
Chapter 13 Personnel Quality Assessment 421
Chapter 14 Management of Employees' Day-to-day Affairs 473
Chapter 15 Corporate Employee Handbook Management 493
Chapter 16 Management of Labor Relations in Enterprises 561
Addendum 577
Appendix 1 Labor Law 577
Appendix 2 Labor Contract Law 588
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Anonymous users2024-02-06Preamble HR Specialist Secrets **Big**.
Chapter 1 Organizational Design Template.
Instructions for the Organizational Design Template.
Template of the organizational chart.
Model of the functions and powers of the shareholders' meeting.
Model Board of Directors' Responsibilities.
Model Responsibilities of the Board of Supervisors.
Model of the functions and powers of the General Manager's Office.
Model of the terms and powers of the Planning Department.
Model of the functions and powers of the marketing department.
Model of the duties and powers of the sales department.
Sample of the authority of the customer department.
Model of the terms and powers of the Technology Development Department.
Model of the functions and powers of the production planning department.
**Model of the ministry's authority.
Model of the functions and powers of the PMS.
Model of authority of the Ministry of Mechanical and Electrical Equipment.
Model of the Ministry of Finance's terms of reference.
Model Terms of Reference for the Audit Department.
Model of the authority of the Ministry of Investment.
Model Terms of Reference for the Human Resources Department.
Model of the functions and powers of the Ministry of Administration.
Model of the authority of the General Affairs and Logistics Department.
Model of authority of the quality management department.
Chapter 2 Job Design Template.
Chapter 3 Human Resource Management Process Model.
Chapter 4 Human Resources Management Form Template.
Chapter V Model Human Resources Management System.
Chapter VI Human Resources Training Template.
Chapter VII Model Job Description.
Chapter 8 Employee Handbook Template.
Chapter IX Human Resources Quality Assessment Template.
Chapter 10 Performance Appraisal Indicators and Application Templates.
Chapter 11 Other Models of Human Resource Management.
Appendix Main Labor Regulations.
References.
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Anonymous users2024-02-05The book has designed a five-in-one content system of "copywriting + system + tool + process + plan", which is very practical and operable, and is a good human resource management toolbook.
There are too many questions. My opinion is as follows:
1: I heard that there are three levels in the Human Resource Management exam, I would like to know what is the difference between each? >>>More
It refers to the rational allocation of human resources in a planned manner according to the requirements of the enterprise development strategy, and mobilizes the enthusiasm of employees, gives full play to the potential of employees, creates value for the enterprise, and ensures the realization of the strategic goals of the enterprise through a series of processes such as recruitment, training, use, assessment, motivation and adjustment of employees in the enterprise. >>>More
Human resource management mainly involves the following contents: >>>More
The human resource management system helps managers to create value chain profits by effectively organizing and managing costs and accelerating growth by improving the satisfaction and loyalty of internal employees, thereby improving the employee contribution version, that is, the right to performance. From the perspective of human resource management, the integrated human resources management solution uses centralized data to manage almost all information related to human resources (including: organizational planning, recruitment management, personnel on-the-job and resignation files, employee resumes, labor contracts, reward and punishment management, office supplies, hospital insurance, transfer management, training management, performance management, attendance management, hourly wages, piecework wages, dormitory management, employee self-help, leadership approval, etc.).
Do a good job in personnel cost accounting, and there is also a job description. >>>More