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1、EscapetoWild,z是一家成功的公司，专门通过邮购和小型的零售专营店来销售户外休闲服饰。它作为一家私营公司小规模的经营了超过15年的，一直到六年前，一位经理被聘请来扩展公司业务。首先，公司增加了邮购目录上的商品数，并且用了更大的仓库来存放和配送货物。四年前，“EscapetoWikr开了第一家自己的零售专营店，到现在，己经有了IO家零售专营店，并有方案再多开五间店。两年前，公司建设了自己的网站，实现了网上购物，这局部的业务开展迅速，还带了了很多海外的订单。这位新经理上任以来，公司员工已由原来的20人开展到300人，业务也变得更大更复杂，持续需要加强员工来源已经成为这家户外服饰专营公司最
2、强烈的需求，需要更多的员工是这家公司的当务之急。EscapetoWikr公司没有明确的人力资源部门。部门经理们根据自己部门的职责招聘新人，负责确定他们的薪酬水平。薪酬管理业务己经外包，员工培训一般是临时组织的，财务主管负责处理员工的合同和特殊情况，例如产假和加薪。在这个快速开展的时期，公司已经开场将更多的精力投入到服务正在增加的客户群中。到目前为止，公司中员工的关系比较良好，但是，公司的现状说明是时候建设规定和程序从而能用更系统的方法去解决人力资源的问题。在最近的公司管理层会议上,部门经理们不断的抱怨说他们花了太多的时间在处理一些日常的行政问题上，而这些问题明明都可以由人力资源部门来解决，如果
3、公司能有一个这样的部门。不断增加的员工数量使得财务部门花大量的时间来处理与人事相关的问题。同时，部门经理们也会因为工作描述，招聘和甄选的实际操作，以及员工的薪酬待遇等问题产生矛盾。一个管理层的人员最近参加了一个关于员工法案的研讨会,法律的复杂性带来的实际问题是公司更加需要一个专门的部门来公平的处理员工的问题。同样，员工们也开场抱怨一些条款和条件中的矛盾，有一些人离职了，因为他们对自己遭受到的人力资源问题觉得不满意。所有的管理队伍都同意引进更系统的管理方法。总经理己经表达了愿望：希望公司能用更战略的方法来招聘，培训和开展员工，从而保证留住这些为公司创造成功和利益的人力资源。Thehumanres
4、ourcemanagementforEscapetotheWildIntroductionjThisreportisanadvantagereportforEscapetotheWild,init,Wewilltalkaboutitshumanresourcemanagementandhowtomanageitmorebetter.Wewillalsogivesomeadvantagestoitslinemanager.Itwillalsotalkaboutthejoyfulinfluenceforthiscompany.1.Thehumanresourcemanagementcanbedef
5、inedasastrategicandcoherentapproachtothemanagementofanorganizationsmostvaluedassets:thepeopleworkingtherewhoindividuallyandcollectivelycontributetotheachievementofitsobjectives.Therangeofhumanresourcemanagementactivitiesarehumanresourceplanning,recruitmentandselection,jobanalysisanddesign,trainingan
6、ddevelopment,employeerelations,payandreward,employeewelfare,performancemanagementandappraisal,ensuringfairemploymentpractice.Inthisreport,Iwilltalkaboutfouractivities:humanresourceplanning,recruitmentandselection,jobanalysisanddesignandtraininganddevelopment.(1) HumanresourceplanningThehumanresource
7、planning,sfunctionandpurpose: Toensurethatfirmhasrightnumberofpeople,intherightplace,withtherightskillsattherighttime. Tosupportfirms,expansionstrategy. ToensuringHRresourceSupplementshumaneresourcedemands. Tosethumanresourceobjectivesanddecidinghowtomeetthem.Dohumanresourceplanningneedtoemployeesne
8、edforacompany,itincludeinsideandOutsidepredict.Theprocessofhumanresourceplanningincludesthreesteps: HowmanyemployeeswillWeneed?Theexpecteddemandforcompanysproductofserviceismostimportantwhenforecastingpersonnelneeds. Howmanycandidateswillbesuppliedinsideoforganization?Aqualificationsinventorycanfaci
9、litateforecastingthesupplyofinternalcandidates. Forecastingthesupplyofoutsidecandidates.Iftherearenotenoughqualifiedinsidecandidatestofillanticipatedopenings,employersfocusnextonprojectingsuppliesofoutsidecandidates.Thismayrequireforecastinggeneraleconomicconditions,locallabormarketconditions,andocc
10、upationsmarketconditions.Thisactivityisveryusefulforthiscompany,becauseitcanenablethattheemployeemovementsinto,within,andoutOfbrganizationaresmooth/lessdisruptiveandsoundHRMdecisionmaking.Throughtheseparts,theycaneffectonmanypartsinthecompany,atlast,itcanbecomethecompetitiveadvantage.EscapetotheWild
11、islakeofhumanresourceplanningthroughitsdevelopment,iftheydoitwell,thenthecompanywillhasitsowncompetitiveadvantage.(2) JobanalysisJobanalysisistheprocedurethroughwhichyoudeterminethedutiesofthesejobsandthecharacteristicsofthepeoplewhoshouldbehiredforthem.Itincludestwoparts:jobdescriptionandpersonspec
12、ifications.Itspurposeistoproduceinformationonthejob,sactivitiesandrequirements.Ithasthreeprocesseslikenext: Collectingjobanalysisinformation.Tocarryoutjobanalysisneedcomprehensiveinformationaboutcertainjob. Writingjobdescription.Ajobdescriptionisawrittenstatementofwhatthejobholderdoes,howheorshedoes
13、it,andunderwhatconditionsthejobispreferment. Writingpersonspecifications.Personspecificationshowsdetailsofthepersonalqualitiesanindividualwillneedtoperformaparticularjob.Apersonspecificationsetsouttheskills,characteristicsandattributesthatapersonneedstodoaparticularjob.Itcanenablethatcompetent,motiv
14、atedemployeeswithpositivejobattitudes,job-relatedHRMandminimizedHRM-relatedlawsuits.Inthiscase,throughitsdevelopmentthecompanyisbeguntodoit,becauseofthis,thecompanyisdevelopingfastandbecomebiggerthanbefore.Thejobanalysisletsomecompetitiveadvantagestothiscompany.(3) RecruitmentandselectionRecruitment
15、istheprocessofidentifyingtheneedforanewemployee,definingthejobattractingcandidatesandselectingthosebestsuitedforthejob.Selectionistheprocessofchoosingwhichpersontoappointfromthosethatapplyforajobvacancy.Recruitmentandselectionareusuallyconsideredasoneprocess.However,wewillmakethedistinctionherebetwe
16、entheinitialactionsandconsiderationswhenplanningstaffrecruitmentandtheprocessofselectinganindividualfromapoolofapplicants.Thepurposeofrecruitmentandselectionisthat.Recruitmentinvolvesattractingtherightstandardofapplicantstoapplyforvacancies.Selectioninvolveschoosingthemostsuitablepeoplefromthosethat
17、applyforavacancy;thisensuresthatthoseselectedforinterviewhavethebestfitwitthejobrequirements.Theprocessofrecruitmentandselectionislikenext: Vacancyreview Applyingtofillavacancy Preparationofjobdescriptionandpersonspecification Preparingarecruitmentadvertisement Placingtheadvertisement Receiptofappli
18、cations Arrangeselectioninterviewsandotherselectionactivities Writetosuccessfulandunsuccessfulcandidatesatvariousstagesoftheprocess EvaluationoftherecruitmentandselectionprocessItcouldensurerecruithigh-qualityapplicants,ifacompanyhashigh-qualityemployees,thenproductiveemployeescanincreaseoverallprod
19、uctivityandimprovedchancesofselectingbestqualifiedandtrainingneedsandcostsareminimized,throughthesebestpartsandcombinewiththiscompanyssituation,ifitcanhavehigh-qualityemployeesandtakelowcostfortheemployeestraining.Thosearehelpingthecompanydevelopingwell.(4) TraininganddevelopmentTraininganddevelopme
20、ntreferstoatiplannedeffortbyanorganizationtofacilitatethelearningofjob-relatedbehavioronthepartofitsemployees,.Traininganddevelopmentisalsoameanstoprovideemployeeswithrelevantskillssoastoimprovetheefficiencyoftheirorganization.Thegoalsandfunctionoftraininganddevelopingarelikenext: Toimproveanindivid
21、uaslevelofself-awareness Toimproveanindividuasskillinoneormoreareasofexpertise Toincreaseanindividuasmotivationtoperformhisorherjob Togrowitsownmanagersandpromotefromwithin TohelpretaingoodqualityemployeesTheprocessesofT&Darelikenext: Identifyingtrainingneeds ProducingT&Dplanning ImplementingT&Dplan
22、ning EvaluatingtheprogramThroughgoodT&D,thecompanycouldimproveemployeecompetence,permanentchangeinKSAsofnewemployeesandpennanentchangeinKSAsofcurrentemployees.Inaword,EscapetotheWildcanthroughthesepartsinitsowncompanytoimprovehisproduceandhisquicklydevelopmentintheworld.2.(1)Throughthecasecompany,we
23、canseethatthemanagementstructureisntwonderfulforthiscompany.Inthiscompany,ithas300staffs,butitsstructureofthehumanresourcemanagementfunctionisn,thavingfullfunctioninthisfirm,soWeneedtoimproveittohelpthecompanydevelopingbetter.Iwilltakesomeadvantagestoit.Fromnextpicture,thecompanydidn,thavethelastdep
24、artmentinitsstructurethatisHRdirector,thisdepartmentisthiscasecompanyarebuildingnow.Becauseof300staffsinthisform,insomeoperations,theratioofHRdepartmentstafftothenumberofemployeesisoneforevery100employeesoroneforevery200employees,soitsuitableto1:100managementsituation,soweonlyneedtoaddtwoorthreeHRdi
25、rectorsmember,sothenewstructurepictureislikenext,ithasfivedepartmentsandtheHRdirectoristhenewone.ThepositionsofHRdepartmentarealwaysincludingthese: Directorofhumanresources 1.aborrelationsspecialist(directoroflaborrelations) Employmentmanager Payrolladministrator Benefitsadministrator Directoroftrai
26、ning/trainingmanagerThroughthefactofthiscompanyandthetheory,soWecanseethenextstructureismuchmoresuitableforthecompany.ManagngDirectorMarketingAdvisorPersonalAssistantFinanceDirectorOnlineandMailOrderR(tailOutletsPurchaseandHRDirectorSales)irectorDirectorDistributionDirector1accontant2ITwebspecialist
27、sIOstore1warehousemanager!training2finance!mail-ordermanagersIbuyingmanagermanagersupervisorsmanager20assistant3distributionIHRrecruiter8finance!assistantmailstoremanagerssupervisorsassistantsordermanagerI5full-time/5buyers2secretarial3salesteamleaderspart-time/casual15dispatch/supportstaff30full-ti
28、mepart-timeretailstaffwarehousestaffcustomerservicestaff4secretarial/4secretarial/4secretarialadminadminstaffadminstaffstaffTheHRdirectorguidesandmanagementtheoverallprovisionofhumanresourceservices,policies,andprogramsfortheentirecompany.HeoriginatesandleadsHRpracticesandobjectivesthatwillprovidean
29、employee-oriented,highperformanceculture.TheHRdirectorcoordinatesimplementationofservices,policies,andprogramsthroughHRstaff,heisalsoneedtodoreportstotheCEOandservesontheexecutivemanagementteam,andassistsandadvisescompanymanagementaboutHRissues.Thecorporatehumanresourcerecruiterisresponsiblefordeliv
30、eringallfacetsofrecruitingsuccessthroughtheorganization.WecanemployaHRrecruitertodealwithrecruits,problem.Thecorporatehumanresourcesrecruiterwillplayacriticalroleinensuringwearehiringthebestpossibletalent. Developandexecuterecruitingplans. Networkthroughindustrycontracts,association. Coordinateandim
31、plementcollegerecruitinginitiatives. Administrativedutiesandkeeprecords.Sothroughthecompany,sfactWeneedHRDirectorandHRRecruitertomanagethecompanyshumanresourcemanagement.(2)Thehumanresourcemanagementsoperationisbasedonthelinemanagers,becauseofthelinemanagersarethelastusersinthecompany,sotheyneedtoco
32、operatewithhumanresourcemanagerstodohumanresourcemanagementwelltoassurethecompanydevelopwell.1.inemanagersHRMresponsibilitiesarelikenext: Placingtherightpersonintherightjob Startingnewemployeesintheorganizations Trainingemployeesforjobsthatarenewtothem Improvingthejobperformanceofeachperson Gainingc
33、reativecooperationanddevelopingsmoothworkingrelationships Interpretingthecompany,spoliciesandprocedures Controllinglaborcosts Developingtheabilitiesofeachperson Creatingandmaintainingdepartmentalmorale Protectingemployeeshealthandphysicalconditions3.Ifthecompanyprovidesgoodhumanresourcemanagement,th
34、enitwilltakegoodpsychologicalcontract.Thepsychologicalcontractisthattheperceptionsofthetwoparties,employeeandemployer,ofwhattheirmutualobligationsaretowardseachother.Thecontextualandbackgroundfactorswilleffectonthepolicyandpracticeandthenwillbethepsychological,allwilleffectonthestateofthepsychotical
35、lycontract,atlastwewillhavetheoutcome.Themanagercouldthroughgoodpsychologicalcontracttoprovidegoodsituationsforhisemployeesandmakegoodrelationshipswiththem,thiswillhavegoodeffectonthecompany,andalsohavemanyadvantagewithemployeesandemployers.Inthisreportwetalkaboutalotoffunctionsandeffectsonhumanresourcemanagementforacompany,andwealsobasedonthecasecompanytoprovidethem.Throughtheseparts,Wealsohelpthecasecompanyimproveitsmanagementonhumanresourcemanagement.
