人力资源外文参考文献及翻译 第5页
Selects and raise management level training. IBM Corporation takes “the successor” extremely the raise, takes turns and so on the ways through the operating post to exercise and to select the superintendent the candidate. Confirmed after the qualified personnel, IBM Corporation can perform to appoint, enable it to have the opportunity to obtain the exercise in the supervisory work practice, on the level superintendent and the human resources department is responsible to the assignment qualifications level carries on the examination and the effective work appraised, superior win and the inferior wash out, the entire process will be the company and between future management level both sides carefully examines the compatible mutually process.
Staff individual development IBM regards the staff for the enterprise most important property, by “the respect staff, assists the dead weight; Just now suitable duty, display potential; The personnel training, the skill promotion” is a principle. The IBM Corporation first position is respects individual, this becomes this company the highest principle. IBM emphasizes the eq原文请找腾讯752018766辣-文^论,文.网
http://www.751com.cn片ual opportunity extremely, moreover the company returns to give back to each staff to provide the attempt the opportunity. This to carries on the commercial operation the company, is extremely commendable. In its management creed, provides the fill challenging work, training as well as the success opportunity to the staff, emphasized the staff works the value and the feeling of satisfaction, causes it to grow together with the company.
IBM “the personnel training, the skill promotion”, all prepared own for each staffs to need, even is the complete condition and the development space. The company provides the management and the specialized two kind of professional profession development channel to the staff, enable the staff to have many kinds of opportunities to realize individual occupation to be ideal. If a staff wants to work as manager the level, develops in the management path direction, the company inspects him whether has the management to be able with the raise potential. If has the development potential, stores this staff the management talent bank, includes manager to train in the plan, arranges 3 month time manager trains. In training process, but also can give its concrete project to do, realized leads the responsibility, the duty as the team. The curriculum completes and qualified, has manager when the company the position vacancy, namely may arrange the mount guard.
If a staff wants and works as suitably the technical expert, IBM also provides the development space for it, in order to step by step upward development. When develops certain rank and leads the excessively new staff and trains in the company has taught the class hour, may participate in the test which the company organizes, and carries on the reply. Replied qualified, obtains the high-level technical expert's official rank.
1.3 Human capital management of Samsung
In 2004, Samsung Electron Company makes a profit, straight pursues the Japanese first big privately operated manufacturing industry Toyota car company, the media by “the Japanese Toyota, South Korean Samsung” calls Asian these two big remarkable enterprises
The Samsung electron growth power regarding the training liberal with investment, is the Samsung electron continues forever to grow and the formidable competitive power key, “the Samsung manpower development courtyard”, shoulders this great task big duty
Building an excellence team
Is apart from South Korea capital, Seoul half hour Chen Cheng to execute the kind city approximately “the Samsung manpower development courtyard”, in the so big building, most noticeable is “the creation hall”, every day sets up does research the curriculum. From recently the staff to the higher order manager, in view of various levels, various functions, various goals do not leave, all has the omni-directional design plan curriculum..
Last year, the manpower development courtyard set up 68 kind of curricula, altogether had 261 school grade orders, 30,000 students, manpower training invests 42,000, million Han Yuan.
The Samsung manpower development courtyard, mainly has three goals:
First transmits Samsung the electronic operator's management idea and the management philosophy, condenses the staff mutual recognition, becomes is ambitious the together Samsung people. Secondly, cultivation core talented person. Thirty, is stationed abroad responsibly personnel's fostering, by develops the global domain in accordance to Samsung the foresight.
The Samsung electron 85% earning come from the overseas, therefore, the overseas talented person fosters urgently. At present, the Samsung electron has dispatched 3061 cadre, is responsible for transport business in 58 countries. To the Samsung globalization development talented person support and the cultivation, the manpower development courtyard success acts its role.
Japan University of Tokyo professor deep Sichuan by takes out goods for people to identify and claim is, in 1997 the South Korean finance storm, let the Samsung electron have “already did not have the escape route” awakening, and has made “focused” the correct choice in the management strategy. According to ability to firewood.上一页 [1] [2] [3] [4] [5] [6] 下一页
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