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英国paper代写-Human resource management risk

2018-09-06 | 来源:51due教员组 | 类别:Paper代写范文

下面为大家整理一篇优秀的paper代写范文- Human resource management risk,供大家参考学习,这篇论文讨论了人力资源管理的风险。随着经济的飞速发展,如今许多优质企业纷纷开始兼并重组,一步步强大,伴随着企业规模的快速扩张,企业管理方法也在不断变革,其中人力资源管理更是凸显出了在企业发展中的核心作用。但现实中大型企业在人力资源管理的各个环节中都不可避免地面临更多的风险,有些风险会影响企业的正常运转,有些甚至会给企业造成巨大的经济损失。

Human resource management,人力资源管理风险,英国论文代写,论文代写,paper代写

With the rapid development of China's economy, many high-quality enterprises have started to merge and reorganize in order to become stronger and bigger. With the rapid expansion of enterprise scale, enterprise management methods have been constantly changing, among which human resource management has highlighted the core role in enterprise development. However, in reality, large enterprises inevitably face more risks in all aspects of human resource management. Some risks will affect the normal operation of enterprises, and some even cause huge economic losses to enterprises, especially state-owned enterprises. How to prepare for a rainy day and avoid in advance is a question worth discussing in human resource management.

In the construction of enterprise management system, human resource management system occupies a very important position. Any successful enterprise cannot be separated from human factors. Human resource is the foundation of enterprise construction and plays an important role in enterprise development. In view of this, every enterprise hopes to make effective human resource management and internalize human resource management capability into its core competitiveness to enhance its competitiveness in the market.

In human resource management, we often pay attention to the operation of specific contents such as recruitment, training, evaluation and salary, while ignoring the risk management. Human resource risks are ubiquitous. Risks may appear in various links, such as talent planning, recruitment, staff training, performance incentive, salary distribution, and personnel management. Human resource managers are supposed to avoid or reduce the negative impact of risks on enterprise development, predict in advance and prepare for a rainy day. Human resource management risks summarized according to the enterprise internal control guidelines are mainly reflected in the following three main aspects.

This risk focuses on senior managers who have a great influence on corporate strategy and strategy execution. Therefore, enterprise human resource management should pay attention to this important risk area. Only in this way can it grasp the "critical minority". In other words, in the process of enterprise development, the ability and efficiency of senior managers should be constantly verified through the formulation and implementation of development strategies. If major risks are found, or if they are not favorable to the business, the quality and level of senior executives should be assessed in a timely manner.

This risk focuses on the technical talents of the enterprise, and focuses on the irreplaceable personnel who master the core technologies of the enterprise. Using these talents well and keeping them is the key to maintaining an advantage in the fierce competition. As far as the development strategy is concerned, the loss of core professional talents will undoubtedly bring great hidden dangers to the normal operation and long-term development of the enterprise, as well as great losses to human resources.

This risk focuses on the labor disputes caused by the dismissal of employees and termination of contracts. State-owned enterprises, in particular, have a large number of enterprise personnel. Due to the long-term absence of the withdrawal mechanism, it is difficult for them to retire. In reality, there are a lot of chaotic situations such as long-term absence, sick leave and part-time private work. Therefore, the establishment of personnel withdrawal mechanism must be carried out from the perspective of the company's development strategy, and the establishment of rules and regulations must be established. The enterprise has perfect rules and regulations, which is the key to avoid the risk of quitting.

Senior executives should focus on the board of directors, board of supervisors, management level and other senior managers, and assess whether they have the ability to perform their duties, and whether their vision and direction of the company's development are consistent with the expectations of shareholders. Whether its management ability and executive ability meet the responsibility setting of the post; Whether the value it creates matches the compensation the company gives. Executive executives should focus on whether they are comprehensive, complete, timely and efficient in promoting or implementing the work deployment and strategic decomposition of the decision-making level. In this process, their communication ability, coordination ability and anti-pressure ability will be tested. If they find that they are not competent for their jobs, they should take effective measures to solve the problems as soon as possible, and try their best to avoid serious development risks and economic losses caused by wrong strategies, wrong decisions and inefficient execution.

The confidentiality agreement is signed in advance, the ownership and use terms of trade competition restrictions, core technologies, patents and other rights, and the security of business secrets and technical achievements of the enterprise is guaranteed through advance prevention. At the same time, in the face of the rapid development of science and technology with each passing day, the knowledge structure of professional technical personnel should be constantly updated, and various professional training should be carried out in close combination with the enterprise's scientific and technological innovation direction to help professional technical personnel to constantly supplement, broaden, deepen and update knowledge. Finally, it is necessary to establish a good talent incentive and restraint mechanism to combine business, treatment, emotional retention and effective constraints.

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