基本上有对比两国之间的差异,是至关重要的管理方法的人在英国的子公司海尔电子可以定制根据文化和语境因素,而不是实现相同的标准化方法。为此高层高管曾在组织的人力资源部门,谁知道应该将任务分配给组织的文化管理在英国人民的问题。然而,之前给他或她的任务他(或她)应该得到一致的培训和发展,东道国不同于国内,什么样的适应人力资源管理的需要。策略应该用粉笔和咨询人力资源部门和其他高层职位,应该追求以这样一种方式,可以使组织实现其长期的目标和目标。一旦一个谨慎的策略是用粉笔画上了人力资源专家属于中国应该发送任务英国谁将承担人力资源的领导角色。
有很多改变,需要在基本组织的人力资源战略,包括但不限于个人的基本管理方法,而不是追求短期的方法组织应该给对其人力资源战略的战略联系。这将需要执行战略规划过程有关的人力资源的招聘与选拔指向所需的个人具备所需的技能,然后为他们提供所需的培训和发展指向传授的技能对实施计划。此外,组织的激励方法也需要被考虑,尤其是在英国子公司和本质上公司的奖励应该与组织的绩效。此外,组织的绩效评估体系也应该重新考虑和HR应涉及上级和下属的绩效评估系统。事实上,应该指向的实施绩效管理系统而不是简单的绩效考核系统。
新西兰人力资源论文代写:管理方法
Essentially as there are contrasting differences between the two countries, it is vital that the people management approach within the subsidiary of the Haier Electronics UK could be tailor according to the cultural and contextual factors, rather than implementing the same standardized approach in the country. For this purpose a senior level executive who have worked in the HR department of the organization and who is aware of the organization's culture should be assign the task to manage the people's issue in UK. However, before giving him or her assignment he or she should be given consistent training and development that how the host country is different from the home country and what sort of adaptation in terms of the human resource management will be required. The strategy should be chalked out with consultation with the HR department and other senior level position and should be pursue in such a manner that could enable the organization to accomplish its long-term goals and objectives. Once a careful strategy is chalked out the HR expert belonging to China should be sent on the mission to UK who will undertake the HR's leadership role in the country.
There are a lot of changes that will required in the basic HR strategy of the organization that include but not limited to the basic personal management approach and rather than pursuing a short-term approach the organization should give a strategic touch towards its human resource strategy. This will required carrying out the strategic planning process regarding the human resources that will be directed towards the recruitment and selection of the desired individuals having the desired skills and then providing them the desired training and development directed towards imparting all the skills from the planning towards the implementation. In addition, the motivation approach of the organization need also to be considered, particularly in the UK subsidiary and essentially the reward of the firm should be linked to the performance of the organization. In addition, the performance appraisal system of the organization should also be reconsidered and the HR should involve both superiors and subordinate in the performance appraisal system. In fact, efforts should be directed towards the implementation of the performance management system rather than simply performance appraisal system.
