Management of foreign human resources management in six foreign countries by sdgsdgsag

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									Management of human resources management of foreign abroad six

 foreign human resources management in six
 summary: Foreign economists believe that the industrialized West, "one-
third rely on technology, seven by management ", in particular, human
resources management, enterprise development is a great power. Our
business managers can combine the characteristics of China's national
conditions and their own, from some reference and innovation.

 1 "drawer style" management

 in modern management, it is also called "job analysis." Some
economically developed countries of today's large and medium enterprises
attach great importance to "drawer style" management and position
classification, and are in the "drawer-style" management, based on
different levels to build a position classification system. According to
the survey: Thailand in 1981, a "drawer-style" management of enterprises
is 50%. 75% in 1985, and in 1999 was 95%. In recent years, large and
medium enterprises in Hong Kong in general practice "drawer style"
management.

 "drawer" that management is a term popular image management, it is
described in each management desk drawer, there is a clear duty work
norms in the management of work, both not have the right level, it can
not have responsibility but no power, not to power but no responsibility,
to post, responsibilities, rights and interests combined.

 enterprise "drawer style" management has the following five steps:
first, the establishment of a position consisting of all sectors of
business analysis group; the second step, correctly handle the
relationship between centralization and decentralization within the
enterprise; The third step, the enterprise's overall objectives, level by
level, step by step implementation of the scope of responsibilities and
authority; the fourth step, the preparation of "job description" "job
specifications" in duties to develop the requirements for each criterion;
Step must take into account the combined evaluation system and reward
system.

 Second, "crisis-style" management

 well-known large companies in the world, with the increasingly
competitive world economy of a considerable part of the access to the
maintenance and decline phase, Kodak, Coca-Cola . DuPont, big companies
like Ford, has a large number of operating losses. To change the
situation, more emphasis on U.S. companies to implement "crisis-style"
production management, giving rise to an "end of management" of the wave.

 U.S. business that, if an operator can not communicate well with
employees, not to his employees that the crisis does exist, then he will
soon lose credibility, and therefore would lose efficiency and
effectiveness. William Wei, president of U.S. technology companies think
that the world has become a competitive battleground in the global
telecommunications industry is undergoing changes, play an important
role. Therefore, he opened two bold reform of the senior management as
vice chairman, replacing five prefer a gradual reform of the senior staff
positions, and widely publicized in the staff of some companies due to
ignorance of product quality, costs, result in the loss of users crisis,
he has to all the staff know that if technology companies are not the
product quality, production costs and user time in a prominent position,
the company's end will come.

 third, the "one minute" Management

 present, many Western companies have adopted the "one minute" management
rule, and achieved remarkable results. Specifically: one minute goals,
one minute one minute praise and punishment.

 so-called one-minute target, that is, everyone in the enterprise will be
their main objectives and responsibilities clearly in mind a piece of
paper. And test each target should be expressed in 250 words clearly, a
person can read in a minute. In this way, facilitate a clear
understanding of each person why he and dry, how to shop and go, and
regularly check their work accordingly.

 one minute praise, that is, human resources incentives. Specifically,
the manager of the enterprise does not often take a long time, the staff
are doing in, pick out the correct part to praise. This will encourage
each staff member clearly what they were doing, to work harder to keep
their behavior to the perfect direction.

 one minute penalty is something that should be good, but did not do a
good job, first of all the relevant staff to make timely criticism,
pointing out that error, and then remind him how you value for him,
dissatisfied with his work here and now. This will enable wrongdoers
willing to accept criticism, feeling guilty, and pay attention to prevent
similar mistakes from happening.

 "one minute" rule skillfully manage it greatly reduces management
processes, have an immediate effect. One minute goals, to facilitate the
work of every employee clearly their duties, to achieve their objectives;
a minute of praise for each staff member can work harder to improve their
behavioral tendencies; one minute punishment of wrong-doing can people
are happy to accept criticism, prompted him to work more seriously in the
future.

 4 "break format" Management

 lot of management in the enterprise and ultimately the management of
personnel through transformation and innovation to achieve the purpose.
Therefore, the developed world, companies are based on changes in the
competitive situation within the enterprise, and actively implement
personnel management system reform, to stimulate the creativity of staff.

 company in Japan and South Korea in the past been used to working life
as a promotion of staff levels and higher wages standard "in power
system", the system time to adapt to rapid expansion of the enterprise
requirements of the labor employment provide the labor employment and
development opportunities. Since the 20th century, 80 of these developed
enterprises to enter the stage of low growth and relatively stable, "in
power system" can not satisfy the desire of staff for promotion, the
vitality of the enterprise organization and personnel down. Early 90s,
Japan, South Korea developed businesses to start reform of personnel
system, make decisions according to the ability to work and results of
staff positions down the "broken format" of the new personnel system, and
achieved remarkable results.


 the world's largest enterprise personnel system reform, focusing reflect
fully tap the human potential to invigorate the personnel system to
invigorate corporate organizational structure, pay attention to the
formation of the enterprise culture and the "strong man "mechanism,
creating a competitive, energetic, enterprising, pioneering a new look.

 5, "and the rope-style" management

 "and the rope," said management must emphasize the individual and
overall co-ordination, to create a harmonious whole and the individual's
height. In management, U.S. and European companies emphasized the
personal struggle to promote harmony between the different management
reference.

 to its specific characteristics are: (1) both overall, but also
individuality. Each member of the company's business generated a sense of
mission, "I am firm" yes "and the rope-style" management of a loud
slogans. (2) self-organization. Subordinates a free hand to make
decisions and manage their own. (3) volatility. Management must adopt
flexible and modern business strategy, fluctuations generated in the
progress and innovation. (4) complement each other. To encourage
different views and practices complement each other exchange in the case
of defects into another situation merits. (5) individual dispersion and
overall coordination. An organization unit, group, individuals are
overall in the individual, the individual has dispersed, originality, by
coordinating the formation of the whole image. (6) rhythm. Enterprises
and individuals to reach a harmonious dynamic atmosphere, to inspire
people of internal driving and pride.

 6, a "mobile" Management

 This is the world's a popular way of innovation management, it mainly
refers to business executives to observe the public to understand the
situation, and subordinates mix to create results. This management style
has shown its advantages, such as: (l) fixed charge of subordinates are
around them. Honorary chairman of Japan Federation of Economic
Organizations Toshio light soil a "take the lead" approach, in one fell
swoop became renowned entrepreneur in Japan, he took over the Toshiba
Electric Company, Toshiba no longer enjoy the "cradle of electrical
industry," the name, the production from bad to worse. Light Toshio
disabilities after taking office, make daily visits to the factory, I
visited the Toshiba in Japan's factories and enterprises, and employees
with a meal, chat. Early morning, morning till half an hour he is better
than others, standing in the factory's gate, say hello to the workers,
the first model. Employees affected by this atmosphere of infection, to
promote mutual communication, morale has been boosted. Soon, Toshiba's
production returned to normal, and have great development. (2) small
investment, high profit. Management does not need walking too much money
and technology could improve enterprise productivity. (3) visible
management. That is the maximum charge to reach the first line of
production, and workers to meet, talk, want employees to put forward
their views to him, to know him, and even argue with him right from
wrong. (Four) on-site management. Why is Japan the world first-class
productivity? Some people think that is based on investigative site
management. Head to the site daily non-stop walking, subordinates have no
choice but ÉáÃüÅã¾ý×Ó it! (5) "popular prosper." Outstanding corporate
leadership to the job than he should always lower layers of the employees
to observe the public to understand the situation, listen to some "right"
and not just listen to "good". Not only concerned about the staff, called
derived their name, and care for their basic necessities. In this way,
employees feel in charge attached to them, very hard working nature.
Employees of an enterprise with the support and efforts, you will
naturally prosper.

 McDonald's founder Ray Kroc the United States, is this paper from
www.5udoc.com [worry documentation] to collect and organize, for the
original author! United States, one influential entrepreneurs, he does
not like sitting in the office all day, most of the time is spent in
"walking around" management, which to their companies, departments walk,
look, listen, Ask. There was a time the company is facing a serious
deficit crisis, Crocker found that one important reason is that managers
of corporate functions bureaucracy prominent, back on the habit of lying
in a comfortable indiscreet remarks, put a lot of valuable time spent In
the smoke and chat on. Crocker then come up with an "Anything Else",
requires all managers chair backs are far away, managers had to comply.
Many people began to criticize the Crocker is a madman, and soon we
realize some of his "painstaking", one after another out of the office to
carry out "walking around" management, timely understanding of the
situation, on-site to solve the problem, and finally the company turn
losses into profits, strong to promote the company's survival and
development.
 thesis from www.5udoc.com [worry documentation] to collect and organize,
for the original author! / Center>

								
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