Human Resources management 人力资源管理essay

Wa! Fantastic Baby!!

Welcome, ladies and gentlemen!

I am Sherry, the human resource manager of Barbie Fitness Institution. It is my great pleasure to

be here to share with you my story tied with human resource and Barbie.

BIOGRAPHY

As

an

experienced

human

resource

manager,

I

have

contacted

with

this

field

for

ten

years.

I

am

a

doctor,

graduated from the Renmin University of China, majoring

in human resources management. Why I learnt this major,

because I enjoyed communicating from childhood. After

graduation, I came to the Barbie company as an assistant

of the human resources department, and in here, I met

my husband and got married to him, who is also a director of human resources. Ten years on, I

was promoted from assistant to manager, matured simultaneously with the company, witnessed

the ups and downs, hiring parties of new

“

blood

”

for the company.

JOB DESCRIPTION

Human

resource

management

(HRM)

is

a

function

within

an

organization

that

focuses

on

the

recruitment, management, and providing direction for the people who work in this organization.

As you can imagine, all of the processes and programs that are related to people are the kernel of

HRM.

The

human

resources

department

provides

the

knowledge,

training,

coaching,

mentoring,

and

talent

management

oversight

which

the

rest

of

the

organization

needs

for

future

successful

operation.

Effective

HRM

is

also

a

strategic

approach,

by

joining

in

us,

you

should

learn

some

human

resources management trainings such as:

●

Recruitment

Recruitment

is

the

process

of

attracting,

finding,

and

●

Headhunt

●

Compensation

selecting new employees for the company.

Instead

of

hiring

people

who

apply

for

a

job,

company

may

headhunt

qualified

employees

from

other

organizations to fill specific positions.

Compensation

means

the

money

a

company

pays

its

employees, in salary, wages, or bonuses, which is one of

the important parts of human resources management. An

organized

HRM

structure

that

links

pay

to

performance

and the length of employment.

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Wa! Fantastic Baby!!

●

●

●

●

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●

Incentives

Talent management

Incentives are usually tied to specific performance goals,

including

financial

bonuses,

company

funded

trips

or

conferences.

Talent management is a strategic to attract, hire, develop,

manage, and promote good employees.

Performance appraisal

Appraisal

is

the

evaluation

of

an

employee’s

work

and

abilities, which is equally important, this part is often tied

to promotion and compensation.

Companies

should

coach

select

employees

by

giving

one-on- one

help

to

improve

skills

or

performance.

Coach

can provide very personalized training and development.

Coach

Equal Opportunity Initiatives

It

means

programs

designed

to

give

equal

chances

to

all

people regardless or sex, race, or physical abilities.

Leadership Development

It

is

aimed

to

develop

key

leadership

skills

in

select

employees,

and

leaders

may

learn

about

communication,

negotiation, management and motivation.

RECRUITMENT

Recruitment is considered the kernel of human resources management. It provides parties of

new “blood” to the company.

?

Job Description

A job description lists the tasks, responsibilities, and qualifications of a job. It may often

include to whom the position reports, specifications such as the qualifications or skills

needed by the person in the job, or a salary range.

?

Advertising

In order to attract talents, a meaningful and characteristic recruitment advertisement is

pivotal,

besides,

celebrity

endorsement

is

considered

a

good

way

to

widen

your

company’s influence, just like the advertisement of the .

?

Interviewing

Usually, recruiters may match qualified people with the right jobs through resumes and

interviews. Recently, some interviewers are fighting the trend toward a college degree

or a resume for everything, because they think that four years of college does not make

you more qualified than someone with 20 years of working experience, so companies

attach more importance to real interviews.

By joining an interview, here are several tips:

* Above all, being familiar with the job description is the most important.

*

Then,

check

the

resumes,

and

be

ready

to

ask

any

suspicious

points

in

resumes

in

detail.

* Ask questions (Great interview questions reveal not just what they know, but also how

they are reacting to this information ) such as:

--Professional

questions:

What

is

the

performance

management

or

the

methods

of

_________________________ _____________

____________________________________

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