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商科paper代写范文-员工职业规划与企业发展

来源:网络整理 发布日期:2019-07-19 13:17 阅读: 作者:HotEssay 字数:7631字
文章导读:下面为大家整理一篇优秀的 Paper代写 范文- Employee career planning,供大家参考学习,这篇论文讨论了员工职业规划与企业发展。对于企业而言,自身的可持续发展是一直追求的目标,而对企业员工来讲,人生的大部分时间都在为企业作贡献,他们不仅看重薪资待遇等外部硬件,更加注重企业软性因素是否与自身发展相适应。员工职业规划和企业持续发展之间相辅相成,员工发展离不...

  下面为大家整理一篇优秀的Paper代写范文- Employee career planning,供大家参考学习,这篇论文讨论了员工职业规划与企业发展。对于企业而言,自身的可持续发展是一直追求的目标,而对企业员工来讲,人生的大部分时间都在为企业作贡献,他们不仅看重薪资待遇等外部硬件,更加注重企业软性因素是否与自身发展相适应。员工职业规划和企业持续发展之间相辅相成,员工发展离不开企业支持,员工奉献决定着企业壮大。因此,企业在发展过程中一定要注重员工职业规划,从员工岗位选择、薪酬体系和培训体系的建设入手,帮助员工合理规划发展前景,从而实现企业的稳定发展。

  以下为Paper代写范文全文,由HotEssay浩天论文网整理发布,供大家参考阅读学习之用,如有Paper代写需要,请联系网站客服。

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  Human resource is a kind of development resource that can be continuously developed and added value in an enterprise. The development of human resource can not only update human knowledge and skills, but also improve creativity and play an important role in enterprise development. If the enterprise can pay attention to the improvement and development of employees' skills in the development process, and help employees make career planning, then the reasonable allocation of enterprise resources will be implemented, laying a solid foundation for the future development of the enterprise.

  人力资源是企业能够持续发展和增值的一种发展资源。人力资源开发不仅可以更新人力资源的知识和技能,还可以提高企业的创造力,在企业发展中发挥重要作用。如果企业能够在发展过程中注重员工技能的提高和发展,并帮助员工进行职业生涯规划,那么企业资源的合理配置将得到实施,为企业未来的发展打下坚实的基础。

  The fundamental purpose of career planning is to improve employees' satisfaction at all levels, so that their demand satisfaction will be transformed from pyramid to trapezoid and finally to rectangle, which not only improves employees' low-level material needs, but also gradually improves their demand satisfaction in self-realization and other aspects. And, when help staff career planning, to fully understand the real thoughts of employees, so as to take appropriate means to help them realize the career planning, in this case is helpful to arouse the enthusiasm of employees, motivate employees spirit of service, a huge thrust, in the enterprise development goals and promote sustainable development.

  职业生涯规划的根本目的是提高各级员工的满意度,使员工的需求满意度由金字塔型向梯形转变,最终变为矩形,既提高了员工的低层次物质需求,又逐步提高了员工的素质。自我实现等方面的满足。而且,在帮助员工进行职业生涯规划时,要充分了解员工的真实想法,以便采取适当的手段帮助他们实现职业生涯规划,在这种情况下有助于调动员工的积极性,激发员工的服务精神,有巨大的推动力,在企业中d。发展目标和促进可持续发展。

  Any successful enterprise, and internal high-quality, high-quality personnel have a very close relationship. Only when the potential of talents is stimulated and utilized, human resources will not be wasted, and the survival and development of enterprises will have endless resources, which is the fundamental reason for the continuous growth of enterprises. For developed countries, the most important capital for their continuous development is not the equipment and factories visible to the naked eye, but the accumulated experience and high-quality talent resources of enterprise employees. By helping employees with career planning and providing a stage for employees to show themselves, the value of employees can be fully reflected and the sustainable development of the enterprise can be promoted.

  任何成功的企业,与内部高素质、高素质的人才都有着非常密切的关系。只有激发和利用人才的潜能,人才才不会被浪费,企业的生存和发展才会有无穷的资源,这是企业持续发展的根本原因。对于发达国家来说,其持续发展的最重要资本不是肉眼可见的设备和工厂,而是企业员工积累的经验和高素质的人才资源。通过帮助员工进行职业生涯规划,为员工展示自我提供舞台,充分体现员工的价值,促进企业的可持续发展。

  Through the analysis of the enterprise's business status, development strategy, organizational structure and personnel planning and other content, on the basis of employees' own needs to help them plan their career direction. Enterprise managers and internal employees should participate in the development and management of career planning to ensure that it meets the requirements of employees and enterprises. In the process of career planning, enterprises and employees should keep the same development direction. In addition, enterprises should arrange appropriate professional positions for employees under the premise of their actual conditions to stimulate their real strength. For newly hired employees, some challenging jobs should be arranged for them so that they can build up confidence and work harder under work pressure, thus contributing to the enterprise. After a period of time, the newly hired employees can try other jobs based on their own conditions. At this time, the enterprise should guide the employees correctly and help them plan their career, so as to promote the sound development of the enterprise.

  通过对企业的经营状况、发展战略、组织结构和人员规划等内容的分析,根据员工自身的需要,帮助他们规划自己的职业方向。企业管理者和内部员工应参与职业生涯规划的制定和管理,确保职业生涯规划符合员工和企业的要求。在职业生涯规划过程中,企业和员工应保持同一发展方向。此外,企业还应根据员工的实际情况,为其安排适当的专业岗位,以激发员工的实际实力。对于新入职的员工,应该为他们安排一些具有挑战性的工作,以便他们在工作压力下建立信心,更加努力地工作,从而为企业做出贡献。一段时间后,新雇佣的员工可以根据自己的条件尝试其他工作。此时,企业应正确引导员工,帮助员工规划职业生涯,促进企业健康发展。

  Generally speaking, the salary system is established on the basis of the position. The basic assumption is that different positions have different knowledge and skills and different responsibilities. Therefore, the value of different positions to the enterprise is not the same. Want to make the position of employee produces change, need lets employee start from basic level, be like the salesperson of some enterprise, they have very big promotion space, rise to shift monitor, store manager, department manager, general manager by salesperson. In each position can also be vertical and horizontal continuous development, such as salespersons in the work process, can be divided into the basic age, skills, intermediate, senior salespersons. As a result, employees are not only able to move up to the top, but are also able to experiment with different salaries. For compensation management system on the basis of the position, the same level of employees in such aspects as individual ability, experience and performance there are also differences, should focus on when wages so reflected, and excite the work enthusiasms of staff, improve work ability, for the future development can have a reasonable planning, promote the sustainable development of the enterprise.

  Enterprises should build a sound vocational training system in the development process, only in this way can employees be provided with development opportunities, so as to make a good plan for their career. In the employee vocational training system, it mainly includes basic quality, personal ability, work skills and career planning, etc., and promotes the sound development of employees and enterprises through learning and training. At the same time of enhancing employees' career development ability, we can help them choose a correct career development path, so that they can develop from a lower level to a higher level, and finally achieve the goal of synchronizing employee growth and enterprise development. Different training courses and methods should be developed for employees at different levels so that employees can know their development direction through study and work. In this case, the enterprise will continue to develop with the progress of employees. In addition, enterprises should provide corresponding help and support for employees. Managers at all levels of enterprises should be responsible for helping grassroots employees make career planning, and let employees have a correct understanding of themselves on the basis of talent assessment tools, so as to promote the development of enterprises while realizing their rapid growth.

  To sum up, the career planning of employees and the sustainable development of the enterprise complement each other. The development of employees is inseparable from the support of the enterprise, and the dedication of employees determines the growth of the enterprise. Therefore, in the process of development, enterprises must pay attention to the career planning of employees. Starting from the construction of job selection, salary system and training system, they can help employees to reasonably plan their development prospects, so as to achieve stable development of enterprises.


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