论文部分内容阅读
通信行业竞争分为三个层次:表层竞争的产品竞争、深层竞争的品牌及市场竞争及及核心的人力资源管理竞争。而岗位管理体系是整个人力资源管理体系建设的基石。随着2009年经济危机席卷全球,国内经济持续低迷,如何保持企业快速增长,关键在于人,即如何留住优秀人才,打造企业自己的核心团队至关重要,这就再次对企业人力资源管理工作提出了高要求。在此背景下,本文在对某通信企业岗位管理体系现状进行分析的基础上,通过定岗、定编、岗位价值评估、定员的“三定一评”工作,规范企业内部岗位设置、明确科学的职级带宽,随后开展了人岗匹配工作并进行了用工转换,在整个企业内部建立起科学、统一、规范的高绩效岗位管理体系,不仅有利于企业内部各部门协作,方便企业进行统一管理,更大大提升了企业运行效率及员工满意度。
Competition in the communications industry is divided into three levels: top-level product competition, deep competition brands and market competition, and core human resource management competition. And job management system is the cornerstone of the entire human resources management system. With the global economic crisis in 2009 sweeping the globe and the domestic economy downturn, how to maintain the rapid growth of enterprises, the key lies in people, that is, how to retain outstanding talents and build their own core team is of utmost importance. This puts forward again the work of enterprise human resources management High demand. Under this background, based on the analysis of the status quo of a post management system of a telecommunications company, this paper regulates the internal job setting, clear science Of the job-level bandwidth, and then carried out the work of matching people and carried out the conversion of employment in the entire enterprise to establish a scientific, unified and standardized high-performance job management system is not only conducive to collaboration within the various departments within the enterprise to facilitate unified management of enterprises, More greatly enhance the efficiency of business operations and employee satisfaction.