A group of human resource management
The case background.
The group company with premixed concrete industry, building materials, mining, transportation and trade in one large comprehensive construction enterprises, the company technical force is abundant, grasps the concrete construction of manufacturing and technology, has a lead in concrete research, production and management of construction technology backbone, With a total asset of 1.2 billion Yuan, annual 256 million cubic meters of concrete enterprise. Shareholders' Because of the company in a few short years from a rapid development of mixing station to four subsidiary company, company and seven in operation system appears unavoidably management problems, while the control group to establish the system of human resource management and then mention agenda.
The diagnosis of management.
1 group headquarters
1 organization management
Group headquarters departments can give full play to its function, Major in management function, because of the person She Gang false, function, subsidiary operation can greatly weakened capacity and initiative. At the same time, the work is weak, job analysis and position, position, cause unreasonable level design career management, performance management, compensation management, which lacks stimulation.
2 salary system
The headquarters of the policy of salary remains in state-owned enterprises, the system structure is complex, not clear simple showing salary construction, competitive and fairness. This concept and mechanism restricts the employee, the serious influence initiative for the development of the company.
(3) Performance evaluation system
Company has certain performance evaluation, but is mainly for the production management unit, and for headquarters functions and post evaluation system, which has not yet been established for individual post or "hard effects", strengthen the prize not mean socialist consciousness, meritocracy and excellent staff's enthusiasm.
2 the main problem. Subsidiary
1 there can represent the functions of behavior, functions, part of position analysis, working content of overlap,
2 take salary system used to determine the experience of employee wages algorithm, no system, scientific and complete the payment system of compensation system,
3 talent shortage, management, staff turnover, talent incentive not fundamentally solve,
4 the employee commitment and belonging not strong,
5 management personnel management ideology and the skill level of ascension lagging company development speed, the management level and the growth rate of management thought lags behind the boss.
1 headquarters organization management solutions
The organizational structure and functions, the Ding Gang, allocation, officials said, clear responsibilities, Optimize the key management process, make system dynamic, visualization, in order to understand and operation.
2 headquarters salary system solutions
In the diagnosis and analysis on the basis of communication, distribution according to work, work hard, and shall pay to hillock, fixed salary Guangzhou metro. It performance assessment, performance rewards compensation principle, ensure al key middle managers, senior management personnel salary level of satisfaction and overall upper position in the industry. In the post assessment, and pay salary survey, based on the design of the salary reforms.
3 headquarters performance evaluation system solutions
Establish a set of strategic oriented, science group, simple, and practical performance management plan. Through the internal flow is the key parameters headquarters set, sampling, calculation, analysis and process performance measure of a kind of target type, according to index of quantitative management group headquarters functions and the key position of the key performance index system, build good performance evaluation result and compensation system interface.
4 subsidiary solutions
1 through the investigation and analysis, the organizational structure, and optimize the Ding Gang and position of Ding Gang posts, and the detailed and allocation of post job description, further investigation, combined with the development of the group, the basic strategy of employees working content and main work rights and quality requirements, and made clear the direction of promotion
2 after to post evaluation, salary survey, salary measure and so on a series of activities, the original traditional salary manner made improvement, combined with the market conditions have certain salary of competitiveness and the internal salary system reform of relatively fair, post evaluation of quality evaluation and employees, according to the comprehensive evaluation of employees in the whole compensation system, check and ratify the position for different positions, the workers of the different proportion pay commission, improve the company's overall fixed salary, wages, the level of 10 levels of the company established staff belonging, also trust and the salary system in this industry open.
3 overall performance evaluation system is the method with the balanced scorecard, appraisal target is decomposed into strategic target group for the datum of subsidiary, the integral goal of strategic objectives into each department, every level interdependent and enterprise to the daily inspection is to form long-term company according to the business performance evaluation indexes of the perfect, establish subsidiary of performance appraisal system and the performance of the new period, manual group strategic target realization.
The customer evaluation.
1 through headquarters management mode, the design of optimized function orientation, the headquarters of organizational structure, the relationship between the mothers, accrual key management process, strengthening the management system of position.
2 through the salary management system design, implement the fixed salary according to hillock, performance of compensation, reflects the internal fairness and external competitiveness, to ensure that the key employee satisfaction, promote the standardization of management compensation.
3 through the performance management system design, fills the blank of the evaluation function department headquarters, what and how to solve the test and examination results of three questions. How application At the same time, through the performance management system implementation, and makes the senior management personnel, understand the problems in the management of group and short board, promoted management concept, clear direction and goal.
Generally speaking, your company has professional consultants of the style of work and profound professional skills, solid company and other industry background and other relevant information of the full understanding and detailed analysis, develop a system of performance evaluation and salary management solutions, in the process of implementing touches and guide the change of the staff, management reform of resistance to a minimum, achieving the desired target management consulting.