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Human resources in office management

2019-01-29 来源: 51due教员组 类别: Paper范文

下面为大家整理一篇优秀的paper代写范文- Human resources in office management,供大家参考学习,这篇论文讨论了办公室管理中人力资源。随着经济的飞速发展,各部门的职能也开始出现一些变化。人力资源管理呈现出日益多元化、丰富化和复杂化的特点。传统的管理方式和结构已经不再适用于现代化办公室管理,因此就需要对人力资源管理进行合理整合与改革,实现科学管理,将有限的能力做到最大的发挥。在改革过程中,要有以人为本的科学管理理念,将其逐渐渗透到办公室管理中来,这是人力资源管理中重要的一点。

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With the rapid development of the economy, the functions of various departments have begun to change. Human resource management is becoming increasingly diversified, rich and complicated. Traditional management methods and structures are no longer suitable for modern office management. Therefore, it is necessary to carry out rational integration and reform of human resource management to achieve scientific management and maximize the limited capacity. In the process of reform, we should follow the scientific management concept of "people-oriented" and gradually infiltrate it into office management, which is also the most important point in human resource management.

Under certain historical conditions and the limitation of productivity level, the traditional management mode has some disadvantages, such as single management mode, narrow scope, backward concept, rigid system and so on, resulting in low work efficiency and unimproved work quality. As the "brain" of a unit or enterprise, human resources cannot be operated efficiently and the whole cannot be given full play. Facing this situation, we should focus on improving the resource integration of office human resource management, adjusting the structure, clarifying the division of labor, optimizing the combination, and improving the quality of human resource management.

Resource investment is the most important kind of investment for enterprises and units, and talents are the basis of development. Reasonable selection of talents while saving costs is the key content of modern human resource management. At present, the talent consumption is high and the market demand is large, so the units and enterprises should follow the rationalization of talent consumption and the rational and effective allocation of human resources, so that people can make the most of their talents. In addition, we should strengthen management, improve competitiveness, and reduce the cost of brain drain and talent introduction.

In order to pursue profit maximization, companies often invest heavily in production departments to obtain direct profits, thus neglecting comprehensive departments. In terms of the selection of talents, the selected talents will also be put into the core departments of the unit, resulting in the surplus of talents in the production department and insufficient staffing in the comprehensive department. On the other hand, there are no professional restrictions on the recruitment of employees in the office, which is quite extensive. However, it is really suitable for management work, for example, there are few administrative and secretarial professionals and mixed talents, so that the professional ability cannot be given full play, resulting in improper work connection of employees, passive acceptance of tasks, and reduced work enthusiasm and enthusiasm. In a word, at present, the office human resources are faced with such problems as aging of employees, low educational background, inappropriate majors, slow turnover, low work efficiency, uncentralized human resources and imperfect post allocation.

In a society full of talents, all walks of life have great competitiveness. Everyone will make a clear and reasonable development goal for themselves according to their own characteristics, and make a plan for their own development path. Most people choose a department that pays well and has a lot of room for advancement. The office affairs are tedious, the salary is low, the promotion space is small, cannot absorb the outstanding talented person, causes the staff's working enthusiasm is also not high.

For an organization to operate efficiently, it is necessary to make a reasonable and orderly plan for the post structure, achieve the optimal goal, promote stable development, and become the "navigation light" for the development of the organization. The office itself is a department with multiple and complicated functions. In the process of personnel allocation, it lacks the correct quantitative consideration, so that people cannot perform their duties, but simply takes the form of "tofu block", which reduces the work efficiency. The phenomenon of seniority and neglect becomes the biggest stumbling block in the office human resources.

Adhere to the "people-oriented" scientific management concept, pay attention to talent training talent selection, improve the enthusiasm of employees, build a scientific management model, so that employees can get a sense of identity and belonging. The unit should pay attention to the needs of employees, encourage employees to be positive, increase the investment in office human resources training, fully mobilize the enthusiasm of employees, create a good working atmosphere, and maximize the realization of the goal.

The post setting should be adjusted appropriately according to the development of the situation and the organizational structure to achieve the optimal combination. Compared with the traditional office business, the modern office informatization needs to adjust the personnel post Settings to implement the reform and innovation. On the one hand, the situation of office staff should be taken into consideration, and the scientific division of labor and rational integration should be achieved. On the other hand, from a scientific point of view, the implementation of efficient and reasonable operation process, to optimize the division of labor, to simplify the complex, and ultimately achieve the rationalization of personnel structure.

The establishment of a scientific incentive mechanism is an important measure to improve the work enthusiasm of employees. Under the condition that the basic salary is determined, we should implement the performance-based salary floating system, increase variable salary, and implement the reward mechanism of more work, less work, and no work. The office human resource management itself has neglected the innovation, the staff work form is inflexible, lacks the vigor. Therefore, the unit should innovate management forms and management concepts, attach importance to the spiritual and material needs of employees, implement the reward system, and mobilize employees' initiative. In this way, not only help to increase competitiveness, more conducive to absorbing excellent talent injection.

In a word, if a department wants to operate efficiently, it should have a correct understanding of its own problems, and then propose, analyze and adopt reasonable ways to solve the problems. To keep pace with The Times, the concept can be constantly updated, increase the overall consideration mechanism, pay attention to the "people-oriented" management concept, improve the work efficiency of employees.

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