Performance appraisal is one of the commonly used modern human resource management tools. Many companies which developed to a certain stage began to introduce performance management. But a lot of friends in human reso...Performance appraisal is one of the commonly used modern human resource management tools. Many companies which developed to a certain stage began to introduce performance management. But a lot of friends in human resources circles always hold a controversy on the effectiveness of performance management. In fact, there are problems on the methods and assessment scales. I personally think that a lot of companies use performance appraisal problem mainly occurs due to the presence misunderstanding the purpose of business resulting from the introduction of performance appraisal. For example： taking the wrong assessment methods, there is no breakdown of the work in advance, nor performed posts and responsibilities ; performance appraisal way to take a negative incentive, the employees complained of performance ; lack of strategic height of human resource management, performance appraisal that can not be linked with the actual situation. The following analysis of several performance evaluation methods and its influence is from the perspective of human resources. Each has its advantages and disadvantages, and also has different emphases. I want to share it with everyone and hope everyone can learn something from it.展开更多
After a long period without new NPPs （nuclear power plants） being designed or constructed in Europe, new build projects have been prepared, planned and are now under construction. The majority of these projects invo...After a long period without new NPPs （nuclear power plants） being designed or constructed in Europe, new build projects have been prepared, planned and are now under construction. The majority of these projects involve a new design with an enhanced level of safety, called GEN （Generation） III＋. Although the serious events at the Japanese Fukushima Daiichi NPP caused by a tsunami led to a reduction in the number of new projects or even a phase out of nuclear power in some countries, only a slight reduction or delay of projects is expected globally. GEN III＋ new build projects give rise to several economical, technical, human resource and organizational challenges. The paper starts with a discussion of these challenges and presents several activities that have been started to deal with them. It focuses on the development of human resources, coordinated approach of operators and suppliers can lead to the needs-oriented human resources development. particularly with operators and suppliers of GEN III＋ NPPs. Only a successful execution of these projects. The focus must be on the展开更多
As the knowledge-intensive enterprise, the core competence of software enterprise is to master human resources of knowledge. But the unique human resource characteristic of software enterprise res^cts the management. ...As the knowledge-intensive enterprise, the core competence of software enterprise is to master human resources of knowledge. But the unique human resource characteristic of software enterprise res^cts the management. While it develops rapidly, there is great waste for human resource cost. By using the prediction model of human resources for software enterprise, the paper proposes the human resource strategic planning system model of software enterprise. The paper applies grey prediction to make empirical research on requirements of human resource for software enterprises, and uses Markov chain to analyze supply of human resources. According to the prediction results, the paper adjusts the imbalanced supply and demand, and proposes the human resources planning.展开更多
Under the background of knowledge-based economy, it is widely believed that the completion among enterprises is actually the competition of talents. Therefore, 21 century has seen a fierce competing for talents all ov...Under the background of knowledge-based economy, it is widely believed that the completion among enterprises is actually the competition of talents. Therefore, 21 century has seen a fierce competing for talents all over the world. However, the high turnover rate of knowledge workers becomes a prominent issue for HR managers since it could be the loss of the organizations if the employees who master the core skills and customers leave. Under this circumstance, this paper will focus on answering the question of how to effectively retain knowledge workers, in order to help organizations to keep the core competitiveness. Through literature review of knowledge workers＇ characteristics and needs, this paper highlights the importance of retention and analyzes the reason for knowledge workers leaving and finds that it is important to improve a sense of loyalty and employees＇ organizational commitment to retain knowledge workers. It is also important for the organization to adopt motivation strategies and methods to retain knowledge workers, in order to avoid the drain of core knowledge capital, thus maintaining core competence of organizations.展开更多
文摘Performance appraisal is one of the commonly used modern human resource management tools. Many companies which developed to a certain stage began to introduce performance management. But a lot of friends in human resources circles always hold a controversy on the effectiveness of performance management. In fact, there are problems on the methods and assessment scales. I personally think that a lot of companies use performance appraisal problem mainly occurs due to the presence misunderstanding the purpose of business resulting from the introduction of performance appraisal. For example： taking the wrong assessment methods, there is no breakdown of the work in advance, nor performed posts and responsibilities ; performance appraisal way to take a negative incentive, the employees complained of performance ; lack of strategic height of human resource management, performance appraisal that can not be linked with the actual situation. The following analysis of several performance evaluation methods and its influence is from the perspective of human resources. Each has its advantages and disadvantages, and also has different emphases. I want to share it with everyone and hope everyone can learn something from it.
文摘After a long period without new NPPs （nuclear power plants） being designed or constructed in Europe, new build projects have been prepared, planned and are now under construction. The majority of these projects involve a new design with an enhanced level of safety, called GEN （Generation） III＋. Although the serious events at the Japanese Fukushima Daiichi NPP caused by a tsunami led to a reduction in the number of new projects or even a phase out of nuclear power in some countries, only a slight reduction or delay of projects is expected globally. GEN III＋ new build projects give rise to several economical, technical, human resource and organizational challenges. The paper starts with a discussion of these challenges and presents several activities that have been started to deal with them. It focuses on the development of human resources, coordinated approach of operators and suppliers can lead to the needs-oriented human resources development. particularly with operators and suppliers of GEN III＋ NPPs. Only a successful execution of these projects. The focus must be on the
文摘As the knowledge-intensive enterprise, the core competence of software enterprise is to master human resources of knowledge. But the unique human resource characteristic of software enterprise res^cts the management. While it develops rapidly, there is great waste for human resource cost. By using the prediction model of human resources for software enterprise, the paper proposes the human resource strategic planning system model of software enterprise. The paper applies grey prediction to make empirical research on requirements of human resource for software enterprises, and uses Markov chain to analyze supply of human resources. According to the prediction results, the paper adjusts the imbalanced supply and demand, and proposes the human resources planning.
文摘Under the background of knowledge-based economy, it is widely believed that the completion among enterprises is actually the competition of talents. Therefore, 21 century has seen a fierce competing for talents all over the world. However, the high turnover rate of knowledge workers becomes a prominent issue for HR managers since it could be the loss of the organizations if the employees who master the core skills and customers leave. Under this circumstance, this paper will focus on answering the question of how to effectively retain knowledge workers, in order to help organizations to keep the core competitiveness. Through literature review of knowledge workers＇ characteristics and needs, this paper highlights the importance of retention and analyzes the reason for knowledge workers leaving and finds that it is important to improve a sense of loyalty and employees＇ organizational commitment to retain knowledge workers. It is also important for the organization to adopt motivation strategies and methods to retain knowledge workers, in order to avoid the drain of core knowledge capital, thus maintaining core competence of organizations.
