基于提升人力资源效能的新员工管理体系研究

新员工入职培训能够帮助企业人力资源管理节省大量的时间成本避免员工的流失,也能够强化企业和员工的双向选择,减少新 员工的流失率,帮助员工快速掌握岗位技能并且胜任工作。对员工而言,参与企业的入职培训也能够对企业文化有着深刻的了解,明确自 身的工作内容建立完善的人际关系,快速的融入企业。

加强油田企业新员工教育管理的思考

新员工是企业生产经营建设的生力军,是保障企业长远发展的决定性力量。加强新员工教育管理,要加强制度建设,完善工作机制;要抓住思想统一、文化融合、纪律严明三个核心问题,实现重点突破;要激发内生动力,保护和调动好新员工的积极性。

基于人才培养全过程管理的新员工素质测评实践

传统新员工培训中很少设计使用测评等科学工具,导致新员工培训与人力资源部门、用人单位等的需求脱节。国内某供电公司通过构建新员工胜任素质模型,设计开发针对性测评工具,对公司本年度新入职,入职一年、二年的新员工进行了滚动跟踪测评及培养的实践。本文以该电力公司为研究样本,对此次实践的目标、成果及应用进行了探讨。

员工情境管理中的需要尝试——让工作脚踏实地

一年，项目服务性工作新员工的流失高发时问段。不断的招聘和培训促使笔者尝试了以需要为主线的情境管理，提高员工的满意度。

Lack of Skills of Human Resources in the Machine Construction Industry

The paper summarises the results of a questionnaire survey that took place in January 2015 in order to assess the current and prospective standard of the qualification of human resources in machine construction companies in the Czech Republic. The questionnaire survey included 23 small machine construction companies （less than 50 employees）, 24 medium-sized machine construction companies （50-249 employees）, and 53 larger machine construction companies （250 and more employees）. The results of the survey indicated that almost one half （43%） of respondent machine construction company top management members planned to hire new employees this year. In addition, 50% of them confirmed their endeavour to keep the current headcount and a mere 7% of them specified problems that would lead to the dismissal of employees. However, what is bothering machine construction top management members is the lack of qualifications and practical experience of job seekers they have to deal with. The intention of the authors is to define the main reasons and propose possible solutions of this problem within human resource management in machine construction companies.