公司人力资源项目计划英文版
人力资源部工作流程手册(中英双语版)
人力资源部管理手册Human Resource Management ManualChapter One General/总则1。
1 To achieve the following objectives in HR Management：公司在人力资源管理方面致力于达成以下目标：·To build an advanced human resource management system，reflects the development of human resources is the core of the company's management philosophy, in the use of training and staff development, staff development with the enterprise.构筑先进合理的人力资源管理体系,体现人力资源是公司发展核心的管理理念，在使用中培养和开发员工，使员工与企业共同成长。
·Keep all departments in the uniformity on HR systems and procedures. Maintain the professional standards and ethical standards in HR systems。
保持公司内部各部门在人事制度和程序的统一性和一致性。
保持人力资源系统的专业水平和道德标准。
·Ensure all the HR regulations are according with the China laws and rules of local government.保证各项人事规章制度符合国家和地方的有关规定。
·The manual will be edit and improvement continuously in the future。
某公司人力资源薪酬设计方案(英文版)
End Year
•LEAD-LAG •年初
年中
•Start Year
Mid
• 落后-领先之间
路漫漫其悠远
年末
End Year
建立竞争工资
Develop Competitive Salaries
•一个等级= 一个 标准工资
•One Grade = One Reference Salary
•标准工资= 竞争报酬 = 招聘标准
利用幅度制定工资架构
Develop Salary Structure with Ranges
•RMB
•Grade
路漫漫其悠远
•a
b
•a1 - a2
•b1 - b2
c = Mid-Point Progression 中点增加率
•} = = Range Spread 幅度
•c1 - c2
=
•Question:
•建立最少增加幅度之标准工资
•Establish the smallest possible increase of reference salary
中國市場數據 Market Data on China 上海製造業 Shanghai Manufacturing WOFE (1)
Data as at April 1999
1
+
•25 •100
•= 1 + 0.25 •= 1.25
路漫漫其悠远
定最高工资
Establishing Maximum
最高 幅度
Maximum = = = =
幅度
Range =
路漫漫其悠远
最低
Minimum x (1 + Range) Rmb 800 x (1 + 50%) Rmb 800 x 1.5 Rmb 1,200
人力资源计划PLANNINGFORHR英文
感
9、静夜四无邻，荒居旧业贫。。21.3.3121.3.31Wednesday, March 31, 2021
10、雨中黄叶树，灯下白头人。。02:21:1502:21:1502:213/31/2021 2:21:15 AM
11、以我独沈久，愧君相见频。。21.3.3102:21:1502:21Mar-2131-Mar-21
减少和预防劳动争议，改进劳动关系的目标和措施
薪酬福利的变动额 诉讼费用及可能的赔偿
三个层次的企业计划对HRP的影响
企
战略计划
业
（长期）
计
宗旨
划
环境
过
目标
程
战略
经营计划
（中长期）
计划方案所需的 资源组织策略
开发新项目
年度计划
（年度）
目标 预算 项目计划与安排 对结果的监督与控
制
人
职业计划
人员晋升政策，晋升时间；轮换工作的岗位情况、人员情况、 职位变化引起的薪酬福利等支出
轮点、教员等
培训总投入、脱产人员工资及脱 产损失
骨干人员的使用和培养方案
绩效与薪酬福利 计划
劳动关系计划
个人及部门的绩效标准、衡量方法；薪酬结构、工资总额、 工资关系、福利项目以及绩效与薪酬的对应关系等
经济环境 技术环境 竞争对手
需求分析
需求预测程序
预测企业未来生产经营状态 估算各职能工作活动的总量 确定各职能及各职能内不同层次类别人员的工作负荷 确定各职能活动内不同层次类别人员的需求量
需求分析
需求预测技术
经验预测法（比率分析，Ratio Analysis） 德尔菲法（Delphi Method） 回归分析 计算机模拟法 替换单法 趋势分析（Trend Analysis） 管理人员判断
人力资源工作计划 英文版
人力资工作计划英文版WorkPlanHRBP is not only a business partner, but also a part of business.It is mainly responsible for recruitment,performance management, team building, personnel development and training base on the specialneeds and environment of businessdepartment.To beea qualified HRBP, I thinkthe follog several aspects of quality are necessarily needed:1.Good business sensitivity.HRBP should understand business strategy deeply, and unifyour ownhuman resources management knowledge on business to provide strategicsupport.Besides, HRBP can put forwardquality problems to let business department make in-depth business thinking.SoHRBP need to think over business problems as a businessman.2.E_cellent interpersonal understanding, munication and coordination ability.HRBP should try their best to meet needs of personnel via understanding thinking of personnel.Meanwhile, by municating with personnel, influence their views to make them accept changes.3.Good at integrating resourcesto reach e_cellent multi-task, multi-role balance.In order to ensure effective business strategy, HRBP can integrate resources of capital, human, culture and so on,also need to play a proper role in this integrating process.4.Good personal reputation.HRBP need to get employee’s recognition and trust so that they are willing to municate with HRBP about their real idea s and support HRBP’s decision.Besides, HRBP should persist and show their points.There is certain gap between qualified HRBP and me, it is mainly reflected in:1.Inadequate understanding of business.For pushing HRBP’s work, business is the basis.I amlack of deep understanding for promotingHRBP’s work better.2.Cannot municate with business department enough.At present,recruitment isrecurrent work which department staff and I, this situation is not enough to support me bee HR partner of department.3.Not prehensive enough about human resourcesknowledge.About Human resourcesknowledge,I only have worked on recruitment and performance, less of other modules.Aim at the e_istinggap,I have made the follog plans for myself:1.Make in-depth understanding of business and work process gradually.E_cept municating with key persons of department, maybe I can attend their important meetings.By this way, I will understand business, their key point of work and their follog plan better.2.Strengthen municationwith staff of the various departments.I will municate with staff by varieties of formal or informal ways, it will make me understand their work and their thoughts promptly.3.Study recruitment knowledge more deeply, meanwhile, try my best to understand other modules, like training and C&B.I will select some books about interview skills, offer negotiating skills, labor disputes handing skills and so on to learn.It is a long journey to push HRBP, but through the aboveways, I think I will bee a qualified HRBP gradually.。
美国保险公司人力资源管理方案英文版
WellPoint/Blue Cross of California
Mass Mutual BCBS of Georgia Multiple BCBS Plans
Fewer Major BCBS
Marketplace Changes PBM consolidation continues; three major national PBMs remain
Age Discrimination in Employment Act (ADEA) prohibits discrimination against persons age 40 or older in terms and conditions of employment
Age-based distinctions in employee benefit plans are permissible only if:
– Cline vs. General Dynamics
Wells Fargo case
– Appears to allow pre-funding (and tax-deductibility) of entire retiree liability an ILP approach won’t be exactly same number as FAS liability funding in years 2+ would be limited to service cost
Foundation
Merck-Medco Proadvantage
Merck-Medco
Medco
Advance PCS Major
人力资源战略-人力资源战略英文 30页 精品
Organisation Structure / Processes
Role Clarification Job Analysis
Job Evaluation Grading
Key Performance Indicator
Performance Management
People
Before Strategy
Michael Chan Director, China/HK Tel : (852) 2527 9797 Tel : 8621 6279 8832
People Before Strategy
Operationalize Business Strategies
Hay JA methodology
JE Guide Chart
Organisation Structure / Processes
Paynet External Competitiveness
Role Clarification Job Analysis
HLS
Job Evaluation Grading
• Customer satisfaction • High service levels • Balanced returns
• Venture driven • Entrepreneurship
risk- taking • Effective partnerships
RELIABILITY
• Technical and specialist leadership
HLS
Organisation Culture (Values)
Target Job Competencies
公司项目计划英语
公司项目计划英语Project Plan for CompanyIntroduction:The project plan outlines the proposed project for the company, including the objectives, scope, deliverables, timelines, and resources required. The project aims to achieve [insert objectives here] and is expected to be completed within [insert timeline here]. The project team will consist of [insert team members here] who will be responsible for the successful execution of the project.Project Objectives:The primary objectives of the project are to [insert objectives here]. These objectives align with the company's strategic goals and are intended to [insert intended impact here]. The project will also aim to [insert additional objectives here], in order to fully meet the needs of the company and its stakeholders.Scope:The project will encompass [insert scope here],including [insert specific deliverables here]. The scope of the project is defined by [insert boundaries here] and is intended to address [insert key issues here]. It is important to note that the project scope is subject to change based on [insert potential changes here].Deliverables:The key deliverables of the project include [insert deliverables here]. These deliverables are essential for achieving the project objectives and will be completed within the specified timelines. The quality of the deliverables will be ensured through [insert quality assurance processes here].Timeline:The project is scheduled to commence on [insert start date here] and is expected to be completed by [insert end date here]. The timeline is divided into various phases, each with its own set of deliverables and milestones. A detailed timeline is provided in the project schedule, which will be regularly updated and monitored throughout the project.Resources:The project will require the following resources:- Human resources: [insert team members here]- Financial resources: [insert budget details here]- Physical resources: [insert equipment and materials here]- External resources: [insert any external support or expertise required here]Risks and Mitigation:The project may face certain risks, including [insert potential risks here]. These risks will be mitigated through [insert risk mitigation strategies here], whichwill be implemented by the project team. Regular risk assessments will be conducted to identify and address any new risks that may arise during the project.Communication and Reporting:Effective communication is critical to the success of the project. The project team will maintain regular communication through [insert communication channels here],and will provide regular updates to stakeholders through [insert reporting mechanisms here]. Any issues or concerns will be addressed promptly to ensure the smooth progress of the project.Conclusion:The project plan outlines the key details of the proposed project for the company. It is intended to provide a clear roadmap for the successful execution of the project, and to ensure that all stakeholders are aligned on the objectives, scope, and timelines. The project team is committed to delivering the project in a timely manner andto the highest standards of quality.公司项目计划项目简介：该项目计划概述了公司的拟议项目，包括目标、范围、可交付成果、时间表和所需资源。
人力资源计划英语
In the contemporary business landscape, high-quality and high-standard performance is an indispensable attribute for organizations to thrive and maintain a competitive edge. This necessitates a strategic and well-structured Human Resource (HR) plan that addresses recruitment, development, retention, and optimization of human capital. Below is a detailed outline of such a plan that seeks to foster a workforce capable of delivering exceptional results consistently.1. **Recruitment Strategy:**Our recruitment process will be centered around attracting top-tier talent by setting clear, high-quality standards for each role. We will employ rigorous screening methods including aptitude tests, personality assessments, and thorough background checks to ensure candidates possess the necessary skills, experience, and alignment with our corporate values. Moreover, we will utilize diverse hiring channels like job portals, social media, and professional networks to reach out to a broad spectrum of potential hires.2. **Onboarding and Orientation:**Once hired, new employees will undergo a comprehensive onboarding program designed to acquaint them with our company's culture, policies, and operational standards. The aim is not just to induct them into their roles but also to instilla sense of commitment to quality and adherence to high standards from day one.3. **Professional Development and Training:**Continuous learning and skill enhancement are crucial for maintaining high-quality performance. We will implement regular training programs, workshops, and seminars to keep our staff updated with the latest industry trends and best practices. We will also provide opportunities for personal and professional growth through leadership development programs, mentorship schemes, and career advancement tracks.4. **Performance Management:**A robust performance management system will be established to measure and monitor employee performance against pre-defined, high-quality benchmarks.This includes frequent feedback sessions, performance appraisals, and goal-setting aligned with organizational objectives. Furthermore, recognition and rewards will be directly linked to meeting or exceeding these standards to motivate and incentivize high performance.5. **Employee Engagement and Retention:**Engaged employees are more likely to deliver high-quality work consistently. Hence, we will prioritize employee engagement initiatives such as open communication channels, regular team-building activities, and creating a supportive work environment. Additionally, competitive compensation packages, benefits, and opportunities for career progression will be key components of our retention strategy.6. **Diversity and Inclusion:**Embracing diversity fosters innovation and improves decision-making, contributing to higher-quality outputs. We will actively promote a diverse and inclusive workplace where all employees feel valued and respected, regardless of their backgrounds. This will be achieved through targeted hiring, anti-discrimination policies, and ongoing diversity and inclusion training.7. **Health, Safety, and Well-being:**Ensuring a healthy and safe work environment is fundamental to maintaining high standards and quality output. Regular health and safety audits, stress management workshops, and promoting a balanced work-life culture are integral parts of this approach.8. **Succession Planning:**Anticipating future needs and grooming internal talent ensures continuity of high-quality standards. We will identify critical roles and develop succession plans, providing necessary training and mentoring to potential successors.In conclusion, this HR plan encompasses multiple dimensions to cultivate and sustain a workforce capable of achieving and surpassing high-quality and high-standard performance goals. It underscores the importance of continuousimprovement, fair evaluation, and fostering a culture that respects, nurtures, and challenges every individual to perform at their peak potential. By executing this plan effectively, we can anticipate significant enhancements in productivity, employee satisfaction, and overall organizational success.。
人力资源项目及进度 英语小英语作文
人力资源项目及进度英语小英语作文英文回答：Human Resources Project and Progress Report.Introduction.The Human Resources (HR) department plays a crucialrole in the success of any organization. Its primary responsibility is to manage and develop the workforce, ensuring that the organization has the right people with the right skills to achieve its strategic objectives. This report provides an overview of the HR projects and progress made during the past quarter.Talent Acquisition and Onboarding.Projects:Developed and implemented a new recruitment strategyto attract and hire top talent.Launched an online onboarding platform to streamline and enhance the employee experience.Progress:Increased the number of qualified candidates by 20%.Reduced the time-to-fill for critical positions by 30%.Improved the employee satisfaction with onboarding by 15%.Learning and Development.Projects:Created a comprehensive training and development program tailored to the organization's specific needs.Partnered with external training providers to offerspecialized courses and certifications.Progress:Increased the employee training hours by 25%.Improved the employee competency levels by 10%.Received positive feedback from employees on the quality and relevance of training programs.Performance Management.Projects:Implemented a performance management system that aligns with the organization's goals and values.Conducted regular performance evaluations and feedback sessions.Progress:Improved the employee performance by 15%.Reduced employee turnover by 10%.Increased the employee engagement and motivation.Compensation and Benefits.Projects:Conducted a compensation and benefits analysis to ensure competitiveness and fairness.Introduced new employee benefits programs to enhance employee well-being.Progress:Increased the employee compensation by 5%.Expanded the employee benefits package, includinghealth and wellness programs.Improved employee satisfaction with compensation and benefits by 12%.Employee Relations.Projects:Established a grievance and dispute resolution process to address employee concerns.Implemented a diversity and inclusion initiative to create a more inclusive workplace.Progress:Resolved employee grievances promptly and effectively.Increased employee awareness of diversity andinclusion issues.Enhanced the organization's reputation as an employer of choice.Conclusion.The HR projects and initiatives implemented during the past quarter have had a significant positive impact on the organization. The improvements in talent acquisition, learning and development, performance management, compensation and benefits, and employee relations have contributed to increased employee engagement, productivity, and organizational success. The HR department will continue to play a proactive role in supporting the organization's strategic objectives and fostering a positive and productive work environment.中文回答：人力资源项目及进展报告。
美国保险公司人力资源管理方案(英文版)
Number of respondents
2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 Never
Medical Trends Responses from a group of 25 actuaries who had time to get their calculators
– A specific statutory exception applies, or – Equal benefit/equal cost test is satisfied
Plan must provide equal benefits for older and younger workers, or Plan must incur equal costs for older and younger workers
Results for Employers with 500 or more lives
6
Aggregate Health Care Spending (1980 – 2010) Government portion of payments increasing; total projected to be over $2 trillion by 2009
Provident Transamerica
Equitable HCA
Metropolitan Travelers
United Healthcare
Partners Aetna GSDHP
Lincoln National HPs TakeCare
PacifiCare Health Plan of America WellPoint/Blue Cross of
人力资源管理六大模块英文版
人力资源管理六大模块英文版1. RecruitmentRecruitment plays a crucial role in human resource management. It involves sourcing and hiring qualified candidates for various job positions within an organization. The recruitment process typically includes job posting, screening resumes, conducting interviews, and selecting the most suitable candidates. This module is essential for ensuring that the organization has a skilled and competent workforce.2. Training and DevelopmentTraining and development is another critical module in human resource management. It focuses on enhancing the skills, knowledge, and abilities of employees through various training programs and initiatives. This module helps in improving employee performance, fostering employee growth, and increasing overall productivity. It may include on-the-job training, workshops, seminars, and employee development plans.3. Performance ManagementPerformance management is a module that focuses on evaluating and managing employee performance. It involves setting performance goals, conducting regular performance reviews, providing feedback, and addressing any performance-related issues. This module helps in aligning employee performance with organizational goals and identifying areas for improvement. It may also include performance appraisal systems and performance-based rewards.4. Compensation and BenefitsCompensation and benefits module deals with employee compensation and rewards. It involves determining salary structures, designing employee benefits packages, and administering various compensation programs. This module ensures that employees receive fair and competitive compensation and incentives for their work. It may include salary negotiations, bonus programs, health insurance, retirement plans, and other employee benefits.5. Employee RelationsEmployee relations module focuses on maintaining positive relationships between employees and the organization. It involves addressing employee grievances, managing conflicts, and promoting a positive and inclusive work environment. This module helps in fostering employee morale, job satisfaction, andoverall employee engagement. It may include employee assistance programs, conflict resolution procedures, and employee engagement initiatives.6. HR AnalyticsHR analytics module utilizes data and analytics to make informed decisions and strategies in human resource management. It involves collecting, analyzing, and interpreting HR data to gain valuable insights into workforce trends, employee performance, and organizational effectiveness. This module helps in making data-driven decisions regarding recruitment, training, performance management, and employee development. It may include data tracking systems, HR metrics, and predictive analytics.The integration of these six modules - Recruitment, Training and Development, Performance Management, Compensation and Benefits, Employee Relations, and HR Analytics - contributes to effective human resource management. Each module plays a vital role in attracting, developing, and retaining the right talent, ensuring employee satisfaction, and achieving organizational goals.Note: Markdown文本格式是一种简单的标记语言，你可以将以上内容复制到Markdown编辑器中，然后将其保存为Markdown格式的文件。
人力资源项目及进度 英语小英语作文
人力资源项目及进度英语小英语作文 HR Project and Progress.1. Project Initiation.Define the project scope and objectives.Identify key stakeholders and their involvement.Establish a project timeline and budget.2. Project Planning.Develop a detailed project plan outlining tasks, responsibilities, and deadlines.Identify potential risks and develop mitigation strategies.Secure necessary resources and support.3. Project Execution.Implement the project plan and track progress regularly.Manage risks and make adjustments as needed.Communicate progress and updates to stakeholders.4. Project Monitoring.Track key project metrics and identify areas for improvement.Monitor project quality and adherence to standards.Conduct regular project reviews to assess progress and make necessary adjustments.5. Project Closure.Complete all project deliverables and tasks.Evaluate the project's success and impact.Document lessons learned and best practices.Specific Progress Updates.Employee Onboarding Program.Project initiated and scope defined.Key stakeholders identified and engaged.Timeline and budget established.Project plan developed and implementation underway. Tracking progress against milestones.Performance Management System.Project planning phase completed.Feedback gathering tools and processes implemented.Pilot program launched with select employees.Data analysis and refinement of system underway.Talent Acquisition Strategy.Project scope and objectives defined.Market research conducted and target candidates identified.Sourcing and recruitment channels established.Candidate screening and selection process implemented.Employee Engagement Initiatives.Project initiated and stakeholder engagement plandeveloped.Employee survey conducted to assess engagement levels. Engagement strategies and programs designed.Implementation and monitoring of programs underway.HR Technology Implementation.Project scope and requirements defined.Vendor selection and contract negotiation completed. System implementation and testing underway.Training and onboarding for employees scheduled.Challenges and Mitigation.Resource constraints: Engaged with senior management to secure additional resources.Communication gaps: Established clear communication channels and regular stakeholder updates.Resistance to change: Provided training and support to employees to facilitate the transition.Data accuracy: Implemented data validation processes and established quality standards.Budget deviations: Monitored expenses closely and made adjustments to ensure budget compliance.Conclusion.The HR projects are progressing according to plan and are expected to deliver significant benefits to the organization. Regular monitoring and proactive mitigation of challenges will ensure the successful completion and implementation of these initiatives.。
人力资源管理咨询项目建议书范文
人力资源管理咨询项目建议书范文Human resource management consulting projects play a crucial role in helping organizations optimize their workforce and operate more efficiently. 人力资源管理咨询项目在帮助组织优化其员工队伍、更高效运营方面发挥着至关重要的作用。
One key aspect of human resource management consulting projects is talent acquisition and retention. 人力资源管理咨询项目的一个关键方面是人才招聘和留用。
Consultants in this field are experts in identifying and attracting top talent, as well as developing strategies to retain valuable employees. 这一领域的咨询顾问是识别并吸引顶尖人才的专家，同时也制定保留重要员工的策略。
Furthermore, human resource management consulting projects often focus on organizational development and employee training. 此外，人力资源管理咨询项目通常关注组织发展和员工培训。
Consultants work closely with organizations to design and implement training programs that enhance employee skills and improve overall performance. 咨询顾问与组织密切合作，设计并实施培训计划，提升员工技能，提高整体绩效。
某软件公司人力资源规划设计方案(英文版)(ppt 77页)
❖ Our Suggested Approach 我们的设计方案 ❖ Our Consulting Team 我们的咨询团队 ❖ Our Experience in Telecom Industry in Asia Pacific我们在亚太区电信
Hewitt in China (Con’t) 翰威特公司(续)
❖ Largest and most experienced workforce consulting firm in China 中国规模最大并且经验最丰富的人力资源咨询公司
❖ 3 offices in Shanghai, Beijing, and Hong Kong with nearly 100 Associates 在上海、北京、和香港办事处拥有近100名员工
❖ Largest human resources consulting firm in the U.S.A 为美国最大的人力资源咨询公司
❖ 12,000 Associates world-wide 全球 12,000 名员工
❖ 75% of Fortune 500 are Hewitt clients 财富500强中75%的公司为翰威特公司的客户
Singapore Telecommunications SK Telecom Southern New England Telecomm Sprint Tele Danmark Telebras Telecom Corp of New Zealand Telecom Italia Telefonica de Espana Telefonos de Mexico Teleport Communications Group Telstra TIM U S West Vodafone Group Worldcom
美国保险公司人力资源管理方案(英文版)(ppt 56页)
Mercer Human Resource Consulting
6
Aggregate Health Care Spending (1980 – 2010) Government portion of payments increasing; total projected to be over $2 trillion by 2009
CPI-All Urban Consumers
CPI-Medical Care
1 9 9 0 1 9 9 1 1 9 9 2 1 9 9 3 1 9 9 4 1 9 9 5 1 9 9 6 1 9 9 7 1 9 9 8 1 9 9 9 2 0 0 0 2 0 0 1 2 0 0 2
C P I-M e d ic a lC a re 9 .0 %8 .7 %7 .4 %5 .9 %4 .8 %4 .5 %3 .5 %2 .8 %3 .2 %3 .5 %3 .9 %4 .6 %4 .7 %
EEOC Proposed changes in ADEA regulations
– Cline vs. General Dynamics
Wells Fargo case
– Appears to allow pre-funding (and tax-deductibility) of entire retiree liability an ILP approach won’t be exactly same number as FAS liability funding in years 2+ would be limited to service cost
人力资源管理程序-中英文版
人力资源部 HR
培训计划 Training Plan
建立年度培训计划 Set up training plan
培训计划 Training Plan
管理层 Related Manager
批准需求 Request Approve
批准培训需求 Approve personnel requistion
第2页
管理层 Related Manager
批准招聘需求 Approve personnel requistion
招聘开展 Recruiting
人力资源部 HR
背景调查ecruiting implementation
简历 Resume 职位申请表 Employment Application
HR-P001 共8页
对从事计量、检验、铲车、焊接、电工、压力容器操作及其他特种作业人员、体系审核员，按 国家相关规定，必须经培训取得上岗资格证，方可上岗。如无相关规定则由公司自行组织，至 少每二年进行一次 ； For those who take the position of computation, inspection, forklift, jointing, electrician, pressure vessel operation etc and system auditor, should first of all be trained and get qualification certificate. Company should provide at least one training every two years if no special regulation from the authority. 有关环境及职业健康安全体系方面的培训。 Training about environment ,safety and health system (ESH). 对全体员工 To all employees
英文版人力资源管理系统HR项目需求文档
英⽂版⼈⼒资源管理系统HR项⽬需求⽂档英⽂版⼈⼒资源管理系统hr项⽬需求⽂档1. Foreword1.1 ObjectiveThis document describes all requirements of the functions of Human Resouce Management System (HRS). It also documents any applicable performance, UI and reliability requirements. It is the reference for design, coding and testing.1.2 Document Conventions1. A page is a requirement.2 .Every requirement has a requirement code3. Requirement code format is as below:[HR1.0_XXX_YYF]XXX is abbreviation of moduleYY is number increasingF is abbreviation of feature 1.3 Intended Audience and Reading SuggestionsThis document is for the readers who are sponsor, manager, developer, designerand QA engineer. The specific reading requirement is below table: Reader Classified Reading ObjectiveUnderstand new system features. Approve and accept project Project Sponsor scope.Understand system features. Ensure project sponsor and dev System Analyst team are on the same page.Understand system features. Estimate development effort and Project Manager prepare project plan accordingly.Architect Designer Architect the system using the SRS as a basis.Read this document to better understand design and system Developer requirements.Use this document as the guidance for testing work, e.g. write QA Engineer test cases.1.4 Reference2. System Requirements 2.1 Background要通过⼈⼒资源管理系统来提⾼企业的管理⽔平，光是选取⼀个好的或者⽐较好的、适合本企业特点的⼈⼒资源管理软件还是远远不够的。
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Observe relevant job behaviors观察与工作相关的行为
Be as unobtrusive as possible尽可能地避免唐突
6-6
Interviews面谈
Interviewing job incumbents is often done in combination with observation与在职人员进行面谈常常 与观察结合起来 The most widely used technique使用最广泛的技术 Allows the job analyst to talk with job incumbent 使得工作分析人员可以与在职人员进行面对面的交流
6-5
Direct Observation直接观察法
Used for jobs that require manual, standardized,
and short-job-cycle activities用于标准的、工作周期 短的体力劳动
Not used if job involves significant mental activity 不适用于涉及重要的脑力活动的工作
6-1
Team members ：
Smile Season Christina Martha Julia
Sun Shine
Project profile
Sun Shine company human resource management improvement project plan
6-2
6-15
Humanistic care staff is times and corporate development necessary conditions
人性化关心员工是时代和公司发展的必要条件
Self-directed teams have
become important in the success of manufacturers worldwide自我管 理团队成为一个重
6-3
One-We have…
The company please professional hairdresser offer free services
Each employee has 15 minutes during the working time to enjoy a haircut, massage process.
6-4
Two-We have…
Understanding staff working conditions, and adjust their career direction, give play to their strengths, work to make them happy
了解员工工作情况，适当调整她 们的职业方向，发挥他们的长处， 让他们快乐工作
Human resources to improve purpose:
1. Promotes staff work efficiency
2. The play staff strengths
3. Let employees happy to work
4. Improve the company's benefit
Job context工作背景
6-10
Three-We have…
Make a precise requirement member,ctive give them training let them in-depth understanding of company.
6-8
Popular Quantitative Techniques定量方法
Functional job analysis
功能工作分析
Position analysis questionnaire
职位分析问卷
Management position description
questionnaire
管理职位描述问卷
6-9 Position Analysis Questionnaire职位分析 问卷
Information input 资料
投入
PAQ Sections
职位分析问卷 的主要部分
Other job characteristics其他工
作特征
Mental processes 智力处理
Work output 工作输出
6-11
Four-We have…
Regarding work each to each man refinement, high quality to finish their work
各部门把工作细化到每个人身上，高质量的完成工作
Job title工作名称
Summary小结
Equipment设备
A structured set of questions is used so answers can be compared面谈将使用有结构的一系列问题，以使不 同个人和小组的答案可以进行比较
6-7
Questionnaires问卷
越短越好
解释问卷是 用来做什么的
使问卷使用 起来更加容易
简单
使用之前测试问卷
要的成分
Reengineering cannot succeed unless attention is paid to how
employees’ skills are affected除非认真 关注员工如何使用 他们的技能，否则 再造难以成功
Accelerated rate at which technology is changing work environments 科技加速改变工作环境
New, hiring practice and training, reduce excellent staffs loss
新的，雇佣实践和培训，减少优秀的员工流失
Environment环境
Activities活动 A job specification evolves from the job
description
工作说明书从工作描述发展而来
6-12
Five-We have…
Compressed work schedules
压缩工作时间制
Telecommuting远程办公 Job sharing职务分担 Flexible hours弹性工作时间
在每一种方式里，
工作信息 …
Observation观察 Interview面谈
Questionnaires问卷 Incumbent diaries or logs工作日志
Collected收集起来
工作通过在职工作人员完成的任务来进行研究
(职务导向方法 )
通过工作任职者的行为来进行研究
(行为导向的工作分析 )
要求员做一份精确、现时的工作描述，选择性给他们培训让他们深入 了解公司。
Changes in recent years have increased the need for job descriptions
Need for new, creative ways to motivate and reward workers 需要运用创新的方法来激励和回报员工
Interviews can be conducted with a:面谈可以对以下人 员进行： Single incumbent单个在职人员 Group of incumbents一组在职人员 Supervisor who is familiar with the job对了解这项 工作的主管人员进行
Weekly quantity evaluation每周 量考评
Reporting on time按时汇报工作
6-13
Six-We-have…
Staff travel
Staff training
6-14
Seven-We have
Benefits of familyfriendly arrangements: 更好的平衡工作和家庭的 需求 Higher recruitment and retention rates更 高的员工雇佣和保持率 Improved morale改进的 员工士气 Lower absenteeism and tardiness较低的旷 工和延误 Higher employee productivity更高水平
Can give employees: unzipped Always change hair style and
changing mood Enhance self-confidence 每个员工都有15分钟的时间在上
班期间享受理发、按摩的过程。 可以给员工： 解压 随时换发型&换心情 增强自信