合肥美菱课件

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1、合肥美菱合肥美菱 与海尔集团与海尔集团合肥美菱目录美菱简介美菱简介1美菱的发展战略美菱的发展战略2美菱的人力资源管理现状美菱的人力资源管理现状3海尔的人力资源管理特点海尔的人力资源管理特点4美菱的调整美菱的调整5合肥美菱第一部分:美菱简介第一部分:美菱简介美菱集团:以制造业为核心,集白色家电制造、健康家电推广、新材料研发、家电配套件加工及进出口、商贸、酒店等多元化为一体的大型企业集团。全国512户重点企业集团之一连续8年进入中国500家最大工业企业行列连续9年进入中国500家最佳经济效益企业行列拥有350万台电冰箱、50万台冰柜及深冷冰箱、120万台洗衣机、35万台太阳能热水器、500多种厨卫

2、、日用小家电及主要配套产品的生产能力。被列入中国最有价值品牌还通过了ISO9001、ISO14001、OHSAS18001、IECQ QC0 80000等认证,取得了开拓国际市场的通行证。企业宗旨 员工满意 客户满意 股东满意企业精神 亮剑、创新、奉献、团队 经营理念 快乐创造 C 生活 Clever 聪明 Comfort 舒适 Cool 酷发展战略一个核心,两翼齐飞,三项原 则,四个支撑合肥美菱第二部分:第二部分:美菱的发展战略美菱的发展战略一个核心,两翼一个核心,两翼齐飞,三,三项原原则,四个支撑,四个支撑核心核心:是品牌,将品牌是品牌,将品牌经营和管理相和管理相结合,推合,推动集集团多元

3、化多元化发展。展。两翼两翼齐飞:一方面,一方面,发挥品牌品牌优势,以美菱品牌吸引各,以美菱品牌吸引各类投投资,按照新机,按照新机制建立全新企制建立全新企业,建立面向市,建立面向市场的新的新兴家家电制造基地;另一方面,依托家制造基地;另一方面,依托家电布局布局调整整这一宏一宏观发展背景,加大加快展背景,加大加快对原有家原有家电配套配套产业群的投入,群的投入,扩充充产能,形成能,形成规模化;提高模化;提高产品技品技术含量和含量和竞争力,争力,为经济区域区域带内家内家电企企业配套,配套,实现与区域内家与区域内家电产业的同步的同步发展。展。三三项原原则:理性,开放,多元理性,开放,多元四个支撑:即美菱

4、的四大支柱四个支撑:即美菱的四大支柱产业,白色家,白色家电及小家及小家电,材料工,材料工业,健康,健康家家电,配套,配套产品品合肥美菱第三部分:美菱的人力资源管理现状第三部分:美菱的人力资源管理现状 人力资源管理人力资源管理二、招二、招 聘聘 三、培三、培训训 五、薪五、薪酬酬四、绩四、绩效评估效评估 一、工一、工作分析作分析合肥美菱第三部分:美菱的人力资源管理现状第三部分:美菱的人力资源管理现状优点:1、工作说明书详细2、控制体系有序3、贯彻落实到位缺点:过于死板、缺乏弹性一、工作分析方面:一、工作分析方面:合肥美菱第三部分:美菱的人力资源管理现状第三部分:美菱的人力资源管理现状优点:1、立

5、足安徽,发挥区域内比较优势2、招聘来源因岗位的不同而不同3、不过分渲染优厚物质待遇4、严格挑选人才5、注重“长期服务”思想6、注意吸纳“潜力人才”缺点:1、人才来源局限性大,不利于长远发展二、招聘方面:二、招聘方面:合肥美菱第三部分:美菱的人力资源管理现状第三部分:美菱的人力资源管理现状1、培训管理体制健全2、培训项目组合丰富3、相关激励机制有效4、资金投入有保证5、培训方式灵活三、培训方面:三、培训方面:合肥美菱第三部分:美菱的人力资源管理现状第三部分:美菱的人力资源管理现状1、正对员工工作行为2、强制区分评估结果3、多方位的立体评估4、旨在改善绩效四、绩效评估方面:四、绩效评估方面:合肥美

6、菱第三部分:美菱的人力资源管理现状第三部分:美菱的人力资源管理现状1、工资标准以岗位等级为基础2、所有员工以岗定薪3、实际工资收入与其个人绩效和所在部门绩效挂钩4、工资政策及员工收入高度透明化五、薪酬方面:五、薪酬方面:合肥美菱第三部分:美菱的人力资源管理现状第三部分:美菱的人力资源管理现状1、坚持平等主义2、卓有成效的员工建议系统3、员工信息共享4、利益分享六、其他方面六、其他方面积极鼓励员工参与管理:积极鼓励员工参与管理:合肥美菱第四部分:海尔的人力资源管理特点一、海尔发展的人力资源发展的战略:1、“国际化的企业,国际化的人”海尔人力资源开发目标2、“赛马不相马”海尔人力资源开发原则3、“

7、挑战满足感、经营自我、挑战自我”海尔人力资源开发的市场机制合肥美菱第四部分:海尔的人力资源管理特点二、用人策略:两大理论1、斜坡球体人才发展论:每一个人都是在斜坡上上行的球体,惰性的危害最大2、变相马为赛马:企业不缺人才,人力资源管理的关键是激发员工内在潜能海尔的系列赛马规则:在位监控届满轮流三公转换合肥美菱第四部分:海尔的人力资源管理特点三、价值分配体系:员工收入由市场决定1、让市场发工资2、研发部的市场化工资3、“小三角”彰显市场化工资4、设备事业部:市场工资的合理性5、空调事业部:市场效果的真实性6、信息系统“算”工资合肥美菱第四部分:海尔的人力资源管理特点四、员工培训策略:立体人才培训

8、体系1、海尔的价值观念培训2、海尔的多种培训形式岗前培训岗位培训转岗培训半脱产培训出国考察培训3、新员工培训是好的开端4、海尔的个人生涯培训5、海尔大学 合肥美菱五、绩效管理:从“三工转换”到“负债开发”三工:在全员合同制的基础上把员工分为优秀员工、合格员工、试用员工 三种,根据工作态度和效果,三种身份之间可以进行动态转化,同时与物质待遇挂钩。负债开发:给员工一定资源,技术人员要开发出相应的价值,要按时开发出产品而且产品还要有质量和销售额的保证合肥美菱合肥美菱合肥美菱合肥美菱3D Cubes Flow / ProcessAdd text here Add text in here too Ad

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