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MBA微课：The application of performance appraisal in personnel optimization?

The application of performance appraisal in personnel optimization?

绩效考核在人员优化时的运用？

Case: The application of performance appraisal in personnel optimization?

绩效考核在人员优化时的运用？传统软件行业A 公司，因经济形势不理想，考虑优化人员结构，辞退部分员工。人力资源部考虑从绩效考核的角度去进行人员考核，进而优化员工队伍。在实施的过程中，遇到绩效评价差的人员的否认自己绩效差，认为公司只不过是通过考核的手段裁员。人力资源部应该怎么做？

知识点：绩效考核是在一定的时间，通过量化员工的工作目标达成情况的方式，通过制定合理的目标，客观的考核标准，对员工进行工作评价，激发员工积极性，提高工作效率的一种管理方式。在人员优化的工作中，绩效考核可以作为一个重要的手段和参考依据。

Company A, a traditional software industry company, is considering optimizing its personnel structure and dismissing some employees due to the unfavorable economic situation. The human resources department is considering conducting personnel assessments from the perspective of performance appraisal to optimize the workforce. However, during the implementation process, some employees with poor performance evaluations deny their poor performance, believing that the company is simply using the appraisal as a means to lay off employees. What should the human resources department do?

Knowledge point: Performance appraisal is a management method that evaluates employees' work performance, motivates employees, and improves work efficiency by quantifying the achievement of employees' work objectives over a certain period of time, setting reasonable goals, and using objective assessment criteria. In the work of personnel optimization, performance appraisal can serve as an important tool and reference

公司人力资源管理制度建设怎么做？

Case: How to establish a human resources management system in a company?

某公司是安监、安防类企业，在业内处于领先地位，公司计划通过抓管理上台阶，做好上市的准备工作。公司重点要求构建人力资源管理制度，能够适应公司未来发展的需要。公司让人力资源部收集相关的准备资料，制定制度建设的工作方案。作为人力资源部经理，应该如何做？

知识点：人力资源管理制度建设，是公司管理升级的一个重要方面。人力资源管理工作的落地，制度体系建设非常关键。人力资源制度主要包括：招聘、薪酬、绩效、培训等内容，应该能够指导日常的具体工作。在制度建设的准备阶段，应理顺现有制度存在的问题，结合实际进行制度的拟定或者修订。.

A certain company is a leading enterprise in the field of safety supervision and security. The company plans to improve its management to prepare for listing. The company emphasizes the need to build a human resources management system that can adapt to the company's future development needs. The company asks the human resources department to collect relevant preparatory information and formulate a work plan for system construction. As the manager of the human resources department, what should you do?

Knowledge point: The construction of the human resources management system is an important aspect of the company's management upgrade. The implementation of human resources management work is critical to the construction of the institutional system. The human resources system mainly includes recruitment, salary, performance, training, etc., which should be able to guide daily specific work. In the preparation stage of system construction, the problems of the existing system should be straightened out, and the system should be formulated or revised in combination with the actual situation.

员工参加新员工培训后离职，

是否要补偿？

Case : Should employees be compensated if they leave after participating in new employee training?

某IT 公司需要招聘一批新员工，负责公司产品的市场推广和销售。公司通过现场招聘的方式，找到10 名合适的员工。该公司在员工入职后，签订了劳动合同和培训协议，约定服务期和违约金。入职后2 个月，1 名员工提出离职，公司要求该员工交付入职培训的违约金。该员工认为公司的违约金是违法的，自己不需要履行。你认为呢？

知识点：培训协议，公司让员工参加专业技能，管理技能等培训，承担专项的培训费用，签订协议，约定双方必须履行的义务和责任。培训协议通常和服务协议挂钩，说明付费的标准和服务的年限等相关问题。公司为保护自身利益，一般在新员工入职后签订培训协议。

An IT company needed to recruit a group of new employees to be responsible for the marketing and sales of the company's products. The company found 10 suitable candidates through on-site recruitment. After the employees joined the company, labor contracts and training agreements were signed, stipulating the service period and liquidated damages. Two months after joining, one employee resigned, and the company requested that the employee pay the liquidated damages for the onboarding training. The employee believed that the company's liquidated damages were illegal and that he did not need to fulfill them. What do you think?

Knowledge point: Training agreement refers to an agreement where the company allows employees to participate in professional skills, management skills, and other training, bears the special training costs, and signs an agreement to stipulate the obligations and responsibilities that both parties must fulfill. Training agreements are usually linked to service agreements, specifying issues related to payment standards and service years. To protect its own interests, the company generally signs a training agreement after new employees join the company.

员工严重违反公司管理制度，如何解除劳动合同？

Case :How to terminate the employment contract when an employee seriously violates the company's management system?

制造型企业C 公司，某员工小王因不良嗜好爱赌博，经常工资不够用。小王申请了一张信用卡，经常透支不还钱。银行信用卡中心多次到工厂找小王，要求还款。因此小王为躲避讨债，多次旷工……在公司中造成恶劣的影响。后来，公司人力资源部以小王工作状态差，考核成绩也不好为由，开除了小王。小王提请劳动部门仲裁，要求公司提供经济补偿。

知识点：劳动合同解除，是指当事人双方提前终止劳动合同的法律效力，解除双方的权利义务关系。过失性解除，公司应该提供相关证据，证明员工严重违反公司的相关管理制

Company C, a manufacturing enterprise, had an employee named Xiao Wang who had a bad habit of gambling, often leading to insufficient salary. Xiao Wang applied for a credit card and frequently overdrew without repayment. The bank's credit card center visited the factory several times to ask Xiao Wang for repayment. As a result, Xiao Wang often absented from work to avoid debt collection, causing a bad influence in the company. Later, the human resources department of the company dismissed Xiao Wang on the grounds of poor work status and poor assessment results. Xiao Wang filed for arbitration with the labor department, demanding economic compensation from the company.

Knowledge point: The termination of an employment contract refers to the early termination of the legal effect of the employment contract by both parties, thus dissolving their rights and obligations. In the case of fault-based termination, the company should provide relevant evidence to prove that the employee has seriously violated the company's relevant management system.

内部竞聘选拔产品经理，怎么做？

Case : How to select a product manager through internal competition?

某公司是软件研发类民营高新技术企业，公司近几年发展较快，市场占有率节节攀升。2011年年初，按照公司按发展的需要，组建了市场部，主要负责市场活动策划，产品上市推广，客户关系管理等。公司研发部主要负责产品的开发，外观和功能实现。根据市场产品的情况，结合市场部，销售部反馈的客户要求进行产品的设计和开发。总经理曾先生发现尽管成立了市场部，产品线规划和管理的职能欠缺。于是，他要求组织内部竞聘，从内部员工挑选产品经理。人力资源部如何策划本次活动？

知识点：内部竞聘，是内部招聘的一种模式。主要是公司针对特定岗位，从相关的备选人员，通过进行统一测评，优选符合岗位要求人员的一种方式。注意，在挑选候选人时，候选人与目标岗位有一定的关联性。

A certain company is a private high-tech enterprise in software research and development. In recent years, the company has developed rapidly and its market share has been steadily increasing. In early 2011, according to the company's development needs, a marketing department was established, mainly responsible for market activity planning, product launch promotion, customer relationship management, etc. The R&D department of the company is mainly responsible for product development, appearance, and functional implementation. Design and develop products based on market conditions and customer feedback from the marketing and sales departments. Mr. Zeng, the general manager, found that despite the establishment of the marketing department, the functions of product line planning and management are lacking. So he requested internal competition within the organization to select product managers from internal employees. How did the Human Resources Department plan this event?

Knowledge point: Internal competition is a mode of internal recruitment. Mainly, it is a way for the company to select candidates who meet the job requirements through unified evaluation for specific positions. Note that when selecting candidates, there is a certain correlation between the candidate and the target position.

中国经济管理大学

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