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| Staff Structure The main incumbent leadership is as follows: Sun Zhiren, General Manager and Secretary of the Party Committee; Hu Hao, Deputy General Manager and member of the Party Committee; Zhu Qilin, Chief Accountant. People are the key to the development on the next stage. The company is in urgent need of professionals specialized in management and business operations. With scaling up in dimensions and expansion of business lines, the company will recruit specialty talents with professional skills, and strive to upgrade the level and structure of human resources, and open a new prospect for talent supply. Currently, the company has been joined by a number of high-quality postgraduates major in corporate legal affairs and financial management. HR Strategy People lie at the heart of the company, and it is the most and foremost factor determining the future development of the company. So how to Attract, Select, Train and Keep the best people has become a kernel duty in human resources management, and constitutes the core content of human resources planning and implementation. The essence of human resources management can be summarized as ASTK. ¢ñAttracting the best£¨A£© Establishing various and diverse channels(including colleges &universities£¬institutes, senior recruiters, mass media, etc. ) to stir a ripple effect, so that talented people can be attracted to the company. Meanwhile, it is also necessary to promptly investigate the potential demand of talents, and adjust internal resources without delay, and satisfy their needs to the maximum. In the process of human resources management, to attract the best people is the most important step, particularly for those companies in high demand of specific professionals. ¢òSelecting the best (S) There are certain rules and standards to follow when selection is conducted. Not all the talents are fit for the company. During the selection, the following principles should be taken into consideration: 1)Select those whose expertise matches with corresponding responsibilities; 2) Better to select who are more professional; 3) Select those who have sense of loyalty, dedication, unity, and earnest; 4) Do not select among the relatives and friends (especially for enterprises with completion of the primitive capital accumulation); 5) Select those who is fast learner, quick respondent, innovation starter; 6) Select those who have the courage to admit their faults and seek further improvements;7) Select those who are willing to sacrifice minors for the sake of the overall situation; 8) Select those who shall not have too strong individualism tendency (especially for enterprises with completion of the primitive capital accumulation). ¢ó Training the best£¨T£© Training is a significant long-term task. To cultivate the best people, it is necessary to start from the followings:1) assisting personnel¡¯s in career planning that relates to the fate of the corporate; 2) providing regular professional and non-professional skill training; 3) improving the internal talent echelon construction; 4) establishing internal personnel training mechanism; 5) ameliorating the internal competition mechanism; 6) setting up internal personnel platform performing transparent, open and fair evaluation. ¢ô Keeping the best ( K ) HR should place the top priority on the internal outstanding stuff that is the focus of human resources. Whether a company can keep and retain the outstanding stuff is a key factor to identify whether it is a distinguished one. The company should constantly improve incentive mechanism to involve the talented in the prosperity and adversity of the company, and only this way can the company forges ahead on the way of development. On how to keep the best people, the following incentives can be referred to: 1) Target incentive; 2) Model motivation; 3) Motivation from leaders¡¯ acts; 4) Affective motivation derived from being authorized; 5) Compliments incentive; 6) Substance incentive; 7) Welfare incentive; 8) Equity stake incentive and so on. |