人力资源外文参考文献及翻译 第4页
Warren buffet is known as one of the word’s most successful investors. One of the criteria he uses in investing in firms is their managerial talent and human capital. the firms in which he invests heavily, such as coca-cola, American express, and known to rely heavily on their human capital.
The importance of human capital also is shown in mergers and acquisitions, many of which are not successful . there are number of reasons for these failures, a prime one of which is the loss, or failures to take advantage, of human capital from the acquired firm. Oftentimes, there is significant turnover in the acquired fired firm before and after the two firms are merged. Frequently, the most talent managers and employees leave because they have attractive opportunities and are uncertain whether they will have the same opportunities in the new company. Certainly, they are unlike to have opportunities if their firm is acquired by computer associates, charles wangs’s company .wang is notorious for firing many of the managers and technical talent of a firm he acquires immediately after the acquisition is consummated. Dennis kozlowski, CEO of tyco, analyzes the managerial talent of potential target firms in his quest for acquisitions. He target only those firm with substantial managerial skills and capabilities. In fact, he considers his review of the human capital of a firm a part of the due-diligence process.
Among the substantial number of underutilized sources of human capital are underrepresented groups, such as women and minorities. We discussed women in managerial roles in the previous strategic focus. According to luci li , partner of capital wang & li Asia Associates, there is a glass ceiling for many expartriate Chinese and Chinese American as well. These workers have many technical and other skills and a host of capabilities that can be developed, but frequently are not. Some suggest that the new types of distance learning using internet courses can help firms develop their human capital without costs. Clearly, the real-time environment of internet instruction could revolutionize the means of developing human capital, particularly by promoting continuous learning within companies. In large and small firms, there are tremendous economic returns to human capital. In fact, human capital is critical to the implementation of a firm’s strategies.
1.2 Human capital development plan of IBM internal
IBM all is advertising for throughout the year, but can have the opportunity to enter IBM actually extremely rare, because IBM recruits is the genuine outstanding person. In the job requirements, IBM Corporation has three aspect requests. First is the general ability, including logic analysis ability, adaptation environment strain capacity, attention team spirit a原文请找腾讯752018766优-文^论,文.网
http://www.youerw.com nd cooperation ability and innovation ability. Second is the personal character, moreover takes this point the employment the prerequisite strip its three, post aspect actual technical ability and psychological characteristic, including communication skill, computer operation ability, English proficiency and development potential and so on. IBM takes extremely to staff's individual development potential, because this relates the staff whether future will be able to have the development. IBM Corporation's employment advertise way many and varied, usually has the talented person employment advertise meeting, the newspaper advertisement, the network and the campus employment advertise and so on. A IBM specially effective way, implements internal recommendation employment advertise. The company aspect trusts own fully staff, carries out “practices nepotism does not evade kisses”, encourages the staff to introduce own relatives and friends come IBM Corporation, if recommends the human suits IBM very much the request, IBM also can reward the recommender.
The new staff trains Molds new staff's training comprehensively. The new staff enters after IBM, first must carry on 4 month-long centralism training, the training content including the IBM development history, the rules and regulations, the technology and the product craft, the work standard and the work skill. Training uses the classroom to teach with practices two forms on the spot. After training had finished carries on the in section, qualified obtains the graduation proof, qualified is not eliminated. After 4 months, receiving training had a IBM staff's basic concept. But, must become IBM official staff, but also must pass through a year practice. The practice period company sends one for each new staff “skilled worker”, pair of place carries on the teaching. Practice period, must regularly to the human resources department and the new staff in the department feedback practice situation. After the practice had finished the staff wants to make the work plan and individual development plan, proposed continues to do the present post work the thorough plan or the transformation post plan as well as the professional profession development plan.
The institution senior staff trains. IBM paid great attention to in office staff's training, the company formulates the extremely complete staff to train the system and the action program. The training form trains besides the traditional teacher, widely uses on the net to train. IBM established own net to go to college, the staff might act according to own time situation to arrange the study as necessary, this has solved their study training and the reality work contradictory conflict. The curriculum form already has the teaching material study, also has real or the hypothesized project training, has the strong usability. IBM advocated the staff works while studies, or participates in each kind of curriculum in the spare time to study, enhances the working efficiency and individual development potential. The staff may propose which content training oneself needs to participate in, so long as with work related, reasonable, the company can agree with and give the funds generally. This effectively has given dual attention to the enterprise and the staff two aspect training need. 上一页 [1] [2] [3] [4] [5] [6] 下一页
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