I. Single choice
1. thinks that human resource management is the focus of all the working population, which belongs to (a).
A. Adult population view B. Working population view C. Personnel quality view
2. There are similarities between human resources and human capital in (c).
A. Value B. Connotation C. Form D. Personnel quality
3. The resource with internal friction characteristics is (B).
A. Natural resources B. Human resources C. Mineral resources
4. Human resource management, that is, it is responsible for organizing the functional activities such as recruitment, selection, training and remuneration of personnel to achieve the goals of individuals and organizations. This concept belongs to (a)
A. Process revelation B. Purpose revelation C. Phenomenon revelation D. Overall revelation
5. The main difference between human resource management and personnel management is reflected in (b).
A. Contents B. Concepts C. Working procedures
6. Taylor's "scientific management principle" with "task management" as the main content is put forward on the basis of (a) hypothesis.
A. Economic man B. Social man C. Self-fulfilling man D. Complex man
7. "Social man" human nature theory hypothesis is based on (D)
A. Taylor's scientific management principle B. Mayo's interpersonal relationship theory
C. Maslow's hierarchy of needs theory D. Hawthorne experiment
8. The main body of humanistic management with human nature as the core is (A)
A. Employee B Environment C Culture D Values
9. Expectation incentive theory belongs to (b)
A. content-based incentive theory B. process-based incentive theory
C. Behavior modification incentive theory D. Comprehensive incentive theory
10. The organizational climate that usually restricts people's morale, creativity, production efficiency and the degree of achieving goals belongs to (D)
A. Organizational external environment B. Organizational internal environment
C. Natural environment D. Human environment
1 1. An enterprise provides pre-job training for new employees of 10, and it costs 5,000 yuan from lectures to internships. Excuse me, this proportion should be charged from (b) of human resource cost.
A. Acquisition cost B. Development cost C. Use cost D. Guarantee cost
12. It is predicted that the type of personnel quality and skills determined by the nature and requirements of future work belongs to (b) of human resource planning.
A. Forecast the future supply of human resources B. Forecast the future demand of human resources
C. Balance between supply and demand C. Formulate strategies and measures that can meet the needs of human resources
13. The basis of scientific human resource management is (b)
A. Job evaluation B. Job analysis C. Job design
14. The task analysis method suitable for assembly line work is (a)
A. Decision table B. Statement description C. Time series table D. Task list
15 The common method of method analysis in job analysis is (c).
A. critical event technology B. functional work analysis C. problem analysis D. flow chart
16. Management personnel quota method is (c)
A. Equipment quota method B. Efficiency quota method C. Responsibility quota method
17. According to personal experience, the method to determine the value of each job is (c) to arrange all the positions to be evaluated in order.
A. factorization B. factor comparison C. ranking D. scoring method
18. The internal factors affecting recruitment are (a)
A. Corporate image B. Labor market situation C. Legal supervision
19. The most commonly used assessment center technology in recruitment is (b)
A. management games B. Document processing C. Case analysis
What is not included in the selection procedure is (c)
A. Fill in the application form B. Job placement C. Find candidates
2 1. The enterprise's centralized training for new employees is called (a).
A. Pre-job training B. On-the-job training C. Off-the-job training D. Amateur self-study
22. In training, the training mode in which teachers first introduce basic concepts and principles and then discuss a topic is (B).
A. teaching method B. discussion method C. role-playing method D. case analysis method
23. According to the scope and content, the assessment can be divided into (1).
A. Personal assessment B. Self-assessment C. Diagnostic assessment
24. The basic unit of the appraised object is (A)
A. Evaluation elements B. Evaluation scores C. Evaluation scale
25. The employee evaluation index design is divided into () stage.
a4 b . 5 c . 6d . 7
26. Among the following methods, the method that does not belong to the quantification of assessment indicators is (b)
A. Weighted B. Scale division C. Score D. Score
27. The relative comparison judgment method includes (1)
A. Paired comparison method B. Memory impression evaluation method C. Weighted comprehensive evaluation method D. Target grade evaluation method
28. The measurement form of basic salary is (B)
A. Basic salary and auxiliary salary B. Hourly salary and piece-rate salary
C. Post salary and skill salary D. Fixed salary and royalty salary
29. Among the following enterprise characteristics, the matter of taking hourly wages is (c).
A. production depends on manual labor and manual operation.
B. the fruits of labor can be easily measured by quantity.
C. the quantity of products mainly depends on the performance of mechanical equipment.
D. Low degree of automation and mechanization
30. According to the characteristics of the following organizations and types of work, the matter of adopting post salary system is (c)
A. The skill requirements of the same post vary greatly. B. low degree of specialization and automation.
C. the skill requirements of the same position are small. D. the labor difference between different positions is small.
3 1. On-the-job wage standard grade of variable post wage system is divided according to (c)
A. Labor responsibility B. Working conditions C. Length of service or technical proficiency D. Labor contribution
32. In order to make employees with the same skills but different actual labor contributions get their proper positions, skill wages can be combined with class (b) wages.
A. Post salary B. Bonus C. Structure salary D. Floating salary
33. The wage form consisting of several wage parts is called (A).
A. Performance pay system B. Post pay system C. Skill pay system D. Structural pay system
34. Among the following bonuses, (c) is a long-term bonus.
A. excess award B. cost award C. employee stock ownership plan D. rationalization proposal award
36. Job evaluation refers to the method of dividing job grades and corresponding wages by determining job (B)
A. Labor difference B. Labor value C. Working conditions D. Labor responsibility
37. The social security system in China mainly includes (1), medical insurance, occupational insurance, industrial and commercial insurance and maternity insurance.
A. Endowment insurance B. Employment insurance C. Life security
38. There are three main principles for raising unemployment insurance funds: (b) the principle of compensation and the principle of fixity.
A. Mandatory principle B. Mandatory principle C. Mandatory principle
39. The basic principles of labor safety and health in China are: (1) Safety first, prevention first; (2) to protect the safety and health of employees in the process of labor; Paragraph 3, item 2.
A. Pay equal attention to safety and production. B. production must be safe. C. production safety.
40. Labor contracts generally have a probation period. According to the provisions of China's labor law, the longest probation period shall not exceed (b).
A.4 months B.6 months C.8 months D. 10 months
4 1. The theory of career choice of matching between people and occupations was put forward by (a)
A. Parsons, a professor at Boston University, and B. Holland, a professor at Johns Hopkins University, USA.
Second, short answer questions
1. What is human resource management?
2. What is the difference between human resources and human capital?
3. What's the difference between personnel management and human resource management?
4. What is the function of human resource management?
5. Analysis of the characteristics of human resource management.
6. Briefly describe the theoretical model of people-oriented management.
7. What are the costs of human resources?
8. How to formulate management countermeasures when human resources are in short supply or surplus?
9. The content of job analysis.
10. Basic analysis methods of job analysis.
1 1. What are the ways to recruit employees?
12. What is the employee selection procedure?
13. What are the basic contents of the training? Why should employees be trained in this respect?
14. How to analyze the training needs?
15. What are the types of employee evaluation?
16. What is the function of employee appraisal?
17. Try to explain the basis for drawing up the evaluation elements.
18. What is the task of salary management?
19. What is the basic function of salary?
20. What are the basic principles of salary design?
2 1. What are the main methods of job evaluation?
22. Please describe the main forms, characteristics and scope of application of the salary system.
23. Do you think China should strengthen the construction of social security system?
24. What is the significance of strengthening the construction of China's social security system?
25. Please discuss the characteristics, types and significance of endowment insurance.
26. Different stages of career development.
Second, short answer questions
1. Under the guidance of economics and humanism, human resource management effectively utilizes relevant human resources inside and outside the organization through activities such as recruitment, selection, training and salary, so as to meet the needs of the current and future development of the organization and ensure the maximization of organizational goals and member development.
2. The difference between human resource management and personnel management is mainly reflected in the concept rather than the actual content. Compared with the previous personnel management, today's human resource management is a new concept, that is, people-oriented or material-oriented.
3. The function of human resource management is mainly reflected in social politics, economy, stability and distribution.
4. The characteristics of human resource management are activity, controllability, timeliness, initiative, variability, regeneration, development, independence and internal friction.
5. Human resource management has three main objectives: to meet the needs of human resources in the organization to the greatest extent; Maximize the development and management of human resources needs inside and outside the organization; Maintain and motivate human resources in the organization. Human resource management tasks: planning, analysis, configuration, recruitment, maintenance and development.
6. Human resource management mode: coordination between subject and object, encouragement, contingency leadership, management and training, creation of environment, cultural integration, quality of life and completion of social role system.
7. The cost of human resources can be divided into five categories: acquisition cost, development cost, use cost, guarantee cost and turnover cost.
8. Decision-making in the case of shortage of human resources: using the existing personnel of the organization to improve labor efficiency; Use efficient machines and equipment; Recruit missing personnel from outside the organization. Decision-making when human resources are surplus: permanent layoffs; Redistribution of personnel; Reduce labor costs.
9. Job analysis includes job responsibilities, qualifications and working environment.
10. The basic analysis methods of job analysis include observation analysis, workers' self-recording analysis, supervisor analysis, interview analysis, literature analysis and questionnaire analysis.
1 1. The ways of employee recruitment are: talent exchange center, job fair, traditional media, online recruitment, employee recommendation, talent headhunting, etc.
12. The procedures of employee selection are: post reception, pre-interview and interest screening, filling in application form, quality evaluation, re-interview interview, background investigation and physical examination.
13. The basic contents of training mainly include vocational skills and professional quality. The role of training can be expanded to reflect technological progress and economic development. In order to survive and develop in the ever-changing economic environment, employees' knowledge, skills and working attitude must adapt to the changes in the external environment. More and more enterprises use training to enhance the attractiveness of their organizations.
14. Training demand analysis can be divided into three levels: employee level, enterprise level and occupation level. The main methods are: task analysis, performance analysis and prospective training demand analysis.
15. The types of employee evaluation are: diagnostic evaluation to understand the reasons; Appraisal evaluation is a form of evaluation aimed at identifying and verifying a certain result; Appraisal is a kind of appraisal type that comprehensively evaluates employees.
16. The function of employee appraisal: evaluation function, making factual or value judgments on related people and things; Distinguishing function, that is, according to the differences between the evaluated objects, they are divided into different types and levels; Feedback function, that is, through evaluation, can let people know the situation of the evaluated person or the evaluated position.
17. The formulation of evaluation factors is the basis of the content design of the whole index system, and the selection of signs and the division of scales are carried out on this basis. Methods and skills: object analysis method, structural module method, case analysis method, investigation and consultation method, "immortal" gathering method, literature review method, job description review method,
18. The tasks of salary management mainly include salary target setting, salary policy selection, salary plan formulation and salary structure adjustment.
19. The basic functions of salary are: salary function, employees can use part of salary for study and exercise to enhance their labor ability and realize the value-added reproduction of labor force; Incentive function increases employees' sense of belonging to the enterprise, thus improving employees' enthusiasm; Adjustment function, the organization can guide the rational allocation and flow of human resources by adjusting the salary level.
20. The basic principles of salary design include: the principle of paying according to work; Principle of equal pay for equal work; External imbalance principle and legal guarantee principle.
2 1. The methods of job evaluation mainly include experience sorting, factor comprehensive classification, factor comparison, factor scoring and market positioning.
22. The main forms of salary system: post salary system, skill salary system, performance salary system and structural salary system.
23. Stages of career development: growth stage, exploration stage, establishment stage, maintenance stage and decline stage.
Three. Thesis problem
1. Try to explain the practical significance of people-oriented management and explain it in combination with the actual situation of enterprises.
First, people-oriented management theory
Any organized activities in human society should analyze problems from the perspective of human nature, take human nature as the center and manage them according to the basic situation of human nature.
The basic elements of humanistic management: employees, management environment, cultural background and values.
Human-oriented management theory model 1, coordination between subject and object goals 2, motivation 3, contingency leadership 4, management as training 5, creating environment 6, cultural integration 7, quality of life management method 8, social role completion.
(A) the basic content of people-oriented management
1, people's management comes first
2. Take motivation as the main way.
3. Establish harmonious interpersonal relationships.
4. Actively develop human resources.
5. Play team spirit.
Hewlett-Packard Company's trust in employees is the clearest, and the laboratory spare parts library is the place where electrical and mechanical parts are stored. The open policy means that engineers can not only take it away at work, but actually encourage them to take it home for their own use! This is because Hewlett-Packard Company believes that engineers can learn something whether what they do with these devices is related to their work or not, whether they play these things at work or at home. It is a spirit, an idea, and employees feel that they are part of the whole collective, which is HP.
2. Try to describe the strategic role of human resource strategic planning in the overall human resource management, and please explain it in combination with the actual situation of the enterprise.
The role of strategic planning of human resources
1, which is helpful to formulate and implement the strategic objectives, tasks and plans of the organization.
2, leading to changes in technology and other workflow.
3. Improve the competitive advantage, reduce the cost and create the best benefit.
4. Change the labor structure.
5. Check the implementation effect of human resource planning and scheme.
Because there is no long-term talent strategy, there is no idea of talent reserve. When an enterprise develops into a new industry or enters a new stage, it suddenly finds that there is no talent reserve, so it is often in a state of talent shortage in the development of enterprises, and it is often necessary to pay heavy tuition fees to catch ducks on the shelves.
There are two mistakes in Longfei Group's view of talents: one is that talents do not flow easily, and the other is to cultivate talents by themselves. For a long time, the recruitment and use of mature talents by important departments, key departments and urgently needed departments have been neglected, which has led to the mistakes of low personnel quality and difficult high-quality operation of enterprises.
Due to the professional characteristics, since 1993, Longfei Group has blindly recruited a large number of professionals in the direction of traditional Chinese medicine and placed them in various departments and institutions of the enterprise, resulting in a single knowledge structure at the middle and high levels of the enterprise, which has led to an unreasonable talent structure of the enterprise and seriously hindered the development of a large enterprise.
3. Regarding the role and significance of employee recruitment and selection in human resource management, please explain it in combination with the actual situation of the enterprise.
The role of employee recruitment and selection
1, employee recruitment and selection is one of the most important and difficult tasks for enterprises.
2. The competition between enterprises is the competition of talents, recruitment and selection.
3. The recruitment and selection of employees are related to the quality and structure of employees.
It is a cliche that the essence of market economy is the competition of talents. Looking back at the development of Longfei Group, except for 1992 strictly recruiting marketing talents from the society, the talent structure has never been carefully designed strategically. Recruiting people at will, according to human feelings, and even abnormal phenomena such as family, family and marriage lasted for 3 years. As a company that has developed into the top of domestic medicine and health care products, it may be hard for outsiders to imagine that the company does not have a complete talent structure and a complete set of regulations for selecting and cultivating talents; A frontier enterprise in market economy competition has not yet realized the marketization of talent management, talent competition and talent use. The low quality of personnel leads to the low-level and low-quality operation of enterprises. Enterprise talent quality is single, knowledge complementarity is weak, and it cannot become an organic and fast-developing whole. Unreasonable talent structure also leads to uneven development of various departments within the enterprise, such as weak enterprise, large market, weak quality inspection, large production, weak finance and large sales, which is unbalanced or unable to develop harmoniously. Unreasonable talent structure often causes the weak talent department to hinder, destroy and stagnate the rapid development of the strong talent department. Finally, the whole company developed slowly or even stagnated.
4. Try to describe the role and position of employee training in modern human resource management, and please explain it in combination with the actual situation of the enterprise.
The role of staff training
1, improve the quality of employees in all aspects to meet the needs of their current jobs or future development.
2, enterprises use training to enhance the attractiveness of the organization, strengthen the professionalism of employees.
3. Enterprises survive and develop in the ever-changing economic and technological environment, and training can constantly increase new skills.
IBM's education and training is an important part of corporate culture, and its distinctive feature is a bit like Confucius' advocacy of "teaching without distinction": both employees on the job, employees nearing retirement, and even employees who have left their jobs are the objects of education. For employees who are about to retire or have left their jobs, education is mainly about general character cultivation, rather than personnel management, engineering technology or strengthening sales. The purpose of this is to improve the qualifications and knowledge that these employees must have as IBM employees or employees who have worked in IBM. IBM hopes that these divorced or resigned employees, no matter where they go, can gain such a reputation with their excellent style, talent and temperament: "This person is worthy of being an IBM person and is very capable in all aspects."
5. Try to describe the main process of salary design, please explain it in combination with the actual situation of the enterprise.
design procedure
Specific steps: policy formulation, job analysis, job evaluation, salary structure design, salary survey and data reception, salary grading and salary fixing, implementation and adjustment of salary system.
In the material aspect, the system of two days' rest per week is implemented, the old salary system based on seniority is changed, and the new salary system is adopted to determine the remuneration according to the working ability, so as to continuously improve the salary income of employees. The new "employee-owned housing system" stipulates that "you can have your own house at the age of 35"; Kōnosuke Matsushita donated 200 million yen of private property as a fund to set up the "Panasonic Chairman Song Defu Club" and implement the "survivor education system" to pay annuities to the families of deceased employees; Wait a minute.
The above measures taken by the company guide employees to regard the company's career as "their own career", thus igniting the enthusiasm of employees and applying their initiative to their work, "generating unimaginable great power".
6. How to manage the career of team members from an organizational perspective? Please explain according to the actual situation of the enterprise.
Organizational tasks in vocational management
Career management during recruitment.
2. Career management in the initial stage of the organization.
3. Middle and late career management.
Timely promotion of employees can best boost morale and drive the efforts of other colleagues. To promote employees' positions, employees' ability should be regarded as the main criterion for selecting positions, and qualifications and performance appraisal should be regarded as auxiliary materials. The best way for the company to develop is to manufacture more and more complex products. Therefore, we must cultivate more outstanding talents in our work, and we should adopt a promotion system that meets the needs to cooperate with our work. This system is not limited by age or sex, and it is judged entirely by talent, morality and experience, whether it can be competent for another new post. However, when implementing this promotion method, it is often bound and hindered by the traditional concept of seniority.
Sixth, case questions
1. This is a health care product company. In the early days, the company bought a patent from the Chinese Academy of Sciences and put it into the market quickly. The market developed unexpectedly well, and the company's performance quadrupled in the first two years. However, with the gradual expansion of enterprises, entrepreneurs begin to pay attention to how their "property" will not be eroded by others. At the same time, he hired a consulting company to design various strict rules and regulations for the enterprise. The rules and regulations look very scientific or impeccable, and it seems that every link will not give employees the opportunity to erode the property of the enterprise. Relatively speaking, the income of employees in the company is still relatively high. However, most of the talents recruited by enterprises resigned within a few months, and some even left the company when they were about to become the backbone of their business. In the words of middle-level ministers, those who stay are often those enterprises don't want to stay, and those who leave are often those enterprises don't want to leave. In fact, within three years, nearly 30% of the backbone of the enterprise has gone, and a considerable part of it has been poached by competitors, which has dealt a fatal blow to this company. In less than two years, the market share of enterprises in local health care products dropped rapidly from 30% to below 10%. 200 1 In the first quarter, enterprises began to lose money.
Question: 1. What are the negative effects of brain drain in small enterprises?
2. Why can't we use the norms of the system to retain people?
3. What should small enterprises do to retain talents?
2. 90% of the salary income of sales staff in a domestic department store is benefit salary and skill salary. Among them, the skill salary is a part of the benefit salary, that is, if the year-end assessment reaches the standard, the full benefit salary will be taken, otherwise a certain amount of benefit salary will be deducted. The benefit salary is assessed according to the sales task and operating profit index issued by the company to the commodity cabinet group in that year, and the service standard, commodity quality and safety guarantee are assessed as negative indicators. Two-level distribution method is adopted, that is, the company carries out layer-by-layer liquidation assessment on the commodity cabinets and individuals. The specific practice is as follows. For commodity cabinets, the company's salary to the cabinet = the sales salary of the cabinet+the profit salary of the cabinet-the company's deduction of other indicators of the cabinet, in which the sales salary of the cabinet = the actual sales of the cabinet × the extraction ratio; The sales salary of large containers accounts for 70% of the total sales salary, and the sales salary of general containers accounts for 50% of the total sales salary. Profit and salary of cabinet group = actual operating profit of cabinet group × extraction ratio; The profit and salary of large-size commodity cabinets account for 30% of the total profit and salary, while the profit and salary of general commodity cabinets account for 50% of the total profit and salary. If the counter group completes the operating profit index, it can extract all profits and wages; If it fails, the per capita salary will be reduced by1%for each difference; In the case of overfulfilling, the per capita salary will be increased by 65,438+0% when it exceeds 65,438+0%, and by 65,438+0.5% when it exceeds 0%. Cabinet group to sales staff: sales staff salary = sales staff sales salary+sales staff profit salary-the penalty amount of cabinet group to other indicators of sales staff, where sales staff sales salary = personal actual sales × extraction ratio; Sales staff must achieve 70% of the sales target for the current month. If it is not completed twice in a row, it will be laid off once, and if it is laid off twice according to the minimum wage standard stipulated by the city where the company is located, the contract will be terminated.
Question: (1) What kind of salary system does this department store implement?
(2) Analyze the characteristics and functions of the wage system in this department store.
1, job responsibilities difference
A machine tool operator spilled a lot of oil on the ground around his machine tool. The garage supervisor told the operator to clean up the spilled oil, but the operator refused to carry it out on the grounds that there was no cleaning regulation in the job description. The workshop director didn't check the original work instruction, so he called a service person to clean it. But the service staff also refused, on the grounds that this kind of job is not in the job description. The workshop director threatened to fire him because this kind of service staff is a temporary worker assigned to the workshop to do chores. The service staff reluctantly agreed, but complained to the company immediately after finishing.
After reading the demolition, the relevant personnel checked the job descriptions of machine tool operators, service workers and handyman. The job description of the machine tool operator stipulates that the operator is responsible for keeping the machine tool clean and operable, but there is no mention of cleaning the ground. The Job Description of Service Personnel stipulates that service personnel have the responsibility to assist operators in various ways, such as receiving raw materials and tools, being on call, providing instant services, etc., but it is not clearly stated that cleaning work is included. The handyman's job description does include various forms of cleaning, but his working hours begin after normal workers get off work.
Question: (1) What do you think should be done to solve the complaints of service personnel? Any suggestions?
(2) How to prevent similar differences of opinion from happening again?
(3) What do you think needs to be improved in the management of this company?
2. Longfei Group's mistakes in the construction of talent team.
1June 1990, Longfei Group was only a small enterprise with a registered capital of 750,000 and dozens of employees, while 199 1 June 1992 realized a profit of 4 million,1June 1992 realized a profit of 60 million. You must remember this slogan: "The wind rises and dragons rise, and the five continents cover the sky and dragons", "Win the world and create more glory". However, since June 1995, dragonfly group suddenly published an advertisement in the newspaper-dragonfly group entered a state of rest and then disappeared.
(1) There is no long-term talent strategy.
It is a cliche that the essence of market economy is the competition of talents. Looking back at the development of Longfei Group, except for 1992 strictly recruiting marketing talents from the society, the talent structure has never been carefully designed strategically. Recruiting people at will, according to human feelings, and even abnormal phenomena such as family, family and marriage lasted for 3 years. As a company that has developed into the top of domestic medicine and health care products, it may be hard for outsiders to imagine that the company does not have a complete talent structure and a complete set of regulations for selecting and cultivating talents; A frontier enterprise in market economy competition has not yet realized the marketization of talent management, talent competition and talent use. The low quality of personnel leads to the low-level and low-quality operation of enterprises. Enterprise talent quality is single, knowledge complementarity is weak, and it cannot become an organic and fast-developing whole. Unreasonable talent structure also leads to uneven development of various departments within the enterprise, such as weak enterprise, large market, weak quality inspection, large production, weak finance and large sales, which is unbalanced or unable to develop harmoniously. Unreasonable talent structure often causes the weak talent department to hinder, destroy and stagnate the rapid development of the strong talent department. Finally, the whole company developed slowly or even stagnated.
Because there is no long-term talent strategy, there is no idea of talent reserve. When an enterprise develops into a new industry or enters a new stage, it suddenly finds that there is no talent reserve, so it is often in a state of talent shortage in the development of enterprises, and it is often necessary to pay heavy tuition fees to catch ducks on the shelves.
(2) The talent mechanism is not market-oriented.
There are two mistakes in Longfei Group's view of talents: one is that talents do not flow easily, and the other is to cultivate talents by themselves. For a long time, the recruitment and use of mature talents by important departments, key departments and urgently needed departments have been neglected, which has led to the mistakes of low personnel quality and difficult high-quality operation of enterprises.
(3) Single talent structure
Due to the professional characteristics, since 1993, Longfei Group has blindly recruited a large number of professionals in the direction of traditional Chinese medicine and placed them in various departments and institutions of the enterprise, resulting in a single knowledge structure at the middle and high levels of the enterprise, which has led to an unreasonable talent structure of the enterprise and seriously hindered the development of a large enterprise.
(4) Poor talent selection
1in March, 1993, the director of the marketing center resigned due to the mistake of a senior leader, and the marketing center was once in chaos. This incident reflects a common phenomenon of the Longfei Group-weak and handsome. The fundamental reason for this phenomenon is that the competition mechanism within the group has not been solved, the strong will not become strong handsome, and the weak handsome will not occupy the position. The strong will never accept the management of the weak handsome, and the weak handsome can't manage the strong at all. The result will actually lead to unmanageable, unmanned, warlord separatist regime, and the mountain is king. The iron chair was originally a disease of state-owned enterprises, but it spread on the private enterprises such as Dragonfly Group.
Question:
(1) How do enterprises have the talents they need?
(2) Please illustrate the importance of human resources development and management through cases.