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英国Essay范文：中小型企业的管理
Management Of Small And Medium Sized Enterprise
在这个任务中,我们将讨论高效团队发展和管理中小型企业。从人力资源管理的领域中,我们将讨论招聘、选拔过程和系统性能。从工作团队的区域中,我们将讨论知识的融合,技能,团队履行其职能能的必备经验,去开发和管理这支高效团队。在领导的带领下,我们将讨论授权团队去发展自己的工作方式,理论和的领导风格。从组织和行为方面,我们将讨论关于激励策略让同事去实现目标。那就是我们所讨论的，这个任务中的主要框架。我们还会提供很多相关的、有代表性的例子来丰富任务。在此任务中，这就是我们所有要讲的内容。
招聘：作为中小企业，招聘过程是极其重要的。经理识别所需人才的性格特点是有必要的,找到潜在的申请者,并找到合适的人选去弥补空缺的职位。首先,旨在找到特定的申请者,最好是经理提供具体的信息,包括年龄,性别,职业,和背景。如果经理不能给申请者提供具体信息,他们永远找不到他们所需要的合适人选去填补这个空缺。下面有一个很好的招聘过程。
招聘广告应清楚地表明回答的形式,特别是,这是否应该在一个正式的申请表格上填写。选择权也应该说明是否需要手写的回复。
用人组织或其代理人应该及时确认回复每个申请人。如果它可能需要一些时间去确认,这应该在广告中明确说明。
In this assignment, we will talk about high-performance teams development and management of small and medium-sized enterprise. From the domain of human resource management, we will discuss about recruitment, selection process, performance system. From the area of work team, we will discuss about the mix of knowledge, skills, and experience necessary for a team to fulfill its functions, developing and managing the high-performance team. From the domain of leadership, we will talk about empowering teams to develop their own way of work, theories and styles of leadership. From the organization and behaviour, we will discuss about incentive strategies to let colleagues achieve objects. Thas is the main framework we will discuss in this assignment, and we also provide it with a lot of relevant and representative examples to enrich the assignment. That is all we want to talk about in the assignment.
Recruitment: As the small and medium-sized enterprise, the recruitment process is extremely important. It is necessary for managers to identify characteristics of the person required, find the potential applicants, and put the right person to the vacancy.
Firstly, aiming to find the specific applicants, it is better for mangers to give specific information, including age, gender, occupation, and background. If managers can not give the specific information to applicants, they will never find the right persons they need to fill the vacancy. There is a good recruitment process as the following.
Job advertisements should state clearly the form of reply desired, in particular, whether this should be by a formal application form or not. Preferences should also be stated if handwritten replies are required.
An acknowledgement of reply should be made promptly to each applicant by the employing organization or its agent. If it is likely to take some time before acknowledgements are made, this should be made clear in the advertisement.
Applicants should be informed of the progress of the selection procedures, what these will be( eg group selection, aptitude tests etc), the steps and time involved and the policy regarding expenses.
Detailed personal information( eg religion, medical history, place of birth, family background etc) should not be called for unless it is relevant to the selection process.
Before applying for references, potential employers must secure the permission of the applicant.
Applications must be treated as confidential.
The code also recommends certain courtesies and obligations on the part of the applicants.
招聘方法——Recruitment methods
外聘——External recruitment
Unsolicited requests: Write-ins or walk-ins(Media: word-of mouth, recommendation, previous recruitment advertising, general employer branding)
Existing contacts: Previous( re-employable) employees; retirees; career break; previous applicants of suitable general quality held on file.
Referrals: Registers of members seeking employment, kept eg by trade unions and professional bodies.
Agencies Job Centres: Network of agencies provided by central government: particularly for manual and junior positions in admin/clerical/retail
Resettlement Services: Finding civilian positions for armed forces personnel at end of service.
Careers Services: Placing graduates of schools and training institutions
Employment Agencies: Wide range of specializing agencies; temporary agencies for one-off requirements and short-term cover( eg of maternity or sick leave)
Consultancies Selection consultants: Recruit and select for positions; may cover clerical/adam staff, specialist staff( media, financial, etc), or managerial.
Outplacement consultants: Registers, retaining etc to help redundant and early-retired employees.
Search consultants: 'Head hunters'. Networking to track highly employable individuals: candidates proactively approached.
Direct to source: Schools, colleges, universities ( Media: advertisement, 'milk round' presentation)
互联网:广泛的招聘数据库。——The Internet: Wide range of recruitment databases.
外部聘用——External recruitment
自行申请的广告——Advertising for self-applicants
Soliciting recommendations from supervisors, training officers and so on
Soliciting referrals by existing employees to family, friends, contacts
正式继承、促销和转移计划——Formal succession, promotion and transfer planning
招聘广告——The recruitment advertisement
The advertisement, based on information set out in the job description, job and person specifications and recruitment policy, should contain information about:
The job: title, main duties and responsibilities and special features
Conditions: special factors affecting the job
Qualifications and experience (required, and preferred); other attributes, aptitudes and/ or knowledge required
Rewards: Salary, benefits, opportunities for training, career development, and so on
申请：如何申请，在什么时候向谁递交申请——Application: how to apply, to whom, and by what date
In fact, everything has its advantages and disadvantages, as the small and medium-sized enterprise, managers should realize that not each method is perfect to use. Here is the figure 1 below, which shows the advantages and disadvantages.
不合格的申请者——Unqualified applicants
Reference: based on Stephen P. Robbins and Mary Coulter,"Management," China Renmin University Press, 2003, Page 322.
Form the recruitment process, it is better for managers to use a wide range of methods to find the potential employees, and each method has its own advantages and disadvantages.
Managers should analysis which method is suited for them to use, and make right decision. As the small and medium-sized enterprise, it is better to use external recruitment and referral, because other methods are high costs, and spending a lot of time. When the small and medium-sized enterprise wants to diversify the structure and skill of employees, it is better for them to use advertisement, and private organizaiton. If the work level does not require experience and high-skilled employees, it is better to choose school, because its large number of people, and low salary.
Selection: Selection is a predicable behavior, it is designed to guarantee the applicants get success. After identify characteristics of person required and inform potential applicants, the selection process is extremely important. There are many methods of selection as the following.
(1)Application form: it is a common way for most organizations to require applicants to fill the application form. On the one hand, it is a form about your name, gender, age, telephone. On the other hand, it is a form about personal activity, ability, achievement.#p#分页标题#e#
Advantages: Relevant with experience, detailed information, and facts can be proved as the standard of selection. Formal and effective to use.
Disadvantages: only aiming to specific work, and has a limited information.
(2)Written examination: typical written examination includes intelligence, ability, interest, and imagination. This is a way to select in the early time to use. Nowadays, it is very popular, and prevalence.
Advantages: quickly get the intelligence, professional skill, experienced applicant information they want. And really directive to know the specific information.
Disadvantage: intelligence and other measures answers may not have a direct impact on their work, namely, not relevant with work.
(3)Performance imitation test: It includes work sampling and assessment centers. The work sampling is that applicants deal with tasks, which can be shown whether they have necessary ability and skill. The assessment centers is that managers and supervisors design a lot of questions, and let applicants do a lot of tests. Based on that, the management ability can be assessed.
Advantages: Relevant with job and easily meet the job needs. It is also very effective and help managers find the applicants they want.
Disadvantages: really high costs include design and application.
(4)Interview: It is a common way to select applicants. Many enterprises use the interview as their major selection process. Employees will ask a lot of personal questions such as age, marriage, hobby, and dream, and professional questions.
Advantages: It can be effective to choose applicants superiors want. It is a common method to use.
Disadvantages: Only pay attention to appearance not ability. The time during the interview is limited and short. Some personal prejudices and preferences may exist in the interview.
Reference: based on Stephen P. Robbins and Mary Coulter,"Management," China Renmin University Press, 2003, Page 326.
As the small and medium-sized enterprise, the choice of selection ways is very vital. We suggest that the interview, written examination and application form are effective to use.
Because most small and medium-sized enterprise use these three methods, it has been proved effective and practical. The performance imitation test is not suited for small and medium-sized enterprise, because it is complex to design and use, also costs a lot of money. When it comes to interview, here are some suggestions as the following figure 2
From the figure 2, some specific suggestions may help managers of small and medium-sized enterprise do well in the select process. Many small and medium-enterprises ignore many details during the selection process, which leads to they can not select rightly. It is better for them to pay attention to the detail not just attracts a lot of applicants but to be more professional, and fair.
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