Question 1: What does the career management system include? The following information is reproduced for reference
Career management is one of the important contents of human resources management in modern enterprises. It is an enterprise that helps employees formulate Career planning and a series of activities to help develop their career.
Career management mainly includes two types:
First, organizational career management, which refers to the implementation by the organization to develop employees' potential, retain employees, and enable employees to A series of management methods for self-realization.
The second is self-career management, which refers to the whole process of social actors’ career life cycle (from entering the labor market to exiting the labor market), including career development plans, career strategies, career entry, and career changes. and occupational position.
Career management content
Career path
Career path refers to the self-awareness, growth and promotion management plan designed by the organization for internal employees. Career paths not only help employees understand themselves, but also enable organizations to understand employees' career needs so as to eliminate obstacles and help employees meet their needs. In addition, career paths influence employees' career development by helping employees become competent at their jobs and establishing different conditions and procedures for promotion within the organization, so that employees' career goals and plans are conducive to meeting the needs of the organization. Career path design indicates the possible development directions and development opportunities for employees in the organization. Each employee in the organization may change jobs along the organization's development path. On the one hand, a good career path design helps the organization absorb and retain the best employees; on the other hand, it can stimulate employees' work interest and tap their work potential. Therefore, the design of career paths is very important to organizations. The following mainly introduces four career path design methods, traditional career path, behavioral career path, horizontal technical path and dual career path.
1. Traditional career path
The so-called traditional career path is a development model based on the actual development path of employees in the organization in the past.
2. Behavioral career path
Behavioral career path is a career development path design based on the analysis of behavioral needs in each job position.
3. Horizontal Career Paths
Organizations also often adopt lateral moves to diversify work and enable employees to rejuvenate themselves and meet new challenges. Although there are no raises or promotions, employees can increase their value to the organization and give themselves a new lease of life.
4. Dual career path
Dual career path is mainly used to solve the problem of those who have professional skills in a certain field and neither expect to engage in professional work in their own business field for a long time nor want to leave as their career develops. own field of expertise.
Career Choices
Practical aptitude, people with this aptitude are attracted to occupations that involve physical activity and require a certain amount of skill, strength, and coordination. Examples of these occupations include forest workers, arable workers, and farmers.
Investigate aptitudes. People with this aptitude will be attracted to occupations that involve more cognitive activities (thinking, organizing, understanding, etc.) rather than those that are mainly based on perceptual activities (feeling, reacting, etc.) or interpersonal communication and emotions, etc.) as the main content. Examples of such professions include biologists, chemists, and university professors.
Social aptitude. People with this aptitude are attracted to occupations that involve a lot of interpersonal interaction rather than occupations that involve a lot of intellectual or physical activity. Examples of such professions include clinic psychologists, diplomats, and social workers.
Routine aptitude. People with this aptitude are attracted to occupations that involve a large amount of structured and regular activities, in which the individual needs of the employee are often subordinated to the organization. needs. Examples of such occupations include accountants and bank clerks.
Entrepreneurial orientation, people with this orientation are attracted to careers that involve a lot of verbal activity aimed at influencing others. Examples of such professions include managers, lawyers, and public relations managers.
Artistic aptitude. People with this aptitude are attracted to careers that involve a great deal of self-expression, artistic creation, emotional expression, and individualized activities. Examples of such professions include artists, advertising producers, and musicians.
Work-Family Contact
1. In addition to their professional life, employees in an organization are also experiencing family life
Family is of great significance to the employees themselves and will also have many impacts on their professional life. The work-family balance plan is an organization that helps employees understand and correctly view the relationship between family and work, reconcile the conflicts between career and family, and alleviate the problems caused to employees due to the imbalance of work-family relationship... >>
Question 2: Occupation: What does management mean? 10 points Specifically refers to the five major tools of "ISO/TS16949:2002 Quality Management System for Production Parts and Related Services in the Automotive Industry". They are:
APQP - Advanced Quality Planning
PPAP - Production Part Approval Procedure
SPC - Statistical Process Control
MSA - Measurement System Analysis
FMEA - Potential Failure Mode Analysis
APQP is used as a link throughout, and the other four tools start at an important link in the overall process. effect.
What is mentioned above is the common method of quality control, namely the seven old and new tools, which is also a classic quality management method, but it is not what the poster wants to ask.
Question 3: What are the three major management systems of the construction unit: ISO9000 quality management system standard, ISO14000 environmental management system standard, OHSAS18O01 occupational health and safety management system
Quality Management System System, QMS) refers to all activities that determine quality policies, goals and responsibilities, and achieve them through quality planning, control, assurance and improvement in the quality system. Mainstream business education such as EMBA and MBA all focus on quality management and its Implementation methods are introduced.
Environmental Management System (EMS, Environmental Management System) According to the 3.5 definition of ISO14001: Environmental management system is an integral part of the comprehensive management system within an organization. It includes the preparation, implementation, realization, review and The organizational structure, planning activities, agency responsibilities, practices, procedures, processes and resources required to maintain an environmental policy. It also includes management aspects such as the organization's environmental policies, goals and indicators.
Occupation Health Safety Management System (Occupation Health Safety Management System. English abbreviation "OHSMS") is a modern safety production management model that emerged internationally in the late 1980s. It is closely related to standards such as ISO9000 and ISO14000. The system is collectively known as the "management method in the post-industrial era." The main reason for the emergence of occupational health and safety management system is the requirement of the enterprise's own development. With the expansion of enterprise scale and the improvement of production intensification, higher requirements have been put forward for the enterprise's quality management and business model. Enterprises must adopt a modern management model to make all production and operation activities, including safety production management, scientific, standardized and legal.
Question 4: What does the occupational health and safety management system refer to? The Occupation Health Safety Management System (Occupation Health Safety Management System. English abbreviation "OHSMS") is a modern safety management system that emerged internationally in the late 1980s. The production management model, together with standard systems such as ISO9000 and ISO14000, is called the "management method in the post-industrial era". The main reason for the emergence of occupational health and safety management system is the requirement of the enterprise's own development. With the expansion of enterprise scale and the improvement of production intensification, higher requirements have been put forward for the enterprise's quality management and business model. Enterprises must adopt a modern management model to make all production and operation activities, including safety production management, scientific, standardized and legal.
Question 5: What is HES management system? H-Health; S-Safety; E-Environment
HSE management system refers to occupational health and safety management system and environmental management system
Question 6: What should be included in the construction of the organizational career management system? The construction of the organizational career management system should include:
1. Guarantee system
< p> In the entire career management system, the security system is the most important part. The process system can only operate smoothly if the guarantee system is perfect. The security system involves three important aspects:(1) Ideological and conceptual construction
The ideological and conceptual construction mentioned here has two meanings:
First of all , enterprise managers must establish a people-oriented development concept. Take the development of human resources as one of the corporate development strategies, make the concept of all-round development of people deeply rooted in the hearts of the people, combine the organization's demand for human resources with the desire for personal training and development, and follow the principle of full participation and participation in daily work. The principle of tapping potential, understanding the meaning of career management in a broader sense, constantly looking for existing problems in organizational career management, broadening ideas, proposing countermeasures and suggestions, so as to continuously improve and develop.
Secondly, employees should update their career development concepts. Career development refers to the process in which individuals gradually realize their career goals and continuously formulate and implement new goals. The essence of career development is the improvement of employees' comprehensive abilities, and the external manifestation is the improvement of personal salary or influence, which allows them to assume more responsibilities for the organization. Career development takes various forms, including promotion, parallel transfer, job content enrichment, work method innovation, etc. However, at present, many employees still tend to equate upward mobility with career development and believe that if they do not advance, their career will be ruined. Failure or setback, this concept should be revised.
(2) Organizational construction
Strengthen the construction of human resources management institutions, establish clear goals, clarify powers, coordinate all aspects of the management process, and maintain smooth information communication channels. People are the carriers of ideas, as well as the executors and recipients of the system, so high-quality human resource managers must be equipped. Strengthen the training of human resources management personnel to make them proficient in the concepts, methods and management tools of modern professional management.
(3) System Construction
The modern enterprise system has not been developed in my country for a long time. The construction of various enterprise systems is gradually advancing and needs to be adapted to China's specific environment. Compared with other systems, the human resources management system is more affected by social and cultural factors. Coupled with the imperfection of external social systems and the backward concepts of system implementers, the implementation effect of the system is very unsatisfactory. If we want to make breakthroughs, we must focus on institutional innovation based on practice and add new elements to the original system. We should also pay attention to the implementability of the system.
2. Information Communication Platform
The information asymmetry between enterprise managers and employees affects employees’ sense of identification with the enterprise; lack of understanding of the enterprise’s internal labor market information can easily This causes confusion in employees’ career development; employee turnover is often due to a lack of effective communication with managers. Therefore, a professional information communication mechanism should be established to promote the exchange of professional information within the organization.
(1) Establishing an open organizational career (position) information system
Establishing an organizational career information system can bring many benefits to corporate organizations: it is conducive to the objective selection of organizational managers Talent; it is conducive to employees' self-career management; it is conducive to direct managers to formulate career development plans that are consistent with employees' actual conditions.
Some of the organization’s development strategic planning information should be published in the organization’s career information system. Corresponding to this strategic planning, the organization will formulate corresponding human resources implementation strategies, which are related to employees' judgment of corporate development and personal career development prospects. The main content of the organization's career information system is the organization's job vacancy information. Job vacancy information is important for employee development. However, due to the expansion of enterprise scale, in many cases, the flow and dissemination of this information are relatively slow, resulting in many employees not knowing that job vacancies have appeared and having no opportunity to compete.
(2) Establishing an employee electronic file system
Establishing an employee electronic file system is the basic work for career management. Without a good employee electronic file system, it is impossible There is a complete career management system. The employee personal information system may include: personal demographic information; personal professional attributes and work aspirations, including professional interests, professional values, temperament, personality, general abilities and special abilities. Work aspirations are based on personal qualities based on work qualities Ideal; working status within the organization, mainly work performance, work attitude, especially recent work performance and training prospects.
3. Implementation process system
Career-oriented human resources management not only adds a new management content, but more importantly, through the "red line" of career management, Putting together almost all the traditional content of human resources management, in other words... >>
Question 7: What is the basis of the occupational health and safety management system? The occupational health and safety management system was developed in the 1980s A modern production safety management model that emerged internationally in the late 1990s. English name: Occupation Health Safety Management System. The English abbreviation is "OHSMS"
1. It provides a scientific and effective management method for enterprises to improve occupational health and safety performance;
2. Help promote the implementation of occupational health and safety laws and regulations;
3. Transform the organization's occupational health and safety management from passive mandatory behavior to active and voluntary behavior, and improve the level of occupational health and safety management;
4. Help to eliminate trade barriers;
5. Produce direct and indirect economic benefits to enterprises;
6. Will establish good quality of enterprises in society and image
Question 8: What are the 17 elements of the occupational health and safety management system? The basic elements of the occupational health and safety management system (***17)
1. Occupational health and safety Policies
Must be approved by top management and must include top management's commitment to "compliance with regulations" and "continuous improvement."
2. Planning for hazard source identification, risk assessment and risk control
When identifying hazard sources, you must consider: ① routine and non-routine activities; ② all personnel entering the workplace ( (including contract party personnel and visitors) activities; ③ Workplace facilities (whether provided by the organization or external parties). In addition, hazard identification is a dynamic process. Whenever there are changes in the workplace (such as office relocation, etc.), equipment, facilities (such as the purchase of a new mixer), and processes (such as changing from the original synthetic production to processing with supplied materials). When changes are made, hazard source identification must be re-identified.
3. Regulations and other requirements
Comply with at least the current occupational health and safety laws, regulations and other requirements, collect the texts of laws and regulations, and identify the provisions that need to be complied with or applicable.
4. Goals
Goals and occupational health and safety management plans are usually used to control unacceptable risks. The goals must be achievable. If conditions permit, the goals should be quantified. To facilitate assessment. (For example, achieving 1,000 days without safety accidents, 100% driver certification employment rate, 0 major liability accidents, etc.)
5. Occupational health and safety management plan
Occupational health and safety management The plan must be adapted to the actual situation of the organization, and must include elements such as responsibilities, authorities, and completion timetables, otherwise it will not be a complete and standardized management plan.
6. Structure and responsibilities
Top management should designate a management member to assume specific responsibilities as a management representative. The responsibility of the management representative is to be responsible for the establishment and implementation of the system. In addition to management representatives, the occupational health and safety management system should also have one or several employee representatives to participate in consultation and communication. The manager representative of the occupational health and safety management system of Shenyang Tobacco Monopoly Bureau (Company) is Li Jianhua, and the top manager is Qiu Chongbao.
7. Training, awareness and ability
The purpose of training is to improve employees' safety awareness so that they have the ability to complete their work under the premise of safety. This element focuses on employee qualifications and safety awareness and abilities. Such as the driver's driving license and employment certificate, the inspection certificate and law enforcement certificate of the inspector, the health certificate of the cook, etc.
8. Consultation and communication
The main contents of consultation and communication include: participating in the formulation and review of risk management, policies and procedures; participating in discussing any changes that affect occupational health and safety in the workplace; Participate in occupational health and safety affairs; understand who are the employee representatives and management representatives of occupational health and safety; provide opinions and suggestions on occupational health and safety.
9. Documentation
The main purpose of this element is to establish and maintain sufficient documents and update them in a timely manner so as to communicate intentions, unify actions, and ensure the occupational health and safety management system. Be fully understood and operate fully effectively.
10. Document and data control
The main purpose of document and data control is to facilitate search. When files change, they must be communicated to employees in a timely manner to ensure that the operation manuals of important personnel are Latest version.
11. Operational control
After carrying out Articles 2 to 5 (Planning), implementation shall be carried out according to the results of the planning. This element is the core content of the occupational health and safety management system, and it is also the object of "patronization" that does not meet the focus of the report.
12. Emergency preparedness and response
It includes two aspects, one is preparation and the other is response. If possible, these emergency procedures should be tested regularly, also known as emergency drills. The purpose of the drill is to test the feasibility of the plan.
13. Performance measurement and monitoring
This element is mainly the process of monitoring and checking the results of "operational control".
14. Accidents, incidents, non-conformities, corrective and preventive measures
This element is taken when non-compliance with laws, regulations, systems, processes, etc. is discovered during monitoring or inspection. corrective and corrective measures.
15. Records and record management
The role of various records in the operation of the system lies in its traceability, which is the often mentioned "well-documented" ". The records must have a specified retention period and storage location, and the management of the records must be easy to retrieve, that is, when a record needs to be checked, the record must be found quickly... >>
Question 9: What is the profession of administration? Public administration [1] is a management activity that uses state power to manage social affairs. It can also generally refer to the administrative affairs management of all enterprises and institutions. Administrative management system is a type of organizational system. It is an important subsystem of the social system.
The broadest definition of administrative management refers to the social activities of all social organizations and groups that govern, manage and execute relevant affairs. It also refers to the implementation of national political goals, including legislation, administration, justice, etc. The narrow definition refers to the management of public affairs by state administrative agencies, also known as public administration.
With the development of society, the objects of administrative management have become increasingly broad, including economic construction, culture and education, municipal construction, social order, public health, environmental protection and other aspects. Modern administrative management often applies system engineering ideas and methods to reduce the expenditure and waste of manpower, material resources, financial resources and time, and improve the effectiveness and efficiency of administrative management.
1. Be able to skillfully operate various commonly used office software: such as Word2000. Recruitment channels for such personnel, as well as the operating procedures for recruitment and employment, and have certain experience in interviewing and screening grass-roots personnel and clerical personnel; 3. Prepare a manpower demand plan based on the company's development plan, and determine the personnel requirements of each department according to the company's actual situation and adaptation, keep abreast of the manpower needs of each department, and make reasonable arrangements and allocations for new employees; 4. Be familiar with a series of basic personnel procedures such as filing, classification, promotion, transfer, leave, resignation, rewards and punishments, etc. 5. Improve the company's performance appraisal system and implement quarterly performance appraisals in accordance with the system; 6. Have good practical experience in pre-job training for new employees, and develop annual training for current employees according to the company's needs Plan, organize and supervise the implementation according to the plan, complete various training materials required by the company's ISO9001 and ISO14000, and participate in the company's annual ISO annual review and customer audit work; 7. Familiar with national labor regulations, and have experience in human rights factory inspections of European and American customers. Rich experience, participate in the entire factory inspection process and answer questions accompanying factory inspectors, supervise and assist in completing all relevant materials for the factory inspection; 8. Investigate the salary levels of technicians and above in the same industry, welfare benefits and the salaries of general workers in surrounding factories level and welfare benefits, analyze the survey data, formulate a salary positioning table for each position within the company, and put forward positive suggestions and improvement plans; 9. Be familiar with the personnel quality requirements for various non-technical positions, and formulate a salary positioning table according to the requirements Work instructions for each position; 10. Familiar with the handling of social security, labor contracts, temporary residence permits and other relevant procedures; 11. Have certain practical experience in the dispatch and control of official vehicles and drivers; 12. Familiar with commonly used debridement, disinfection and bandaging Control of medical drugs, minor work injuries can be immediately and effectively stopped and bandaged; 13. Improve the company's various factory disciplines and regulations according to the actual situation to ensure the feasibility and effectiveness of the system; 14. Daily work arrangements for personnel and distribution, and take into account the daily management work of the front desk, logistics, and dormitory administrators; 15. Cooperate with each unit to handle all daily affairs related to personnel, coordinate daily administrative relationships, successfully complete tasks assigned by superiors, and organize, plan and Participate in various activities organized by the company. Work attitude: Be proactive, conscientious and have a fighting spirit; Work style: Decisive and moderate, hard work also requires thinking; Personality adaptation: Optimistic, good at getting along with others, patient and perseverant, principled, able to withstand greater pressures work pressure; good at analysis, summarizing, and meticulous organization.
Question 10: What is the difference between company management and system? 5 points usually means that only system construction safety, environment, quality system management, occupational health and safety management focus on employees' occupational health and safety management, the main aspects of the environmental management system, for the company's environmental management, refer to the environment affected by various factors Management and control, quality factory management, related products, high-quality services, and full process control. And all the management of the company is more extensive, including financial management, internal supervision and management text office. The office will not only build the work flow, system construction of company management, but also the scope of the company's management system and company management system. The content is greater than .