美国奥斯汀论文代写：奔驰的人力资源战略
美国奥斯汀论文代写：奔驰的人力资源战略
梅赛德斯奔驰作为戴姆勒奔驰的一部分，由大约28万人使用他们的力量和技能贡献。梅赛德斯奔驰对员工非常重视，并将其视为公司的关键资产。因此，组织发展了公平和信任的关系。这不仅仅是道德规范和合法性的要求：它是组织的命脉。
梅赛德斯奔驰的人力资源战略坚定地扎根于集团范围的可持续发展战略。梅赛德斯奔驰的人力资源政策针对五个主要战略目标：（a）卓越的管理技能; （b）有竞争力的劳动力; （c）专业人力资源组织; （d）高度吸引力的雇主;和（e）盈利能力（Baldwin 1981）。
梅赛德斯奔驰已经确定了十二个关键领域，可以采取与这些目标相关的行动。其范围从一代管理相关的主题，如多样性和平等机会，以及包括生活平衡和与增长市场专家资格相关的培训。确定与每个行动领域相关的具体目标，以便在梅赛德斯奔驰经理的目标协议中得到反思。
梅赛德斯奔驰的内部指导方针和原则，如“社会责任原则”，公司致力于观察员工的权益等等。梅赛德斯奔驰与业务供应商和合作伙伴的要求相同。员工的代表在针对违规和原则建立的既定投诉程序中进行了集中处理和记录。
梅赛德斯奔驰试图在永久性的基础上维护员工的就业。梅赛德斯“维护戴姆勒未来”协议一直是为实现这一目标所做出的贡献。此外，灵活的工作时间模型已经在共同商定的框架条件下得到使用。同时，协议一直帮助梅赛德斯在某些方面更有效地应付人力需求的上升。
美国奥斯汀论文代写：奔驰的人力资源战略
Mercedes Benz as a part of Daimler Benz has been contributed by around 280,000 people using their power and skills. Mercedes Benz attaches great deal of importance to the employees and consider them as critical asset to the company. Thus, the organization has developed a relationship that is fair and trusting. It is much more than requirements of ethicality and legality: it is the lifeblood of the organization.
The human resource strategy of Mercedes Benz is firmly rooted in the Group-wide sustainability strategy. The HR policy of Mercedes Benz directed towards five key strategic goals: (a) outstanding management skills; (b) workforce that is competitive; (c) professional HR organization; (d) highly attractive employer; and (e) profitability (Baldwin 1981).
The Mercedes Benz has identified twelve key areas, where action can be taken related to these objectives. It ranges from generation management in relation to topics, such as diversity and equal opportunity as well as encompassing life balance and the training related to the qualification of specialist in the growth market. The defining of specific objectives in relation to each area of action so that there is reflection in the target agreements of the Mercedes Benz managers.
The internal guidelines and principles of Mercedes Benz, such as “Principles of Social Responsibility,” the company is committed in observing the rights of the employee, among other things. The Mercedes Benz is in requirement of the same from the business suppliers and partners. The representative of the employee is centrally processed and documented in an established complaint process created for violations and principles.
Mercedes Benz tries in safeguarding the employment of their staff on the basis of permanency. The Mercedes’ “Safeguarding of the Future of Daimler” agreement had been the contributing to achieve this aim. Additionally, the flexible working time models have been in use in terms of conditions of framework that is collectively agreed upon. The agreement, at the same time, has been helping the Mercedes in responding to the rising requirement of manpower more effectively in certain areas.
