美国论文：公司人员配置

美国论文：公司人员配置

全球趋势和事件可能导致目标的改变。例如，在人员配置方面，员工必须重新安置，这可能不是所有员工都欢迎的选择。在这种情况下，面包店必须有某种形式的替代计划，比如与当地人才中介合作。应根据现有员工中确定的战略人才，实施继任规划制度。必须评估组织气氛，以查明雇员可能不满意或可能想离开组织的原因，并在此基础上有必要安排继任计划。员工退休不会是突然离职。面包店应该有一个计划，即提前雇佣新员工，并安排知识转移。产假计划也是如此。在产假计划的情况下，工作场所应通过提早计划招聘来弥补员工的不足。

美国论文：公司人员配置
必须安排年假和更多年假，以便在关键关键岗位(如面包店经营所需)的员工不能同时休假。员工年假应计划休假。为改变的目标取得认同和同意的战略。员工反馈系统将有助于评估他们需要何种形式的跨职能培训。反馈系统在作为一种评估工具的同时，也可以作为一种必要的工具卖给工人，以查明他们在工作场所的不满情绪。员工会发现这种形式的认同是可取的。管理层应该制定与公司培训和发展计划相一致的薪酬等级计划。薪酬等级不能有太大的变化曲线，但应根据培训计划的归纳和评估略有不同。

美国论文：公司人员配置

Global trends and incidents could cause a change in objectives. For instance, in the context of staffing, the employees would have to relocate, and this might not be a welcome option to all employees. In such cases, the Bakery must have some form of an alternative plan, such as that of partnering up with the local talent agencies. A succession planning system should be implemented based on strategic talents identified in the existing workers. Organizational climate must be assessed to identify the reasons why employees might be dissatisfied or might want to leave the organization and based on the same it is necessary to arrange succession planning. Staff retirement would not be a sudden employee turnover. Bakery should have a plan that is to hire new employees in advance and arrange for knowledge transfers. The same applies for maternity leave plans. In the case of maternity leave plans, the workplace should arrange to meet the deficit in employees by planning recruitment earlier on.

美国论文：公司人员配置
Annual leave and more must be so arranged that employees in key critical positions (as required for the running of the bakery) are not allowed to take off at the same time. Annual leave for employees should be planned holidays. Strategies for obtaining buy-in and agreement for objectives of change.Employees feedback system would be helpful to assess what form of cross functional training they would require. The feedback system while being used as an assessment tool could be sold to the workers as a tool required to find out their grievances in the workplace as well. Employees would find this form of a buy-in agreeable .Management should have pay grade planning consistent with the training and development programs for the organization. Pay grade must not have a much varying curve but it should vary slightly based on training program induction and assessments.