14878英文修改稿.doc

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1、Discussion on motivating the staff suggestions- to the Coca Cola company as an exampleName: Liu SitongDate of Submission: Program: Applied ManagementDiscussion on motivating the staff suggestions- to the Coca Cola company as an exampleIntroduction As the coordination department, human resources mana

2、gement organization bears the responsibility to arose the enthusiasm of the staff, enhance the cohesion of companys staff, seek to the maximum profit for the company,by building the enterprise culture platform, compensation design, performance management a series of factors. Human resource managemen

3、t is based on system as the support, sets up scientific concept as the main line, gives employees a sense of belonging.Compensation system, performance management, corporate culture, play a direct role in the enthusiasm of the staff. We will take Coca Cola human resource management scheme as an exam

4、ple, explain to the suggestions that can stimulate the enthusiasm of the staff .This chapter is consisted of performance reward program,advantage and disadvantage, suggestion Performance reward program is divided to two chapter,including performance system and reward system.I tell the advantage and

5、disadvantage from two aspects . So is suggestion .Performance reward programCoca Cola company pays attention to the team assessment, makes periodic examination, such as conventional assessment mechanism including quarter, half, annual examination . Coca Cola company evaluation system is elastic. In

6、accordance with some new projects, Coca Cola company takes the project as a carrier of the annual assessment.Coca Cola company quantifies a standard On the assessment standards, from the work performance, personal ability These aspects are staff performance evaluate, and show appraisal rules to the

7、public, ensure that the assessment process fairness and justice.The idea decides action force. Scientific performance management, can give company staffs a clear understanding of the performance management, and arouse their work enthusiasm. Coca Cola company performance management concept, as far as

8、 possible to communicate the performance management anywhere, to form the companys potential enterprise culture. Based on five Maslow theory as the keynote, Coca Cola company make the growth plan for staff to tailor , allows employees to see their own development path. The first level is basic livin

9、g needs. Coca Cola company provides a fair salary for the staff, enough time to rest, and ensure the normal needs. The second level is security needs, the company give stuffs generous benefits to get rid of any worry. Third level is the need to belong. The company launched a series of social activit

10、ies to meet their needs. The fourth level is self-esteem and position need. Coca Cola company announced the achievements of individuals,and praised the performance to the public, so that its social value has been widely recognized. The fifth level is self-actualization needs. The company make plan o

11、f career development road for stuffs,and encourage them to achieve it.The knowledge and skills of personnel reserve is relative, everyone should keep learning, so that can keep pace with the times.Stuffs work in the company ,they ate not only for wages, but also to learn. A good business should focu

12、s on the development of the talents, and strive to achieve the synchronous growth of talent with the company. Only stuffs can play a real ability, that can let the stuffs in a state of excitement. The enterprise should provide the necessary conditions for staff development, let employee get continuo

13、us learning motivation,by competitive means. Coca Cola company show staff a detailed personal development opportunities, the staff know the work path planning in recent years .Manager analysis what talent needed, gives each a chance to play a talent, give each a kind promotion opportunities,so that

14、the employees in the company get the double satisfaction of material benefit and spiritual world .Twenty-first Century is an era of talent and wealth ,talent is equal to the wealth. To a company, keeping talent is the core content of human resources management. Compensation design is related to empl

15、oyee positive closely , is the company control advantageous means to stimulate staff. According to the American psychologist Adams social comparison theory,Coca Cola company sets up reasonable and affirmatory company employee salary. In the view of company ,salary seek to internal equity; in the vie

16、w of the industry trend, salary seek to industry competition. Salary policy must ensure the realization of the internal consistency of the distribution policy that fully established by the work itself, rather than personal qualities in the work, when setting up salaries policy , company must conside

17、r on the work, or the skills needed complex degree of the work . The salary design must be link to the external competitive environment.Salary design is not only competitive with similar comparison of industry , but also competitive between different organizations in the same position .When company

18、sets up salary design, the company headquarters and staff should communicate effectively with ideas, so that it make the staff get clear understanding of the salaries decision-making procedures , Company headquarters should respect every employees requirement,avoid to reply no simply. In real life,

19、appears the reason of brain drain is low compensation or unreasonable factors, what aggravate the brain drain process. In the view of perspective of economics, people are hasten interest sex, the purpose of the work is to get a great extent to economic benefits, if economic benefits too low, many pe

20、ople will choose to seek to new job, for getting more economic benefits. Balance compensation system is very dangerous(Liu Xin,2007). When do well and do badly is the same salary, when the stem and less is equal wages, work efficiency will glide substantially, the incentive effectiveness of the sala

21、ry is almost zero, so the company is very easy to form vicious spiral, if going on like this,the overall development of the company, is very negative. The talents of the enterprise make enormous contribution, but cannot get due rewards, that will release of an error signal, which is the enterprise s

22、alary level is independent with work efficiency, the ability to work independent.The phenomenon, is fatal tor the development of enterprises .On a certain extent, The salary system is the space of a staff to provide opportunities for promotion , and strives to build a fair competitive system of exce

23、llent staff, and company provides flexible working mechanism, reduces the work limit.Coca Cola company is committed to establish a fair, orderly, and positive environment, stimulates the creativity of employees and the work enthusiasm. Coca Cola company is committed to create a global drink culture,

24、 form an omnidirectional pattern. uphold the integrity of business philosophy for 116 years, and obtain employee recognition.Company should adopt to the way of combining education and punishment, for employee behavior what is comply with the mainstream values , timely calibration between employees a

25、nd enterprises to the values of the known, only in this way, we can solve this problem, give the staff of the enterprise culture and the management measures a sober knowledge.advantage and disadvantage A good method of human resource management, can help company to achieve the benefit maximization o

26、f the company by the mobilization of staff enthusiasm, enhancing the cohesion of the staff. Coca Cola company human resource management program, is focused on the performance assessment, compensation design, enterprise culture three aspects to enhance employee cohesive affinity. The advantage of sch

27、eme is taking advantage of a variety of means, with the system guarantee to the implementation of force, taking enterprise culture as a carrier, let employee get inner sense of belonging. The people-oriented core cultural concept, aroused the enthusiasm of the staff .Performance is strive to bring p

28、eoples initiative fully but it is not equal to elimination system, lasting and intense elimination system is easy to let employees produce emotional conflict and instability of the work attitude(Li jian,2005), and is lack of coordination among employees, replace with team defensive, Development of t

29、he company also is very adverse. Pay award contains material reward, but is not equivalent to the material rewards, salary range is wide, including welfare, promotion mechanism etc. If company regard the pay award as single material reward,it is not only increase the enterprises economic cost pressu

30、res, but also to the enterprise staffs psychological influence will gradually weaken. At the same time, the company can offer some futures bond, salary reward, make employee personal interests and business interests closely linked,.Regardless of the performance appraisal system and the salary design

31、, human factors still occupies a significant determinant. In the view of performance appraisal, appraisal and the assessment is unequal , and bound to produce corruption and human issues. The salary design should be considered on various aspects.Especially salary design is linked to the other enterp

32、rises in the same industry remuneration designer should avoid subjective assumptions.Coca Cola company as a Native American companies, European and American culture is main, and that are different form Asian cultures .Company respect for employees, and should respect he cultural atmosphere of the st

33、aff , must not let the original culture force employee to admit, life environment and growth environment of each individual is different, so enterprises need to know more about employee mind, not to impose the company culture, at the same time, the enterprise must promote the universally recognized

34、the mainstream culture and the culture relevant industry, living habits, behavior,is individual behavior, can not be forcibly extension, otherwise will play a role of getting the opposite effect. For example China, our country advocates favor and team cooperation. When Coca Cola company enter the Ch

35、inese localization process, must be familiar with the connotation of Chinese traditional culture, ensure its healthy development. As the Coca Cola company gradually accelerate the development pace of the market, the management should give full consideration on the relation of ground relationship, us

36、e informal organizations role, so as to realize the employees self management, self management mode(Stephen P Robbins.,2007).Suggestion To the system to supportCoca Cola company human resource management program, need to powerful executive support, to the greatest extent to stimulate the enthusiasm

37、of the staff . Human issues everywhere. Taking system as the trailbreaker, can effectively get rid of company human rotten. In the assessment and the assessment to be unequal relationship, the company shall clearly make posted details of the assessment to the public. the assessment and the to be ass

38、essment should know the details(Li Ping,2005) . At the same time company should establish a perfect supervision system , avoid any commit irregularities phenomenon.A plurality of salary design patternThe compensation should not be confined to the traditional salary design. A plurality of compensatio

39、n design should satisfy with the interests of employees. For example in project development, according to the progress of the project and the project benefit, company gives employees enough incentive, can effectively improve the overall enthusiasm for work, that is very helpful to promote the projec

40、t development process .To stimulate the enthusiasm of the staff is only a means, not the aim. To promote the benefit maximization of the company is the ultimate goal. When manger thinks over employee performance evaluation and salary design, should set up the scientific management concept, jump out

41、the staff management level, stand in the view of company management, audit work of human resources management .The introduction of modern human resource management technologyIn the process of human resources management, company should make full use of modern technology. Information system management

42、 can use the least time to record human resource management routine data, such as the number of employees, salary, attendance and other data. The application of these data is able to reflect the real situation of the human resources, optimize the management level. Human resource management cannot be

43、 away with the staff. When setting up any of the human resources management measures, should know the need of staff , understand their true inner dynamics, let them play the comprehensive skills ,staff at configuration, make it play the talents and strengths, for the enterprise benefit. To an any co

44、mpanies, employee management need to search to cut a point in time, ,so as to find communication platform with employee .For any company, no matter is the world 500top enterprises or small and medium-sized enterprises, we should make every penny to its full value. Human resource management as a the

45、Department of business operation , not only can be as much as possible to improve work efficiency, bring benefit for the enterprise, but also as far as possible to reduce management cost, what is the most reasonable human resource management mode.For any company, no matter is the world 500top enterp

46、rises or small and medium-sized enterprises, we should make every penny to its full value. Human resource management as a the Department of business operation , not only can be as much as possible to improve work efficiency, bring benefit for the enterprise, but also as far as possible to reduce man

47、agement cost, what is the most reasonable human resource management mode.Human resource management is a complicated knowledge, but also a subject of art, takes advantage of performance management, salary management, enterprise culture all aspects, provides a self-display platform for employees , mot

48、ivates employees continuously improve personal skills, completes enterprise overall strategic development goals.Conclusion:Human resource management is a comprehensive integration discipline including management skills(Dong Ke,2007). The human resource department of the company by inspiring the enth

49、usiasm of the staff, realizes staffs own development, achieves to maximize interests of the company. Employees emotion determines the efficiency of staff directly. Training positive mood of the staffs is the core factor of human resources management .with the development of the times and the progress of management, human resources management shows a variety of management, but its core connotation ha