Assignment格式范文：Microsoft's Best Practice Model

Assignment格式范文-微軟的最佳實(shí)踐模型。本文是一篇國外大學(xué)Assignment格式范文，主要內(nèi)容是通過分析微軟，可以很容易地說他們遵循了“最佳實(shí)踐模式”。最佳實(shí)踐被認(rèn)為是以最有效的方式接近管理層的最佳方式。最佳實(shí)踐模型使用的最重要和最常見的實(shí)踐是選擇、獎勵(lì)、培訓(xùn)和發(fā)展。報(bào)名是協(xié)會尋找并吸引人員填補(bǔ)工作機(jī)會的程序。大多數(shù)協(xié)會都有一個(gè)程序，需要招募新的工人來取代離職或晉升的個(gè)人，同時(shí)牢記確保新能力和促進(jìn)等級發(fā)展的最終目標(biāo)。本篇assignment指出報(bào)名是經(jīng)過人力資源安排后，作為一個(gè)不可分割的單元進(jìn)行的，協(xié)會通過決心準(zhǔn)備來評估候選人的合理性。由于招募了大量的競爭對手，即使是最準(zhǔn)確的選擇框架也沒有什么用處。合同主要部分的專業(yè)能力并不是最關(guān)鍵的，盡管準(zhǔn)備能力和責(zé)任是最關(guān)鍵的——這也是最佳做法的標(biāo)志。最佳實(shí)踐的實(shí)質(zhì)是，這一模式將占據(jù)上風(fēng)。微軟在其選拔過程中蓬勃發(fā)展，該過程基于雇傭最聰明的人，他們優(yōu)先考慮智力而非經(jīng)驗(yàn)。同時(shí)assignment還指出從早期開始，微軟就直接從有系統(tǒng)的大學(xué)招聘應(yīng)屆畢業(yè)生，例如世界各地的招聘會。招聘人員所做的是，他們經(jīng)常去最好的大學(xué)，如耶魯大學(xué)、麻省理工學(xué)院和斯坦福大學(xué)，尋找和尋找最好的學(xué)生，這將有助于組織實(shí)現(xiàn)目標(biāo)，并成為一筆資產(chǎn)，思考過程，給他們一些需要解決的問題，無論他們是否能承受壓力，這在某種程度上都能讓他們發(fā)揮出最好的一面。雇傭合適的人的重要性也體現(xiàn)在微軟的“n減1”戰(zhàn)略中，這意味著雇傭的人比所需的少。這項(xiàng)政策強(qiáng)化了雇傭合適的人比僅僅為了填補(bǔ)一個(gè)職位而雇傭更重要。這種做法被暗指為“集中決心”，重點(diǎn)是培養(yǎng)“杰出的個(gè)人”。下面就一起通過以下assignment格式范文來學(xué)習(xí)并掌握assignment怎么做。

By analysing Microsoft, it can easily be said that they follow the `Best practice model’. Best practice is identified as the best way of approaching the management in the most effective way. The most important and common practices used by the best practice model are selection, rewards, training and development (Gunnigle, Heraty and Morley, 2011). Enrolment is the procedure by which associations find and draw in people to fill work opportunities. Most associations have a proceeding with need to enrol new workers to supplant the individuals who leave or are elevated keeping in mind the end goal to secure new aptitudes and advance hierarchical development. Enrolment takes after HR arranging and runs as an inseparable unit with determination prepare by which associations assess the reasonableness of hopefuls. With fruitful enlisting to make a sizeable pool of competitors, even the most exact choice framework is of little utilize. Specialized capacity in the dominant part of their contracts is not the most critical, though prepare capacity and responsibility are which again is a sign of best practice. The substance of the best practice is that this one model will support upper hand (Marchington & Grugulis, 2000). Microsoft thrives on its selection process which is based on hiring the most intelligent people where they give priority on intelligence over experience. From the early days, Microsoft hires fresh graduates straight out of universities for which they have a system in place e.g. job fairs in almost every part of the world. What the recruitment staff did was that they use to go the best universities like the Yale, MIT and Stanford to search and hunt for the best students which will later help the organisation in achieving its goals and become an asset.?  The system they had in place was new and better than the usual interview instead they made the recruits go through an exercise based on testing their skills, thought process and giving them situations problems to solve, which in a way brought out the best from them whether they can with stand the pressure. The importance of hiring the right people is also show in Microsoft’s ‘n minus 1’ strategy which means less people are employed than are required. This policy reinforces that hiring the right people is more important than hiring just to fill a position. This practice is alluded to as ‘Focused determination’ where the emphasis is on procuring ‘remarkable individuals’ (Pfeffer, 1998).

In terms of change a new policy should be brought in where people from any back ground can register online with a new idea or a product and can be given a date where they can come to Microsoft, a present their idea in the form of a presentation or business proposal. If the idea attracts the management, the recruiters can then offer them a temporary role which will lead to a permanent place in company.

在變革方面，應(yīng)該引入一項(xiàng)新政策，讓來自任何后臺的人都可以在線注冊一個(gè)新想法或產(chǎn)品，并給他們一個(gè)來微軟的日期，以演示或商業(yè)提案的形式展示他們的想法。如果這個(gè)想法吸引了管理層，招聘人員可以為他們提供一個(gè)臨時(shí)職位，從而在公司中獲得一個(gè)永久的職位。

ICRC

The business system of the ICRC is one of a philanthropic sort, in this manner their fundamental point is to help individuals when a fiasco happens. In this way, the HR arrangement to contract staff and redeploy them as fast as would be prudent. Choices are taken at top level of an extremely despotic Association. The choices depend on the key arrangement of the Association. This model is a Best Fit model; supporters of best fit approach trust that if human asset strategies of any associations are adjusted to business technique, superior work practices will be accomplished. Where vertical fit works from top level to base and HR objectives fit the general technique of the Association to look for upper hand.

紅十字國際委員會的商業(yè)系統(tǒng)是慈善性質(zhì)的，在這種情況下，他們的根本目的是在發(fā)生慘敗時(shí)幫助個(gè)人。通過這種方式，人力資源部安排與員工簽訂合同并盡快重新部署他們是謹(jǐn)慎的。選擇是在一個(gè)極端專制的協(xié)會的高層做出的。選擇取決于協(xié)會的關(guān)鍵安排。此模型為最佳擬合模型；最佳匹配方法的支持者相信，如果任何協(xié)會的人力資產(chǎn)戰(zhàn)略都能適應(yīng)商業(yè)技術(shù)，那么優(yōu)秀的工作實(shí)踐就會實(shí)現(xiàn)。垂直擬合從頂層到底層，人力資源目標(biāo)符合協(xié)會的一般技術(shù)，以尋找上風(fēng)。

ICRC has experienced critical changes which have prompted to a change in numerous HR hones. This has been coordinated by the key arrangement and the move from a National based Association to one more globalized. This has permitted ICRC to move towards a more representative based model, which concentrates on in addition to other things preparing and long haul work objectives. ICRC does not have an organized execution examination framework or a profession advancement way for staff. Staff has talks toward the finish of their central goal. Planning for key parts and administrators is something that the Association ought to consider. There is an unmistakable vibe that discovering representatives and conveying them as quickly as time permits is the fundamental objective. This structure is bad for an Association, as arrangement ahead of time and anticipating future work needs are a superior option. The test of absence of support is additionally highlighted as a test for ICRC. Workers are required to wind up distinctly self-ruling as snappy as would be prudent. Once the underlying preparing has been finished there is by all accounts little else offered and as far as further advancement. Improvement of individuals is a rousing variable and something that representative’s need, which likewise prompts to acknowledgment.

References 參考文獻(xiàn)

Bratton, J. and Gold, J. (2007) Human Resource Management: Theory and Practice, 4 thed. Basingstoke: Palgrave McMillan.

P Gunnigle, N. H. &. M. M., 2011. Human Resource Management in Ireland. 4th ed. Dublin: Gill and McMillan.

Patrick Gunnigle, N. H. M. J. M., 2011. Strategy, Performance and Human Resource Managment. In: Human Resource Management in Ireland. Dublin: Gill & Macmillan, pp. 46-75.

Armstrong, M. (1987) A Case of the Emperor’s New Clothes. Personnel Management, 19(8): 30--35.

紅十字委員會經(jīng)歷了重大變化，促使許多人力資源方面的措辭發(fā)生了變化。這是由關(guān)鍵安排和從一個(gè)以國家為基礎(chǔ)的協(xié)會向一個(gè)更加全球化的協(xié)會轉(zhuǎn)變所協(xié)調(diào)的。這使紅十字委員會能夠朝著一種更具代表性的模式邁進(jìn)，這種模式除其他事項(xiàng)外，還側(cè)重于準(zhǔn)備工作和長期工作目標(biāo)。紅十字委員會沒有一個(gè)有組織的處決考試框架，也沒有工作人員的職業(yè)晉升途徑。工作人員正在為完成他們的中心目標(biāo)進(jìn)行談判。協(xié)會應(yīng)該考慮對關(guān)鍵部分和管理人員進(jìn)行規(guī)劃。有一種明顯的感覺，發(fā)現(xiàn)代表并在時(shí)間允許的情況下盡快傳達(dá)他們是根本目標(biāo)。這種結(jié)構(gòu)對協(xié)會不利，因?yàn)樘崆鞍才藕皖A(yù)測未來的工作需求是一個(gè)更好的選擇。缺乏支持的考驗(yàn)也被強(qiáng)調(diào)為對紅十字委員會的考驗(yàn)。工人們被要求以明顯的自治結(jié)束，就像謹(jǐn)慎一樣敏捷。一旦基本的準(zhǔn)備工作完成，所有人都認(rèn)為，除了進(jìn)一步的進(jìn)展之外，幾乎沒有其他的機(jī)會。個(gè)人的進(jìn)步是一個(gè)令人振奮的變量，也是代表性的需要，這同樣促使人們承認(rèn)。本站提供各國各專業(yè)assignment范文，assignment代寫以及assignment寫作輔導(dǎo)，如有需要可咨詢本平臺。