培训制度英语

The 1 China Japan about staff management of enterprises2With the global economic environment changes, the enterprise management of different countries shows different characteristics. This paper will be in the United States, Japan's human resources management model to do a brief summary, employee management mode on the three kingdoms were discussed.Characteristics of 3, American enterprise human resources management mode4Incentives to material incentive5Make wage policy mainly considered that the work content and work to make the company management efficiency contribution.The market of 6 employees wage decision7USA enterprises usually determines an employee wages to the market mechanism, generally the implementation of "the post salary system".8"Specialist" training systemAmerican enterprises is the implementation of the "professional talents" training system9Strong color of Japanese culture101 Japanese culture from three aspects: namely the Shinto, Buddhism, confucianism.The core of the 2 Japanese corporate culture is to respect people, trust people, acknowledged the contribution of employees of enterprises.3 Japanese companies pay attention to business philosophy to strengthen the role of human resources.Characteristics of 11 Japan enterprise human resources management mode12The lifetime employment system13 the lifetime employment system is changing environment in traditional Japanese society, formed under specific historical conditions.14Senior SystemAccording to seniority sequence system, employee's age, length of service is longer, higher proficiency, wages are more.

Tactical Level - (Process part)Identity and evaluate the risksRisk managementExcellent O2O operation personnel of the industry and the corresponding management talent in short supply.This is a common problem of O2O in the catering industry.The management is relatively young, their lack of experience in the specific management of actual combatexperience; with the development of the company, a shortage of personnel will become increasingly prominent.The risk occurrence probability is high; (as the industrycommon phenomenon) great influence.Response:1: their own culture, internal promotion. The companyestablished its own training system, let each into the Division staff can receive professional training,management skills and corporate culture. Later in the daily work are also introduced into the regular training system.2: external hire paid hire. Combined with HR Human Resources Inc looking for suitable candidates.Technical riskIdentity and evaluate the risksPlatform process every day a large number of orders, andare concentrated in the noon, the peak during the night;the processing speed of our web server which, under a single software stability and IT logistics put forward very high request.Otherwise, once IT fault or system instability, will directly affect the normal operation of the company, and the impact of customer service qualityRESPONSE:1: the software system regularly update the division; to make the system maintenance and data reserve.2: with the emergency plan, spare information processingcenter set up to meet the standard of Tier 4 (Data Centre)and network system. When the emergency room (a power,natural disasters, man-made destruction), spare room to ensure that the normal service is not affected by ourcustomers.Operational Level:Identity and evaluate the risks1: the level of service vary, it is difficult to guarantee thequality of serviceService is the basic requirement of the sustainable development of an enterprise. Take out O2O belongs to the single consumption amount is low, repeatedly buyindustry; establish between our platform and the consumeris the long-term cooperative relationship. Therefore, a good level of service, pleasant shopping experience is our core service.But the reality is the shortage of industry of staff, front-linedelivery personnel change frequently, so that the pressureof our quality control.The risk occurrence probability is high; (as the industrycommon phenomenon) has little effect on short-term andlong-term development could stifle the division and is not conducive to the company core competitiveness (service)development.RESPONSE:1: to strengthen the staff training. Carry out regular training and in-service education; including skills training and company culture education.2: to establish the quality control room; the daily companyevaluation on service quality, process and standardization.双语对照