爱尔兰essay代写-福特汽车的人力资源管理

31 10月 爱尔兰essay代写-福特汽车的人力资源管理

本文主要讲的是福特汽车的人力资源管理,在英国的汽车行业,福特汽车是一个领导机构。这就是大规模生产概念得到发展的领域。因此,为了使员工或整个劳动力,公司在1914年制定了福特主义理论。这一概念被用作管理人力资源的主要措施(Gilmore & Williams, 2009)。从那时到现在,员工的发展一直是公司的关键因素。福特公司管理的主要重点是激励和创造有技能的劳动力。这是公司投资培养技能型员工的主要原因。由于福特是该行业的先驱之一,为了获得一些竞争优势,其他大大小小的公司也在遵循这一理念(Dessler, 2011)。福特集团正在进一步遵循“亲力亲为的开发方法”,即把管理人才和技能的综合方法应用于新兴市场。本篇爱尔兰essay代写文章由英国论文人EducationRen教育网整理,供大家参考阅读。

In the automotive sector of UK, the Ford Motor is a leading organization. This is the sector where the concept of large scale production got developed. Therefore, for enabling the employees or the entire workforce, the company formulated the theory of Fordism, during 1914. This concept was used as the primary measure for managing the human resource (Gilmore & Williams, 2009). From then to the present date, the employee development has been the crucial factor for the company. The main focus of management of Ford is to be focused on motivating and creating the skilled workforce. This is the main reason for which the company is making investments for the development of skill-based employees. Since Ford is one of the pioneers in the industry, there are other bigger and small firms which are also following the concept in order to take some competitive advantages (Dessler, 2011). The Ford group is further following ‘a hands-on development approach’ for the emerging market being the integrated approach to managing the talent and skills of the human resource.
In the UK, the following workforce planning approach has always been the primary approach towards the management of human resource. Generally, the costs of the human resource and management for the business have always been a major factor. Therefore, managing the workforce in the planned manner and enhancing their productivity are the vital considerations for meeting the costs. Therefore, in the UK, the concept of training the employees is mainly done to enable the organization to out perform in the midst of growing competitions in the sectors. Moreover, the following planned process of training in order to build a pipeline of talent has proved to be productive for UK economy(Flamholtz, 2012). This is not only enabling the firms to gain competitive advantage, but also adding profits by enhancing the productivity and reducing costs. It was also reflected that for overcoming the problem of change management, educating and training the employees on the regular basis has proved to be helpful.

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