Assignment格式范文：Microsoft's Best Practice Model

Assignment格式范文-微软的最佳实践模型。本文是一篇国外大学Assignment格式范文，主要内容是通过分析微软，可以很容易地说他们遵循了“最佳实践模式”。最佳实践被认为是以最有效的方式接近管理层的最佳方式。最佳实践模型使用的最重要和最常见的实践是选择、奖励、培训和发展。报名是协会寻找并吸引人员填补工作机会的程序。大多数协会都有一个程序，需要招募新的工人来取代离职或晋升的个人，同时牢记确保新能力和促进等级发展的最终目标。本篇assignment指出报名是经过人力资源安排后，作为一个不可分割的单元进行的，协会通过决心准备来评估候选人的合理性。由于招募了大量的竞争对手，即使是最准确的选择框架也没有什么用处。合同主要部分的专业能力并不是最关键的，尽管准备能力和责任是最关键的——这也是最佳做法的标志。最佳实践的实质是，这一模式将占据上风。微软在其选拔过程中蓬勃发展，该过程基于雇佣最聪明的人，他们优先考虑智力而非经验。同时assignment还指出从早期开始，微软就直接从有系统的大学招聘应届毕业生，例如世界各地的招聘会。招聘人员所做的是，他们经常去最好的大学，如耶鲁大学、麻省理工学院和斯坦福大学，寻找和寻找最好的学生，这将有助于组织实现目标，并成为一笔资产，思考过程，给他们一些需要解决的问题，无论他们是否能承受压力，这在某种程度上都能让他们发挥出最好的一面。雇佣合适的人的重要性也体现在微软的“n减1”战略中，这意味着雇佣的人比所需的少。这项政策强化了雇佣合适的人比仅仅为了填补一个职位而雇佣更重要。这种做法被暗指为“集中决心”，重点是培养“杰出的个人”。下面就一起通过以下assignment格式范文来学习并掌握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.

在变革方面，应该引入一项新政策，让来自任何后台的人都可以在线注册一个新想法或产品，并给他们一个来微软的日期，以演示或商业提案的形式展示他们的想法。如果这个想法吸引了管理层，招聘人员可以为他们提供一个临时职位，从而在公司中获得一个永久的职位。

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.

红十字国际委员会的商业系统是慈善性质的，在这种情况下，他们的根本目的是在发生惨败时帮助个人。通过这种方式，人力资源部安排与员工签订合同并尽快重新部署他们是谨慎的。选择是在一个极端专制的协会的高层做出的。选择取决于协会的关键安排。此模型为最佳拟合模型；最佳匹配方法的支持者相信，如果任何协会的人力资产战略都能适应商业技术，那么优秀的工作实践就会实现。垂直拟合从顶层到底层，人力资源目标符合协会的一般技术，以寻找上风。

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 参考文献

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.

红十字委员会经历了重大变化，促使许多人力资源方面的措辞发生了变化。这是由关键安排和从一个以国家为基础的协会向一个更加全球化的协会转变所协调的。这使红十字委员会能够朝着一种更具代表性的模式迈进，这种模式除其他事项外，还侧重于准备工作和长期工作目标。红十字委员会没有一个有组织的处决考试框架，也没有工作人员的职业晋升途径。工作人员正在为完成他们的中心目标进行谈判。协会应该考虑对关键部分和管理人员进行规划。有一种明显的感觉，发现代表并在时间允许的情况下尽快传达他们是根本目标。这种结构对协会不利，因为提前安排和预测未来的工作需求是一个更好的选择。缺乏支持的考验也被强调为对红十字委员会的考验。工人们被要求以明显的自治结束，就像谨慎一样敏捷。一旦基本的准备工作完成，所有人都认为，除了进一步的进展之外，几乎没有其他的机会。个人的进步是一个令人振奋的变量，也是代表性的需要，这同样促使人们承认。本站提供各国各专业assignment范文，assignment代写以及assignment写作辅导，如有需要可咨询本平台。