论文代写:公司简介

论文代写:公司简介

Autoaccess公司需要有一个合适的绩效管理系统。这可以分为两个方面。一个是团队建设和开发现有员工的共同愿景。这将防止员工的进一步流动。公司需要解决现有员工知识的差距,并建立一个基于动机理论的范例。公司应该考虑的另一个方面是雇佣合适的人来做这份工作。公司的招聘过程应该是一个透明的过程,可以通过公司的胜任力模型来实现。本报告详细讨论了公司需要遵循的详细解释和实现其要求的过程。人们期望,通过遵循这一透明和动态的模式来实现共同的目标,公司将会有增长和维持。

论文代写:公司简介
AutoAccess公司是一家专业生产汽车配件的制造公司。这些配件主要是为了增强客户的舒适感而设计的。公司的主要目标是在驾驶时增加司机的舒适性。基于他们成功的产品设计和实用,有扩展的计划满足消费者的需求。公司雇佣了乔治亚来为公司甄别和招募人才。她是根据一名现有员工朗达的建议被聘用的。乔治亚曾在另一个部门工作过。她参与了一家呼叫中心公司的人才招聘工作。她招募了70人来满足目前的需求。尽管如此,还是有一些员工跳槽去了另一家公司。公司现在面临15%的员工流动率。根据主管人员的说法,新员工与公司文化不一致。

论文代写:公司简介

Autoaccess company needs to have a proper performance management system. This can be divided into two aspects. One is team building and development of shared vision for the existing employees. This would prevent further turnover of employees. The company needs to address the gaps in knowledge of the existing employee and develop a paradigm based on the motivational theory. The other aspect that the company should consider is hiring the right people for the job. This recruitment process of the company should be a transparent process and can be achieved by using the competency based model of the company. Detailed explanations and the process that the company needs to follow to achieve their requirements have been discussed in detail in this report. It is expected that by following this transparent and dynamic model towards the shared objectives, there will be growth and sustenance of the company.

论文代写:公司简介

AutoAccess Company is a manufacturing company that specializes in automotive accessories. These accessories are primarily created to enhance the comfort of the customer. The primary objective of the company is to increase the comfort of the drivers while driving. Based on their successful product design and utility, there is plans of expansion to meet consumer requirements. The company had hired Georgia to identify and recruit talent for the company. She was hired based on the recommendation from Rhonda an existing employee. Georgia had previously worked for a different sector. She was involved in the hiring of talent for a call center company. She was able to recruit 70 people to meet current requirement. Nevertheless, there were a number of employees who had now moved on to another company. The company is now facing 15% employee turnover rates. The newly hired people are not aligned with the company culture according to the supervisors.

COPYRIGHT © ADVANCED THESIS ALL RIGHTS RESERVED 高阶英国论文代写 | OUR SERVICES ARE TO BE USED FOR RESEARCH AND REFERENCE PURPOSES ONLY