英国论文代写：人力资源管理模块
英国论文代写：人力资源管理模块
研究全球银行业巨头的经验非常好，而且有许多可供将来借鉴的经验。报告中最重要的信息是了解企业的非歧视性，在招聘或招聘时，将每个人视为平等的人，并创造和提供平等的机会。有时平等的机会可能不会产生同样的结果，但在整个过程中提供平等的机会和支持可能会给那些主要受到社会歧视的人带来平等的结果。因此，为每个人创造平等的机会而不受任何歧视，并通过他们的事业来支持他们，比为他们提供一个条件更为重要。
研究生课程教导说，重要的是要继续寻找，永远不满足于现有的人才，无论他们有多优秀，因为最好的人才可能隐藏在某个大学生身上。通过这些课程，学生的天赋和他们的知识和解决问题的能力一起被评估。这有助于银行考虑不同的学生在银行的不同职位，为学生提供适当的职位对于有效的绩效是必要的，而且人力资源团队更容易评估和衡量他们的表现。这对于新加入的员工和人力资源团队来说更容易一些。因此，在问题发生之前，要处理好问题，解决问题和解决问题，这样就节省了大量的时间和精力，最终投资于其他领域。
银行的现金和非现金奖励给员工的业绩带来了深刻的教训。这两种奖励的必要性显而易见，因为人们看到了不断变化的文化和越来越多的员工的生活成本，但这种回报的结果可能需要谨慎地加以衡量。收到现金奖励的雇员可能不具备应有的资格，但在等级制度中提出要求。
英国论文代写：人力资源管理模块
The experience to study the global banking giant was very good and has a lot to teach which can be utilised in the future. The most important message from the report was to learn about the non-discriminative nature of business and to see every one as equal while hiring or recruiting and also to create and offer equal opportunities. Sometimes equal opportunities may not result into equal outcome, but offering equal opportunity along with the support in the entire process may give an equal outcome to the ones which are mostly discriminated by society. So creating equal opportunities for everyone without any discrimination and supporting them through their career is more important than just making a provision for them.
The graduate program taught that it is important to keep looking and never be satisfied with the present talent, however superior they may be, because the best talent may be hidden in some university student. Through such programs the student’s talent is being assessed along with their knowledge and problem solving skills. This helps the bank to consider different students for different positions in the bank and offering appropriate position to students is imperative for an effective performance and also for the human resource team to assess and measure their performance more easily. This is easier for the employees who newly joined and also for the human resource team. So taking care of issues and addressing and fixing them in the beginning before they have a chance of rising, it saves an ample lot of time and also energy which eventually invested in other areas.
The cash and non-cash rewards in the bank gives a big lesson on the employee performances. The necessity of both types of rewards is apparent seeing the changing culture and increasing cost of living of employees, but the outcome of such rewards may have to be measured with care. An employee having received a cash reward may not be rightfully eligible for it but be claiming in the hierarchy.
