Human Resource Managements kinship theory.docVIP

 PAGE \* MERGEFORMAT 5 Human Resource Management’s ‘kinship theory’ 1, what is human resource management ‘kinship theory’ Whether big companies or small companies, at the grassroots level positions or organizations with relatively low levels of organizational structure, are usually part of the human resources is a high-level personnel, relatives or friends, so that the structure of the human resources people relationships we usually call it as ‘cronyism’ or ‘kinship relations’. In human resources applications, high-level managers usually prefer to use the organizational structure there is cronyism of the officers, and that such relationships to a large extent supported the work of the confidence of decision-makers, while the organizational structure of the degree of affection and each and every staff ability and overall capacity to determine the organization’s efficiency and work results, so that the view we call the human resources management, the ‘kinship theory’. Second, pharmaceutical companies the phenomenon of the Office of the affection I have managed hundreds of pharmaceutical enterprises large and small offices, there is a loose large bag also has a wholly owned offices in the corporate office. Offices in large packages, such phenomena are more: 1, more opportunities. Offices of those who have the relevant part of the business office staff is a good relationship with people’s relatives or friends, but also the operational capacity of such a person is strong, if there are more opportunities for development. 2, more difficult to assess. In such a relationship, if the kinship relations officer working poor, the management of the performance evaluation more difficult and considerable obstacles to the work. 3, the manager decided to organize the success or failure of management. Managers consider the use of a kinship between people, there must be merit-based employment philosophy, was easy to be successful. Otherwise, there will be a great work of obsta