年中员工满意度调查之企业培训得与失(国外英语资料).docVIP

年中员工满意度调查之企业培训得与失(国外英语资料) Year after year business distress Close to 10 p. m., Zs director of human resources, Ms. Lucys office is still brightly lit. Not long ago, when she opened the companys business meeting in 2010 May, she was on pins and needles at the moment. In March, Z company announced a beautiful 2009 earnings report, operating income against the trend of the previous fiscal years expected growth. But it is a direct competitor to the A company subsequently announced operating results make people depressed, A companys operating income growth rate is less than Z, but the total revenue is still much larger than Z, especially the profit rate doubled. Various data show that competitor A has widened the gap with Z company through strong profitability. A company then issued a notice to all staff: a comprehensive salary increase, and will release year-end awards in April, than in previous years have also increased considerably. After the news reached Z company, the company directly put the product, market, talent, almost homogeneous competition Z company placed in a very awkward situation, but also for Lucy caused unexpected difficulties. John according to the amount of profit given by the year-end awards, almost the same as in previous years, Lucy after very careful demonstration of the sensitive factors, submitted a precise year-end bonus distribution program. Until the end of April, Z company was assigned to all employees and issued a year-end bonus. The human resources department has learned through various channels that the staff members have been talking about the issue before the year-end bonus is delayed. After the release, employees also have some comments. However, the year-end awards exactly what kind of concrete impact in the minds of employees, Lucy heart a little bottom. It was difficult to deal with the headache year-end bonus, but Lucy found it was completely over. The company management meeting, John asked her staff for the year-end awards refle