基于Excel的精细人力资源管理与分析模型 2010-1-14 6-24 11-4(上海（Excel based fine human resource management and analysis model 2010-1-14, 6-24, 11-4 (Shanghai)）.docVIP

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基于Excel的精细人力资源管理与分析模型 2010-1-14 6-24 11-4(上海（Excel based fine human resource management and analysis model 2010-1-14, 6-24, 11-4 (Shanghai)）.doc

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基于Excel的精细人力资源管理与分析模型 2010-1-14 6-24 11-4(上海（Excel based fine human resource management and analysis model 2010-1-14, 6-24, 11-4 (Shanghai)）

基于Excel的精细人力资源管理与分析模型 2010-1-14 6-24 11-4(上海（Excel based fine human resource management and analysis model 2010-1-14, 6-24, 11-4 (Shanghai)） But dont just carry on deeply grieved. The piece should only be the sky, earth several times that. Chapman heard the barking of dogs, snowy night. With two tire, only jingtingshan. Thirty thousand in the East Sea, five thousand Ren Yue ferris. Excel based fine human resource management and analysis model 2010-1-14, 6-24, 11-4 (Shanghai) Organization: Baidu training network Shanghai Zhi Jin Enterprise Management Consulting Co. Ltd. Course time: January 2010 14-15, June 24-25, November 4-5 Venue: Shanghai Course details: Human resource management, do you have similar puzzles?: 1., how to ensure the rationality of personnel planning, especially management and technical personnel? 2., how to motivate employees to participate in training, or how to make training more meet the needs of employees?. Example: many companies business department staff, due to travel, meetings and other factors is difficult to concentrate training, providing information such as company intranet, the business department staff does not take the initiative to learn, but it does not affect their work and have impact on sales. 3. how effective turnover analysis, so as to control the rate of turnover; it can provide a salary budget model, can quickly adjust the salary budget; in the annual salary adjustment, how to use EXCEL to do analysis and adjustment of the compensation system? 4., how to analyze the effectiveness of performance management? When planning human resource strategies, do you analyze manpower planning requirements? 5. sales executives are born, they do not have the patience to see the detailed data (except sales data), using the experience to judge, to the results, some data HR without shock vibration, such as turnover, performance appraisal has no incentive, employee passion is reduced, the high turnover rate of potential. The fairness and justi