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零售实战精要 第九章以人为本(一)(The ninth chapter of retail real people (a))
In the entire retail business link, it is through the person to complete the entire value process. Leaving the person, the entire retail operation will not operate properly. Here, the quality of the boss and staff, image and business skills directly affect the reputation and effectiveness of retail stores. Therefore, retail management should be people-oriented.
Human resource planning
Human resource planning is the analysis of the possible difference between the demand and supply of future personnel in retail industry, or the estimation of the demand and supply of talents by retail enterprises.
Human resources planning generally includes post job planning, personnel planning, education and training planning, personnel distribution planning, and so on.
(1) post planning mainly solves the retail quota problem. Retail enterprises according to the recent and long-term goals, the retail enterprise labor productivity, technology and equipment requirements of establishing service standard of post organization, corresponding to the fixed number of persons.
(2) the supplementary planning of personnel is to make the post vacancies in the medium and long term reasonably supplemented by quality and quantity. Personnel planning should specify the qualifications, training and age required for all types of personnel.
(3) education and training program is based on the needs of the development of retail enterprises, through various ways of education and training, to train all kinds of qualified personnel at present and in the future for retail enterprises.
1, staff demand forecast
Staff demand forecasting is the core and prerequisite of manpower planning for retail enterprises. The basis of the forecast is the retail enterprise development plan and the annual budget of the retail enterprise. We should take a dynamic view of the staff demand forecast, taking into account the improvement of working methods during the forec
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