hr变革之前如何发现企业培训并处理风险（How do you find business training and deal with risks before HR change）.docVIP

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hr变革之前如何发现企业培训并处理风险（How do you find business training and deal with risks before HR change）.doc

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hr变革之前如何发现企业培训并处理风险（How do you find business training and deal with risks before HR change）

hr变革之前如何发现企业培训并处理风险（How do you find business training and deal with risks before HR change） He is the vice president of human resources in the company. He knows its a risk, because all changes involve risks. Medical costs have already made the company heavy, and the transition to new, lower cost programmes is imperative. But CEOs idea has never, he does not want to change in this big trouble. “ were converting health care plans for employees, thats all. rdquo, he said. Theres nothing to discuss. If you have to discuss, please let employees know each change in their actual insurance coverage. Besides, there is nothing to talk about. The CEO said that he didnt want to make a fuss of his employees. After all, he thinks theyre adults. This seems to shut down last year overseas branch — mdash “ he asked the staff; like the masters act ” — — if the employee does not know what is good for business, what good for you, so how to behave like a master? Its OK to send a letter to all the staff, he concluded. When the new program comes into effect, the new welfare provider will send detailed information to employees. But only letters are not enough. Employees will have doubts and they need more information. They ask for security and make sure they do not damage the existing benefits. Other than that, they will have questions and they need answers. The real problem will not surface immediately. The next employee survey will show that employee morale, trust in management, and ratings of company communication quality will decline significantly. In addition, employees will be less competitive in their welfare ratings. As the turnover rate goes up, the company will realize that these problems are very tough. In a recent survey, the vast majority of the worlds CEO said they had to take more risks in order to drive companies forward. But of the 1400 CEO respondents, only 1/3 indicated full implementation of risk management policies and procedures. One of the most important tasks around