论文部分内容阅读
技术部经理上午给人力资源经理王莉萍打了一个招呼：对部门内的一位员工小梁非常不满,表示技术部不想再留这样的一名受工了。“由于小梁是公司内服务了3年之久的技术人员,公司向来比较关切,HR便向技术部经理了解因何不满时,他的回答是：他的技术能力不足,不能很好地承担部门主管交代的工作!”王莉萍说,“问题是已经服务了3年这么长的时间,技能能力不足显然不足以成为理由。”HR私下找小梁了解过后,得到的消息是,小梁个性较强,在开发模块上与技术部经理有不同意见时往往会非常直率地提出来争论甚至口角冲突,。部门经理据此认为小梁不够尊重他,提出让他离开技术部的要求。“我们也试图调解过,但都没有效果。”王莉萍对此非常苦恼,“部门经理的对策是不给他分配开发工作,对小梁提出轮调到其他部门的解决方案也由于他坚持不肯离开技术部,说就要争一口气而没有结果。”这使王莉萍犯难了：继续让这种矛盾僵持下去,小梁的绩效考核结果必定很难看,最后肯定会以绩效不佳为由辞退他,但不肯善罢甘体的小梁肯定也会寻求劳动仲裁；解决嘛,双方都不肯妥协。让一个员工是否继续留在所在部门工作的权力,是在业务部门还是人力资源部?如何解决这个困境?
Technical manager morning to human resources manager Wang Liping made a hello: Department of an employee trabecular very dissatisfied, said the technical department did not want to stay such a work. “Since Trabecular is a technician who has served for three years in the company, the company has always been concerned about the HR HR manager to understand why the dissatisfaction, his answer is: his lack of technical capacity, can not afford very well Department manager in charge of the work! ”Wang Liping said,“ The problem is that it has been serving for 3 years so long, lack of skills is clearly not enough to be a reason. ”HR HR trabecular understanding, the message is that trabecular personality more Strong, disagreement with the manager of the technology department on the development module often leads to arguments or even clashes very forthrightly. According to the department manager, trabeculae did not respect him enough and asked him to leave the technical department. “We also tried to mediate, but no effect.” Wang Liping was very distressed, “Department Manager's response is not to allocate development work on his girlfriend, proposed a rotation to other departments of the solution because he insisted refused Leave the technical department, saying that it is necessary to take a breath and no result. ”This makes Wang Liping infuriating: continue to let this contradiction stalemate, trabecular performance appraisal results must be ugly, and ultimately will inevitably disqualify him Trader Jordan, who refused to give up, will certainly seek labor arbitration; to resolve it, neither side will agree to compromise. Is it an employee in the business unit or human resources department that gives an employee the right to remain in their department? How to solve this dilemma?