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就像在任何一个麦当劳店里,你所得到的汉堡包都一样,麦当劳人力资源管理也有一个标准化的管理模式,包括人才晋升。麦当劳北京公司总裁赖林胜常这样告诉员工:“你们每个人面前都有一架梯子,你不要去想我会不会被别人压下来,你爬你的梯子,你争你的目标。”他还称,麦当劳人才体系像棵圣诞树,你能力足够大,就会让你升一层,成为一个分枝。再上去又成一个分枝,你永远有晋升的机会,因为麦当劳是连锁经营。在爱立信、朗讯、联邦快递等很多跨国公司,员工都有晋升的机会。朗讯人力资源部经理孙贺新,5年内晋升5次,8年前他还是一名最普通的员工。麦当劳北京公
Much like the hamburgers you get in any McDonald's store, McDonald's HRM also has a standardized management model, including talent promotions. Lai Lin-sheng, president of McDonald's Beijing office, often tells employees: “Each of you has a ladder in front of you. Do not think that I will not be depressed by others. You climb your ladder and you fight for your goal.” Said that McDonald's talent system like a Christmas tree, your ability is large enough, it will let you rise one level, as a branch. Going up again into a branch, you will always have the opportunity to promotion, because McDonald's is a chain operation. In many Ericsson, Lucent, FedEx and many other multinational companies, employees have the opportunity to promotion. Sun Hexin, manager of human resources department at Lucent, was promoted five times in five years and eight years ago he was one of the most common employees. McDonald's Beijing public