高绩效工作系统是充分利用组织资源实现组织目标。它支持技术、人员和组织结构的正确结合。合理安排人力资源管理实践是创建高绩效工作体系的主要内容之一。三主要做法包括招聘、培训与发展选择。
中国电信集团公司成立于2002年。主要业务是服务领域的焦点。截至2003年底，拥有六家关联公司，约4600万人民币收购。在这期间，它提供语音服务、数据服务和移动服务。2009年，公司获得3G手机牌照，并于同年四月提供此项服务。2013年公司取得经营许可4G数字蜂窝移动服务。
1. Introduction 简介
1.1 Introduction to High-Performance Work System
High performance work system is to achieve organization’s goals by fully using organization’s resources. It supports the right combination of technology, people and organization structure (Noe, 2014). Reasonable arranging human resource management practices is one of the mainly elements of creating the high performance work system. Three major practices include recruiting, selection and training and development.
1.2 Introduction of China telecom
China Telecom Corporation Limited was established in 2002. The main business is focus on the service areas. At the end of 2003, it owns six affiliated companies that ware acquired by about RMB 46 million. Then it acquired 10 and 3 telecom companies, respectively, in 2004 and 2007. During this period, it provides voice service, data service and mobile service. In 2009, the company obtains a license about 3G mobile and provides this service in April of the same year. In 2013, the company obtains licenses to operate the 4G digital cellular mobile service.
2. Recruiting - Account Executive 招聘-客户经理
2.1 Three Parts of Recruiting
In the first pact is called personnel policy provides the standards of implementing human resource management. Government provides now labor laws in 1995 and it impacts personnel policy about recruitment (Dickie). The main personnel policy in China telecom Company is internal and external recruiting. It helps the company to decide vacancy characteristics about account executive. Internal recruiting focuses on employees who work in the company. It chooses the qualify employees by analyzing and assessing the performance of junior employees. When the company never chooses reasonable candidates inside the company, external recruiting is a right policy. Enough potential employees outside the company are chosen.
Then the company determines right recruitment sources before analyzing the applicant characteristics. Two main sources are job posting and electronic recruiting. According to job posting, the company put recruitment information about account executive on corporate intranets, such as the time of recruiting. It only focuses on the internal staffs in the company. Furthermore, the company recruits new employment by electronic recruiting, such as online recruitment. The company put the network advertisement on the website commonly used, such as Sohu.com, Sina.com.cn and other website. It focuses on people in the global level.
At last, the company chooses three or four recruiters with professional knowledge and skills. They have more than 5-year work experience in relevant areas. When they recruit the candidates, they pay attention to the candidate’s skills and knowledge. At the same time, they give some information about account executive. Then they provide some positive information about account executive to attract the candidate to apply for the job. For example, as an account executive, the salary is about RMB 2000 per month. The company helps employees to pay parts of insurance and the company records the significant information and feedback timely (Noe, 2014).
2.2 The Impact of Recruiting
Using internal recruiting increases the employees’ satisfaction and reduces employee turnover (Croteau, 2014). It is cheaper than recruiting outside the company. According to external recruiting, the company solves the problems about staff shortage. The company recruits the professional with plentiful experience. It increase work efficiency.
On the other hand, job posting give qualified employees who work in the company opportunities to apply to become account executives. It spends less time and costs than then other sources. Using electronic recruitment attracts many candidates from any regional or cou
