Internal selection: First of all, we should do performance evaluation of the candidate's work ability and objective scoring; secondly, the HR Department should conduct individual conversation and assessment, and the HR Department should choose their immediate supervisor and colleagues who work together in their group to conduct conversation and understand their daily work, and comprehensive scoring according to the content of the conversation and other information. The final results are reported to the department manager, and if agreed, the results are publicized to all employees, and the candidate is considered to have passed the selection only if there is no objection.
Chapter 7 Conclusion and Outlook
7.1 Research Findings
Based on high-performance work system theory, this paper uses literature research method, case study method and questionnaire survey method to review the HR policies of TL company systematically using AMO framework in the context of transformation of small family enterprises in traditional manufacturing industry. The questionnaire in the paper involves personnel selection, performance evaluation, incentive pay, job design, information sharing, attitude survey and Human resource management matters such as employee relationship management, all of which are closely related to organizational performance.
In the employee ability dimension, TL company's talent reserve is inadequate, talent introduction is not systematic, and talent cultivation is insufficient; in the employee motivation dimension, employees lack satisfaction and happiness, key needs are not effectively met, corporate culture does not reach people's hearts, and the means and effects of performance management are poor; in the employee opportunity dimension, the company's organizational structure lags behind business development needs, information platform is not sound, lack of communication and sharing mechanisms, and the human team is not capable enough to provide adequate environmental support for employees. In order to effectively improve TL company's human resource management and promote the company's business booming, this paper comes up with specific operational suggestions based on the human resource policy of AMO model: TL company should speed up the transformation of human resource management role, strengthen the human resource management team, improve the ability of talents systematically in all aspects, take multiple measures to motivate talents, innovate the management mode to create a working environment where people can make the best use of their talents The company should accelerate the transformation of HRM role, strengthen HRM team building, enhance talent capability systematically in all aspects, take measures to motivate talent, create a working environment with innovative management model, and build a dual organization structure.
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