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The shares of the company are traded in the New York stock exchange, and that of Hong Kong. These shares are also traded in London, and Shanghai. Sinopec Group is believed to be the fifth largest company in the world, and this is in relation to the revenues the company manages to get (Wu, 26). In a survey conducted in 2007 by Forbes magazine, Sinopec Group was ranked as the best company in China.
This is when the company was compared with some 500 companies operating in China. This company is also the largest oil refiner in the continent of Asia, and for purposes of improving its refinery capabilities; Sinopec acquired Shengli Petroleum in 2006 (Wu, 27). This company had oil filed as its main asset. This was beneficial to Sinopec because it could get some sources of crude oil for refinery purposes.
The products and services of Sinopec includes gas and oil exploration, marketing, refinery, sales and production of petrochemical products, chemical fertilizers and fibers. Other services include transportation and storage of crude oil, petrochemicals, refined oil products, and other petro-related chemical products (Wu, 29).
Sinopec Company is a very large organization, and on this basis, it needs an elaborate human resource plan. This human resource plan can guide the company into recruiting the best human resource personnel for the various positions it has to offer (Herholdt, 19). It is important to denote that without a human resource plan, chances are high that the organization will not be able to meet its objectives and mission. This is because chances are high that the organization may recruit human resource personnel who are not skillful enough for the various positions that are offered by the organization (Kanbur, 27). On this note, the objective of the human resource plan is to guide the management on how to recruit talented and highly qualified personnel for the various positions it has.
To provide a
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This paper presents the steps involved in developing a strategic HR plan: 1) analysing mission, vision and core values; 2) environmental scanning; 3) internal factor analysis (the details of these internal factors that need to be considered are as follows: capabilities: human capital as a strategic resource; composition: building human architecture; organisational culture); 4) strategy formulation; 5) strategy evaluation.
As part of the Harvard Vanguard ‘s human resource people plan, this report will explore the effectiveness of its organization's commitment to equality and diversity, individual and organizational learning, compensation, pay-for-performance and incentives, employee benefits, and employee rights.
The human resources department consists of 10 employees, and there is a board of directors that consist of 5 members. 5 Star Consulting is a close group of dedicated individuals that are striving to offer the best theories and suggestions in the field of public relations.
Vision We provide HR programs and all services with excellence and the institution departments increase an aggressive importance from joint efforts to make this institution a quality place of learning. Goals To endorse and improve our ready for action total rewards and enclose to recruit and keep the most top talent.
For instance, without a plan, a shortage in labour may instigate desperate measures to hire only good candidates and not the best. This will have cost and productivity implications not only in terms on money but also reputation, motivation etc. By implementing such plan, an organisation can enhance its success and reduce various administrative costs by a third.
Some of the tests are discussed below.
These were the first standardized tests developed by psychologists, and are the most widely used tests. Intelligence is defined in different ways by different psychologists. Alfred Binet and Theodore Simon, two French psychologists, explicitly defined the components of intelligence as "reasoning, judgement, memory, and the power of abstraction." They measured intelligence as the "general mental ability of individuals in intelligent behaviours" and described intelligence testing as classifying, not measuring.
In addition, the mission and vision of the department would be identified to present the focus or objective of the department and identify the department’s strategy to attain organizational goals.
People constitute an organization’s most important and
Secondly, a systematic fashion must be integrated with the following steps to be followed.
The HR manager must write a compelling job descriptions that meets set out skills and qualifications as described by the line manager in the department with
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