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连锁企业标准化管理中英文对照翻译材料

R al-mart: Chain sex management standardization management

Corrad M.Arensberg ------From Modern EI

The characteristics of chain operation mode, decide the company in business shall be adopted highly standardized and standardization of the management, thus in the organization structure has taken to focus on management as the decentralized management, supplemented by management mode, this can make sure the whole company internal operating consistency, and culture, policy implementation of normative and efficiency, and guarantee the specific operation of flexibility and the timeliness of market reaction. Wal-mart headquarters to store execute "monitoring" and "support" pay equal attention to, and that internal operation of unity of standard, but also emphasize top-down whole coordination effect, outstanding "has both clear professional functions, and the smooth line of cross-functional cooperation channels of communication" features. In the internal management, use the company "constitution" wal-mart concept, in its guidance, and encourage the area, including store positive development, application of distinctive "best practice", and to encourage mutual sharing, widely. Not only business so, wal-mart's human resource departments and function setting, and human resources management policy and the process also embodies the industry chain operation compliance and standardization of characteristics. The company specially compiled the perfect human resources management manual, and established a set of effective internal human resource auditing system. Concrete can be used "business experts center", "Shared service center\" and "the front business partner" three concepts to generalize the wal-mart's human resource service model:

1,. Human resources department headquarters: be responsible for making the company the strategy of human resources and strategy, both for the business department headquarters provide operational human resource service, it is the human

resources department of business experts center. It globally provides professional support and policy direction at the same time, responsible for human resources business process design, so as to ensure that the business department for the company to provide professional effective human resource service.

2. The regional human resources department: responsible for "the front business partner" and "Shared service center" dual role. First of all, it plays the role of a link communication bridge: on the one hand to the human resources department store on behalf of headquarters to related colleagues share of the company's hr strategy and development direction; On the other hand in time to reflect on the front lines of the headquarters of the demand, so as to ensure the human resources department store business and the headquarters of the close link, with customer and business as the guidance provided the characteristics of prospective policy strategy. Second, in order to integration of resources, improve efficiency, the regional human resources department is also a "Shared service center", for the front line to provide direct, efficient colleagues human resources services and solutions.

Internal ascension, comprehensive training

For new store opening-provide a powerful personnel safeguard

Wal-mart is expanding, open new store as a daily occurrence. Every new store opening, the human resources is the planning and configuration. In the second quarter of the year, according to the company's strategic wal-mart will demand and business development plan to develop human resources five years plan; In the third quarter of the year, according to the performance of the year and the existing personnel's inventory conditions to develop specific and detailed the next annual manpower planning. The planning of the year is the important basis of staff configuration, also is the expansion of business strategy decision-making basis. For in the company business development at the same time, ensure that all human resources professional operation stores and consistency, wal-mart store set up a concise efficient building shop human resources group dedicated to

The new human resources construction.

. Management personnel, adhere to the internal training and ascend

Wal-mart management of about 80% from the internal growing up. Wal-mart to encourage the staff localization, when a new city open new store, many working outside employees will have a chance to return to the home to a new wal-mart stores; At the same time, for many has set up a file in the system existing stores accept training and accumulated rich experience colleague, will also have an opportunity to on voluntary basis and a promotion or transition to the new market and new development of your career. As the number of global open a shop in wal-mart continues to grow, wal-mart employees get a promotion, transition of internal opportunities will be more and more. Internal staff is able to improve quickly qualified for higher management position, cannot leave the wal-mart perfect talent cultivation system. According to management personnel training basically has the following a few big project:

1, succession plan. The plan through the staff evaluation system, from the company culture, professional ability, leadership in all three aspects of the competence of the management job personnel, objective and comprehensive evaluation, in order to find the potential of management personnel and the gap. His successor was divided into three categories: RN (Readiness Now), have the potential to significantly improve immediately; Rl (Readiness in 1 year), need a year before the train can promote; R2 (Readiness in 2 years), need two years to improve training. With matching is of all kinds of personnel to tailor a development plan. And succession plan corresponding also has special middle management personnel in the "employee Development plan (PDP, People Development Program)", mainly through each quarter and the competent department review staff and key management positions in the retention of situations and make analysis and the corresponding action plan. Succession plan does not stay on the surface of the work, but a series of accurate to date, how to complete the successor training and development activities, read what books and meticulous work.

2. Leadership training course. According to the requirement of different levels, wal-mart design from three aspects the corresponding training course help improve general management ability, for example: in the professional ability, according to