作为一个人力资源实习生保乐力加,我得到了一个机会,密切了解人力资源部门相关的各个方面。最基本的功能之一,人力资源部门是充分利用员工的潜力。这是通过适当的开发并推出最好的。此外,适当的人力资源管理也顺利运转所需的组织,因此,人力资源部门也参与人员管理和维护组织中的礼仪。我的一些经历有关开发和管理在保乐力加的人-
•每一个新员工在保乐力加经历多个训练分布在6个月的时间。在这些训练除了简报关于公司的员工,白酒行业,竞争对手,客户,等;软技能课程,组织职业生涯管理类,等。此外,员工接受像玛雅Briggs指标测试(MBTI)等,这样他们可以理解的优势,弱点的整体人格,因此使用前克服后者。
•保乐力加有一个非常有效的绩效管理系统。那边的绩效管理系统有六个基本步骤,目标设置,今年中期审查,年度评审、校准、性能讨论和发展需求的识别。这样的阐述了“绩效管理系统有助于组织更好地管理员工。此外,它可以帮助公司偏好等问题,有偏见的观点,等等。这里的员工评价或根据其实际性能提升。
As a Human Resource intern at Pernod Ricard, I got an opportunity to closely understand the various aspects related to the Human Resource department. One of the most basic functions of the Human Resource department is to make full use of the potential of its employees. This is done by properly developing them and bringing out best in them. Moreover, proper human resource management is also required for smooth functioning of the organization and therefore the Human Resource department is also involved in managing people and maintaining decorum in the organization. Some of my experiences related to developing and managing people at Pernod Ricard are –
- Every new employee at Pernod Ricard undergoes multiple training sessions which were distributed over a span of 6 months. During these training sessions apart from briefing the employees about the company, liquor industry, competitor’s, customers, etc; soft skill sessions are taken, career management classes were organized, etc. Moreover, the employees undergo tests like Myer Briggs Indicator Test (MBTI), etc so that they could understand the strengths, weaknesses of their overall personality and therefore use the former to overcome the latter.
- Pernod Ricard has a very effective ‘Performance Management System’ in place. The performance management system over there has six basic steps – objective setting, mid – year review, annual review, calibration, performance discussion and identification of developmental needs. Such an elaborated “Performance Management System’ helps the organization to manage its workforce in a better manner. Moreover, it helps the company to do away with issues like favouritism, biased opinion, etc. Here the employees are appraised or promoted according to their real performance.
