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据报道,爱立信在北京的员工每年可获得500元的体育补助。用该公司人力资源负责人的话讲,主要是考虑到“员工工作的时间比较多、工作压力比较大”,尽管员工的平均年龄只有33岁,爱立信还是鼓励他们去锻炼、去运动。笔者在对该企业“以人为本”的管理方略大加赞赏的同时,也不由得想到了银行业的现状。 近一个时期,随着市场的放开与竞争的需要,中资银行在经营理念、机构整合、营销手段、业务创新诸多方面进行了一系列更新与改革并取得了阶段性成效。但不容置疑的是,人才、客户争夺战公开打响之后,许多人抱怨工作压力大、思想负担重,不安于现状,择机跳槽的员工不在少数。这无疑是摆在管理者面前的一道严峻课题。如果我们的经营管理者能在强调制度规章、大抓考核指标的同时,多从普通员工的切身
It is reported that Ericsson employees in Beijing receive 500 yuan a year sports subsidies. In the words of the person in charge of the company's human resources, the main consideration is “employees work more time, work pressure is relatively large,” although the average age of employees is only 33 years old, Ericsson still encourage them to exercise, to exercise. The author of the enterprise “people-oriented” management strategy greatly appreciated, but also could not help but think of the status quo of the banking industry. In the recent period, with the release of the market and the need of competition, Chinese banks carried out a series of updates and reforms in terms of business philosophy, institutional integration, marketing tools and business innovation and achieved phased results. However, there is no doubt that many people complain about the heavy workload, the heavy thinking and the uncomfortable status quo after the talented people and the customer battle have been opened up. There are quite a few employees who choose to change jobs. This is undoubtedly placed in front of managers a serious issue. If our managers can emphasize the system rules and regulations, pay more attention to assessment indicators at the same time, and more from the immediate staff