CHAPTER EXERCISES:

(1)Briefly explain the statement “A right person for the right job
determines work performance?

Explain briefly the statement that performance is determined by the

right person and the right job.
According to the different temperament types of employees, the most
suitable work to the most appropriate people to do, in order to give full
play to the personality of employees
Arrange work positions according to employees' behavior style, and
continuously enhance team cooperation
Only by giving full play to the different working styles of different
employees, so that everyone can get their job and work together
harmoniously, can the overall performance of the team be constantly
enhanced, and the cooperation of the team be strengthened and
powerful.
Arrange work positions according to employees' interests and hobbies,
and stimulate their work passion
Interest refers to the positive and selective attitude and emotion
generated by individuals with specific things, activities and human
objects
For an enterprise should as far as possible according to the individual
interest of employee, professional interest arranges job post, only in this
way can the work enthusiasm that utmost ground arouses employee.
. Arrange work positions according to employees' strengths and give full
play to their talents
To arrange their own to the right position, to know how to play to the
strengths and avoid weaknesses, to be good at stimulating the
advantages of employees through evaluation, through the operation
mechanism to weaken the shortcomings of employees, so that negative
assets into a huge profit.

（2）Discuss the benefits of effective staffing in the face of competition

and survival ?

Staffing generally refers to the staffing of all the personnel in the

organization, including both supervisors and non-supervisors.
The concept of management is a very important link in the organization
and management of enterprises, and also a basic link in the gradient
construction of talents in modern enterprises.
Staffing in management refers to the appropriate and effective selection,
training and evaluation of supervisors. Its purpose is to equip
appropriate personnel to enrich the functions stipulated in the
organization, so as to ensure the normal progress of organizational
activities and realize the established goals of the organization.
1. Each department of the organization is set up on the basis of the
division of tasks, so different departments have different tasks and
different nature of work, which inevitably requires people with different
knowledge structures and levels, different ability structures and levels to
match them. The primary task that personnel allocates is to need
according to post job, pass strict examination and scientific
argumentation, find out or train all kinds of personnel that need for
oneself.
2. Promote the effective play of organizational structure functions. In
order to realize the goal of job arrangement and design, and make the
organizational structure truly become a powerful means to gather the
strength of all aspects and ensure the normal operation of the
organizational management system, personnel with different qualities,
abilities and specialties must be arranged in appropriate posts. Only by
making the staffing as much as possible adapt to the nature and
requirements of various functions, so as to fully fulfill the responsibilities
that each position should assume, can the requirements of
organizational design be realized and the functions of organizational
structure be brought into play.
3. Fully develop the organization's human resources. Under the
condition of modern market economy, the success or failure of
competition between organizations depends on the development of
human resources. In the process of management, through appropriate
selection, allocation, use and training of personnel, the internal potential
of each member can be fully explored, and the coordination and
matching between personnel and work tasks can be realized, so as to
make full use of the talents and make human resources highly
developed.

(3)Explain the value of HR planning in ensuring achievements of

organizational goals
Human resource planning is also called human resource planning,
is refers to according to the organization's development strategy,
objectives and the change of inside and outside the organization
environment, using the scientific method to predict the demand and
supply of human resources organization, to formulate appropriate
policies and measures, so as to make the organization human resources
supply and demand balance, realize the rational allocation of human
resources, effective motivate employees.
1. Help the organization to formulate strategic objectives and
development plans
Human resource planning is an important part of an organization's
development strategy, and also an important guarantee to realize the
organization's strategic goals.
2. Ensure the need for human resources in the survival and development
of the organization
The human resources department must analyze the gap between the
demand and supply of human resources in the organization and develop
various plans to meet the demand for human resources.
3. It is beneficial to the orderliness of human resource management
activities
Human resource planning is the foundation of enterprise human
resource management. It is composed of overall planning and various
business plans to provide reliable information and basis for management
activities (such as determining the demand and supply of personnel,
adjusting duties and tasks, training, etc.), so as to ensure the orderly
management activities.
4. It is beneficial to mobilize the enthusiasm and creativity of employees
Human resource management requires that while achieving the
organizational goals, it should also meet the individual needs of
employees (including material needs and spiritual needs), so as to
stimulate the lasting enthusiasm of employees. Only under the condition
of human resource planning can employees know what they can meet
and the level of satisfaction.
5. Help to control the cost of human resources
Human resource planning helps to check and measure the
implementation cost and benefits of human resource planning. It is an
indispensable link for the sustainable development of the organization to
predict the change of the organization personnel through human
resource planning, adjust the organization's personnel structure and
control the labor cost in a reasonable level.

(4)Contrast internal sources and external sources of applicants

Internal advantages:
There is little risk. The enterprise has enough cognition to the old staff,
so the success rate is high and the risk is small.

Low cost and high efficiency. Personnel select or train talents directly
within the company, with relatively low trial-and-error cost and high
efficiency. However, this requires the enterprise to have a complete
talent training and selection system.

Boost morale and employee motivation. Internal training and selection

can provide more space for employees to grow, so that employees and
the enterprise can grow together, thus forming a positive and
enterprising working atmosphere.

Reduce learning costs. The old employees are very familiar with the
current situation of the enterprise, which facilitates communication and
coordination, so they can quickly get into the role, which is more
conducive to teamwork.
Internal shortcomings:
Although the enterprise is developing all the time, there are only so
many new positions, so the internal competition among employees is
bound to be some people's joy and some people's worry, which will
affect the relationship between employees to some extent, and some
talents may be lost if the employees are not satisfied. This is a situation
that company leaders do not want to see, which is not conducive to
individual innovation and enterprise growth
External advantages:
1. Good for image building.
2. External recruitment can bring new ideas and technologies
3. The wider choice is conducive to the recruitment of excellent talents
4. It can relieve the tension between internal competitors
External weaknesses:
1. Long screening time and great difficulty.
2: slow to enter character state.
3. High import cost.
4. High decision-making risk.
5. Influence the enthusiasm of internal staff

（5）Compare the various ways to select job candidates?

System of retention,
Career advancement opportunities
Corporate culture retention
Emotional retention, welfare retention
Compensation and benefits retention
Improve corporate culture and management system
We will improve the reward and punishment system for enterprises. In
order to better improve the development management system and
upgrade, mobilize the enthusiasm of developers
We will establish an open, fair and equitable enterprise assessment and
management system, conduct periodic staff assessment, eliminate the
fittest, reward the good and punish the bad
The management system
Enterprise management system is the enterprise in order to obtain the
maximum benefit, in the production management practice activities
designated with mandatory obligations, and to protect certain rights of
the provisions or provisions, including the enterprise's personnel system,
production management system, democratic management system and
other rules and regulations
The human resources
How to strengthen the active and effective enterprise human resources
management work, fully mobilize the enthusiasm of enterprise
employees to participate in enterprise development, is the enterprise
facing and focus on the urgent problem to be solved
Establish a modern enterprise system. Modern enterprise system is the
institutional guarantee to strengthen enterprise human resource
management
Strengthen scientific and fair employment consciousness. After the scale
expansion, enterprises must strengthen the consciousness of human
resource management, establish a scientific and fair employment
mechanism, appoint people on their merits, recruit and recruit talents
according to the regulations, give full play to the potential of human
capital, and adapt to the needs of human capital for multi-level and
wide-span comprehensive enterprise management
Implement effective incentive mechanism.
Standardize the human resource management system

(6)Determine positive impacts of training and development?

The core of employee training is to improve the overall performance of

the organization through improving employees' work performance and
work attitude, so as to achieve organizational goals and focus on the
present and future
1. Employee training can effectively improve employees' work
performance
2. Significantly improve employee satisfaction
3. Training also plays an important role in building an excellent corporate
culture and image
4. It can improve the competitiveness of enterprises, promote the
development of enterprises and provide effective guarantee for talents
needed by enterprises
5. Can improve the quality of the company's work
6 can shape the corporate culture
7. It can improve the performance and performance of the enterprise
8 can make the enterprise has a good talent reserve

(7)Assess the importance of performance appraisal to improvement of

work performance?

The purpose and practical significance of performance appraisal is for

the common progress of the enterprise and employees, not just for the
planning and design of the salary system; The fundamental purpose of
performance management is to improve the performance ability of the
organization and employees
1. Achieve the company's goals through performance management
2. Improve the overall operation management of the company through
performance management
3. Improve employee training and career development planning through
performance management
4. Achieve "win-win" through performance management
A performance evaluation system of real success in the implementation
of the need to add and at the same time continue to improve, the
successful experience of successful company performance management
thought, the experience in the implementation of performance appraisal
system can really improve one or two years later, especially the
manager's performance management and technology to develop, the
corresponding assessment culture and atmosphere to mature.
In a word, scientific and reasonable performance management system
has a far-reaching impact and significance on the realization of the
enterprise's goals and the improvement of employees' performance.

(8)How would you integrate the factors needed to consider in

designing compensation?

1. Corporate goals, strategies and strategies are the direction of

corporate policies
The company shall develop good business policies and implement
policies to ensure the rapid development of the company
2. Refinement. A reasonable company policy is an important indicator of
a company
Promote openness by planning and discussing company policies
3. Complete. Integrity is the embodiment of the quality of company
policy
Should have complete system and management mode and management
idea
4. Realization of corporate goals and sponsorship of dealers
The company's goals are realistic and promote the development of the
company

(9)Discuss the significance of job evaluation in determining hierarchy of

job importance in the organization

Steps to determine the rank of the job

1. Determine the position setting in the organization
• according to the organizational structure design, determine the
specific position setting and responsibility and authority relationship in
the organizational unit
• according to the needs of organizational changes, adjust post Settings
• job setting scheme and job description
2. Determine the job sequence of the company
• determine the promotion sequence of different types of positions
according to the characteristics of the business operated by the company
and the characteristics of the positions set
• classification of job sequence
3. Determine the corresponding relationship between post and rank
• determine the corresponding relationship between the specific
position and the company's job order and rank through the specific
evaluation of the company's existing positions
Commonly used job order series
1. Sequence of auxiliary personnel
According to the proficiency level
2. Sequence of professionals
Based on skills and qualifications
3. Sequence of purchasing personnel
Based on skills and qualifications
4. Sequence of sales personnel:
Based on skills and qualifications
5. Sequence of sales personnel:
Based on skills and qualifications
(10)Cite positive benefits of providing company safety and health
programs?

1. Actively carry out industrial injury control activities, reduce or

eliminate industrial injury accidents, and ensure workers' safety in
production and construction.
2, actively carry out the control of occupational poisoning and
occupational disease activities, prevent the occurrence of occupational
poisoning and occupational disease, to protect the health of workers. 3,
do a good job in the combination of work and rest, ensure that workers
have a proper rest time, often maintain sufficient energy, better
economic construction.
4. According to the characteristics of women and underage workers,
special protection shall be given to them to make them play a greater
role in economic construction.
Benefits of safe production: direct social benefits and indirect economic
benefits of enterprises for protecting life safety and health; Direct social
benefits of avoiding environmental hazards; Reduce the direct economic
benefits of enterprises caused by accident losses; Protect the indirect
economic benefits of normal production; The direct economic benefit
that promotes production action.

CASE 9 JUPITER DRUG CORPORATION : Crying Time

1、Time of the case:

After 2019.

2、The point of this case：