英语论文网

七个理事，必须上报CIO，同时领导系统研发组织，并需要处理业务部门的运行。本系统汇报给首席信息官，是由负责战略规划和预算的计划和管理组负责的，技术服务组织负责基础设施标准,包括技术架构、通信和分布式技术。(1994年Apivita外包数据中心和数据网络)。最后,有一个人力资源管理功能,包括首席信息官,负责人力资源活动的各个方面。

人力资源问题是战略计划过程的一个组成部分,包括人力资源的整体水平,人员结构,关键技能等，并且包括吸引人才的相关措施以及如何留住员工的方法。在今天的劳动力市场上,Apivita认为，招聘和薪酬问题是人力资源工作的挑战。

当前人力资源的结构函数开始于1997年11月。在此之前,公司都有自己的招聘人员和(顶级)培训组,但他们的职能彼此分开,首先通过人力资源管理(如薪酬和福利),最后上报公司人力资源部。

There are seven vice presidents who report to the CIO and lead systems development organizations aligned with Apivita’s business units. Also reporting to the CIO is a planning and administration group responsible for strategic planning and budgeting, and a technology services organization responsible for infrastructure and standards, including technical architecture, telecommunications and distributed technology. (Apivita outsourced its data centers and data network in 1994.) Finally, there is an HR management function that reports to the CIO and is responsible for all aspects of HR activities.

Human resource issues are an integral part of the strategic planning process, including such specifics as overall level of staffing needed, staffing mix, critical skills and strategies to attract and retain associates. In today’s tight labor market, Apivita considers recruiting and compensation issues to be critical HR-related challenges.

The current structure of the HR function has only been in place since November 1997. Prior to this, had its own recruiting staff and (top notch) training group, but they were separate from one another and from the HR administrative functions (such as compensation and benefits), that reported to Corporate HR.

As part of the transformation of the human resources function, the major business units at Apivita now have HR functions reporting directly to them, with dotted-line relationships to Corporate HR. However, initially did not have its own HR group because it was viewed as one of the corporate “shared services” organizations that were supported by Corporate HR. The HR group was established partly because differed in its HR needs, but more importantly, because senior management came to recognize the increasingly essential role in all of Apivita’s businesses.

A Senior Director of Human Resources now heads a 3-person organization with the following areas: recruiting; training; contractor relationships; communications; compensation and benefits design; HR administration; and HR planning and associate development. The latter area is responsible for such activities as succession planning, career paths, new hire orientation, diversity, review process, Leadership coaching and work/life balance. Given the changes in Apivita’s strategy and culture, the HR group has made issues related to workplace transformation a priority.

The creation of the HR group has only strengthened the already positive relationship between the department and Corporate HR. The HR group and Corporate HR work closely together on many initiatives, and share a common understanding of key issues.

This new structure—of having all HR-related activities in one organization— is enabling the Senior director and her team to develop a more strategic focus on staffing issues and to forge close relationships with se本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。