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Welcome, ladies and gentlemen!

I am Sherry, the human resource manager of Barbie Fitness Institution. It is my great pleasure to be here to share with you my story tied with human resource and Barbie.

BIOGRAPHY

As an experienced human resource manager, I have contacted with this field for ten years. I am a doctor, graduated from the Renmin University of China, majoring in human resources management. Why I learnt this major, because I enjoyed communicating from childhood. After graduation, I came to the Barbie company as an assistant of the human resources department, and in here, I met

my husband and got married to him, who is also a director of human resources. Ten years on, I was promoted from assistant to manager, matured simultaneously with the company, witnessed the ups and downs, hiring parties of new “blood” for the company.

JOB DESCRIPTION

Human resource management (HRM) is a function within an organization that focuses on the recruitment, management, and providing direction for the people who work in this organization. As you can imagine, all of the processes and programs that are related to people are the kernel of HRM.

The human resources department provides the knowledge, training, coaching, mentoring, and talent management oversight which the rest of the organization needs for future successful operation.

Effective HRM is also a strategic approach, by joining in us, you should learn some human resources management trainings such as: ● Recruitment Recruitment is the process of attracting, finding, and

● Headhunt ● Compensation

selecting new employees for the company.

Instead of hiring people who apply for a job, company may headhunt qualified employees from other organizations to fill specific positions.

Compensation means the money a company pays its employees, in salary, wages, or bonuses, which is one of the important parts of human resources management. An organized HRM structure that links pay to performance and the length of employment.

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Incentives

Talent management

Incentives are usually tied to specific performance goals, including financial bonuses, company funded trips or conferences. Talent management is a strategic to attract, hire, develop, manage, and promote good employees.

Performance appraisal

Appraisal is the evaluation of an employee’s work and abilities, which is equally important, this part is often tied to promotion and compensation.

Companies should coach select employees by giving one-on-one help to improve skills or performance. Coach can provide very personalized training and development.

Coach

Equal Opportunity Initiatives It means programs designed to give equal chances to all

people regardless or sex, race, or physical abilities.

Leadership Development It is aimed to develop key leadership skills in select

employees, and leaders may learn about communication, negotiation, management and motivation.

RECRUITMENT

Recruitment is considered the kernel of human resources management. It provides parties of new “blood” to the company. ? Job Description

A job description lists the tasks, responsibilities, and qualifications of a job. It may often include to whom the position reports, specifications such as the qualifications or skills needed by the person in the job, or a salary range. ? Advertising

In order to attract talents, a meaningful and characteristic recruitment advertisement is pivotal, besides, celebrity endorsement is considered a good way to widen your company’s influence, just like the advertisement of the Zhaopin.com. ? Interviewing

Usually, recruiters may match qualified people with the right jobs through resumes and

interviews. Recently, some interviewers are fighting the trend toward a college degree or a resume for everything, because they think that four years of college does not make you more qualified than someone with 20 years of working experience, so companies attach more importance to real interviews. By joining an interview, here are several tips:

* Above all, being familiar with the job description is the most important.

* Then, check the resumes, and be ready to ask any suspicious points in resumes in

detail.

* Ask questions (Great interview questions reveal not just what they know, but also how

they are reacting to this information ) such as:

--Professional questions: What is the performance management or the methods of

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retaining talents?

--Open ended questions: Why do you think you are qualified for this position or how

you represent the values of the company?

? Selecting and Identifying

This is the final step in a round of recruitment, which based on the performance and qualified in the previous interview. As the final result, applicants will receive an acceptance letter or a decline letter. Looking at the following examples:

ACCEPTANCE LETTER

Sherry

Barbie Fitness Institution 98 Fuguo Street Zhongshan District Dalian, China

8 May 2016

Kate Middleton 32 Tianjin Street Lingxi District Jinzhou, China

Dear Ms Kate,

Many thanks for your interest in our recent interview.

I am Sherry, the Human Resource manager of Barbie Fitness Institution. According to your outstanding performance, I am pleased to inform you that you have passed the interview of our company. Please come to the Human Resources Department with this letter on May 11th. If you have any problems, please call 83302818 to contact me.

Welcome to our group!.

Yours sincerely,

Human Resources Department

DECLINE LETTER

Sherry

Barbie Fitness Institution 98 Fuguo Street Zhongshan District Dalian, China

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8 May 2016

Kate Middleton 32 Tianjin Street Lingxi District Jinzhou, China

Dear Ms Kate,

Very thanks for your interest in our recent interview.

I am Sherry, the Human Resource manager of Barbie Fitness Institution. After serious consideration, I am very sorry to inform you that you did not pass the interview of our company. For now, maybe you are not fit for this position. However, we will keep your personal information on file and will contact you when other appropriate opportunity arises.

All the best with your work!

Yours sincerely,

Human Resources Department

SALARY

From the angle of running a business, salary can be viewed as the cost of acquiring and retaining human resources for running operations, and is then termed personnel expense or salary expense. Salary is seen as part of a \subsidies and benefits, which help employers link rewards to an employee's measured performance. Salary

? Base pay

Base pay is the most common forms of direct compensation, concluding post salary, age salary and knowledge salary. Post Director Deputy manager Staff Assistant Knowledge Doctor master Graduate Ungraduate Yuan 10000 7000 4000 2000 8000 6000 3000 1000 Seniority/Age ≥40 30~40 20~30 15~20 10~15 5~10 3~5 1~3 ≤1 Yuan 10000 8000 7000 6000 5000 4000 3000 2000 1000 ____________________________________ 13

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? Merit pay

It provides for employees who perform their job effectively, according to a certain measurable criteria.

( Merit pay= cardinal number of merit pat*coefficient of performance appraisal ) Coefficient values:

Rank Value

S 130%

D 110%

C 100%

B 60%

A 0

? Bonuses

Annual bonus is based completely on how well one does one's job.

( Annual bonus= a year’s pay* 15% + extra bonus (based on company’s profit) ? Benefits

It is same as subsides, but not salary or wages, just like perks, concluding pension insurance, unemployment insurance, medical insurance, industrial injury insurance, housing accumulation funds and vacation time.

DISMISS

In addition, the company should formulate rules and regulations of penalties and rewards to staff and create a good human resources management system: ? For those who behave badly, company should hold a meeting to find mistakes and give

the first verbal warning. ? -- If he corrects his behavior timely and remedy his misstep within a certain period, the

punishment of warning can be repealed.

-- Instead, he may receive the second written warning: This is your last chance! ? If all else fails, he will be dismissed immediately, leaving the position to other capable

people.

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