人员的招聘和录用、人员培训和开发、人员晋升、员工跳槽监管等四个环节是当今企业人力资源管理工作的重点,它直接关系到企业能否聘到所需人才、员工的工作潜力能否得以挖掘、员工能否被激励、员工队伍能否保持相对稳定等。现在的问题是,虽然人力资源主管普遍对这几方面给予了高度重视,但是传统的人力资源管理方法所具有的片面性,致使这些环节中出现的问题难以得到妥善解决,而基于价值观的人力资源管理则可以帮助我们化解这个难题。 我们知道企业价值观是企业员工所共同拥有的价值观念,它决定了企业及其员工的行为取向和判断标准。作为企业成员的共同 Recruiting and hiring staff, staff training and development, staff promotion, staff turnover monitoring and other four links is the focus of today's enterprise human resources management, which is directly related to the enterprise can hire the required personnel, the potential of the work of staff To be tapped, employees can be motivated, the staff can maintain a relatively stable and so on. The problem nowadays is that although human resources managers generally attach great importance to these aspects, the one-sidedness of the traditional methods of human resources management makes it difficult to properly solve the problems appearing in these links. The value-based human resources management You can help us to solve this problem. We know that the corporate values ​​are the common values ​​owned by employees, which determine the behavior orientation and criteria of the company and its employees. Common as a business member