Operational Practice On Hr Management In IT Enterprises

Starting with redefining the concept of IT, this thesis extends the concept of IT from Information Technology (called IT for short) to a wider implication of Hi-Tech. Therefore, IT enterprises discussed in this thesis are redefined as high-tech enterprises based on IT application.On analyzing the specific era-endowed features of the IT enterprises so called trend-maker in the age of knowledge economy, the thesis comes to a summary on issues of the apparent features of talents in IT enterprises as well as matters that should be paid attention to on HR management. Before discussing the theme-Operational Practice on HR Management in IT Enterprises, this thesis takes a short length and one case to illustrate that HR management of IT enterprises has completed the transition from "Administration Function" to today' s "Strategy Function" with its aim of offering value-added service to those profit-related departments on the basis of being consistent to the strategy of the company.So-called ?perational Practice on Talent Management in IT Enterprises? it attributes to nearly four years practice on HR management in IT enterprises, which made me firmly believe that management especially HR management is no only a theoretical subject, but more is a subject of art. All these require workers on HR management to devote themselves into the work with new meanings. Drawing support from this thesis, it will be my great pleasure to share the operational skills and cases of specific issues on HR management in IT enterprises. Currently most of multinational companies and excellent domestic enterprises pay much attention to how to attract and retain talents, therefore focusing on this issue, I make a summary of some effective practical skills and cases on how to attract, take care and retain talents in IT enterprises in the sector of HR management in IT enterprises. Hereinto, issues as the focal point of retaining core talent plan in IT enterprises, how to analyze that who is the key talent in enterprise, what is the cost of losing key talent of the enterprise, the reason for staffinleave on software and hardware factor of the company, how to analyze what kind of employees is likely to leave and what kind of steps should be taken to retain the core talents.As we all know that IT enterprises are much more easily to be affected by change and IT companies should manage the talents with foresight in the period of change. Thus this thesis takes change management as the second most important sector stressing on the issues and practical experience that should be noticed in change period for IT enterprises.In this thesis, one copy of 玃aper of Employee Structured Interview?and one 獷mployee Performance Management Program for IT Enterprises?designed by the editor are attached.