A Case Study On Human Resource Management Strategy Of FR Motor4S Shop

With the reform and opening up China’s rapid economic development, China is rapidlyinto the automobile society, expanding automobile industry, automobile industry, thedemand for practitioners increasingly prominent in all aspects of the automobile industrychain requires a lot of different levels of talent. However, due to the development ofautomobile industry in China a short time, there is a shortage of talent, training system is notperfect, the staff structure issues such as unreasonable. These have constrained enterprisesand even the whole industry development. As the automotive industry chain importantautomotive consumer market segments-auto4S enterprises is felt inadequate human resourcemanagement capacity, brand4S stores throughout HRM system is lagging behind, mainly forlack of strategic human resource planning, lack of personnel, the overall low quality oftraining behind incentives such as a single. Therefore, this paper aims to FR auto4S shop,for example, in the form of case studies on the automotive industry, human resources4Sproblematic conduct research and propose the corresponding improved human resourcemanagement strategies.FR company, one of the Co Dongfeng Nissan brand Automobile Trading, is aprofessional car brand4S stores in Guangzhou, including a line of products for car sales,factory parts, after-sale service, information feedback. This paper summarizes China’sautomobile4S shop the development of human resource management, human resourcemanagement in China is discussed models of the main problems and future development trendof automobile4S enterprise human resources management level to provide theoreticalsupport. By learning the latest theories of human resource management and developmentexperience, combined with the current market situation and competition4S enterpriseenvironments, from the analysis of its strategic human resource management planning to starton the current FR Human Resource Management Problems in-depth analysis and research.Finally, Finally, we propose a strategy to improve the company’s human resourcesmanagement, including the development of human resources planning, the establishment ofcorporate strategy oriented selection strategies, establishing career planning with acombination of training mechanism, establish a scientific performance appraisal system,build a platform for the five aspects of employee satisfaction. First, attaches great importanceto sustainable development strategy planning role. Second, actively build core values. Third,establish a correct concept of human resource management. Company selection should focuson the needs of enterprise development strategies to introduce, promote enterprise development recruit creative talents. The company’s training system should be trainingobjectives and corporate business strategy, employee career development to match, while theshort-term objectives and long-term training goals dovetail. Company’s remuneration for theFR assessment system should include objective confirmation process tracking, performanceevaluation, results application four cycles link. FR should create a fair and competitivebusiness environment, a free and open corporate atmosphere and caring staff to improve FRauto4S shop staff job satisfaction.