你知道保安工作岗位长期存在怎么样的问题吗? - 公司新闻

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        你知道保安工作岗位长期存在怎么样的问题吗?

        来源:http://www.thesisco.com  发布时间:2018-07-19
        保安工作岗位长期存在一个“因岗位配人”还是“因人分配岗位”的问题。对于公司的保安员,保安公司通常要求其要服从公司的安排,不能随便提出岗位调动。这种做法可行的前提是充分了解每个人的优势和劣势,同时能保证每个人与所从事的工作是优秀配置以及保证客户单位服务目标的实现。
        There is a long-standing problem of "job matching" or "job assignment" for security workers. For the security guards of a company, a security company usually requires that they obey the company's arrangement and can't make any job changes. The premise of this practice is to fully understand the strengths and weaknesses of each person, and to ensure that each person and the work they are engaged in are excellent configuration and guarantee the realization of the customer unit service goal.
        南宁保安服务公司
        但若对公司保安人员所具备的能力不了解,或已经了解,而管理者并没有做出合理调整,就不能充分发挥人力资源合理配置的作用。实际上,保安公司的人力资源管理者往往很难准确把握每个成员的基本情况,现时保安公司的管理方式已经不容易促进保安员工作的积极性,而且在越来越强调激励机制的今天,不根据保安员的个人特长来安排工作,使之发挥人力资源的能量,就不可能为保安员所接受。
        However, if the ability of the company security personnel is not understood, or has already been understood, and the manager has not made reasonable adjustments, it can not give full play to the role of rational allocation of human resources. In fact, the human resource manager of a security company is often difficult to accurately grasp the basic situation of each member. At present, the management mode of the security company is not easy to promote the enthusiasm of the security guards, and today, more and more emphasis is placed on the incentive mechanism, not according to the personal expertise of the security guards. The power of human resources can not be accepted by security guards.
        如何了解保安员的特长,这是人力资源管理必须重视的一个问题。因此,要建立科学、合理的人员考评机制,客观评价保安员的能力和水平,及时将保安员安排到其可以胜任的岗位。
        How to understand the specialty of security personnel is a problem that human resource management must pay attention to. Therefore, we should establish a scientific and reasonable personnel evaluation mechanism, objectively evaluate the ability and level of the security guards, and arrange the security guards to their competent posts in time.
        绩效管理中的激励力度不够
        Insufficient incentive in performance management
        保安公司存在重精神激励、少物质奖励的问题,收入按值勤岗位工资发放,主要是工资和一般普通福利,结构单一,收入水平趋于平均化,差距不大,收入多少与业绩好坏脱节,激励效果不明显。
        The security company has the problem of heavy spirit incentive and less material reward. The income is paid according to the duty salary, mainly the salary and general general welfare, the structure is single, the income level tends to average, the gap is not big, the income is disjointed with the performance, the incentive effect is not obvious.
        人力开发力度不够
        Human development is not enough
        人力资源开发是提升工作能力的一种说法,当前,保安公司的各种培训活动也是人力开发的一种形式。但目前保安公司的培训中对保安员的需求评价不充分,培训方式相对比较单一,保安员根据自身需要进行的学习活动相对较少,培训的效果欠佳。另外,有关团队组织性方面的训练较少,如当前流行的团队精神训练法、拓展训练等比较缺少。
        Human resource development is a way of improving work ability. At present, all kinds of training activities of security companies are also a form of human development. But at present, the security company's training in the training of the security guards is not sufficient, the training methods are relatively simple, the security guards are relatively less learning activities according to their own needs, and the effect of the training is not good. In addition, there are few training related to team organization, such as the current popular team spirit training method and outward bound training.

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