Employee relationship

Study on Formation of Employee Relationship Risks and the Early Warning Management in Private Enterprises

民营企业员工关系风险成因及预警管理研究

Participate in employee relationship management and assist to scheme employee recreation and activity .

参与员工关系管理，尤其是员工活动策划。

Support HR Manger in recruiting , employee relationship , training processing , etc.

在招聘，员工关系，培训等领域为人力资源经理提供支持。

Coordinate and control the remuneration , recruitment , training , performance and employee relationship among all departments .

协调和控制公司各部门人力资源薪酬、招聘、培训以及绩效、员工关系等方面的工作；

The establishment of a labor contract is an agreement the employer and employee relationship established by a labor contract .

劳动合同的成立，是指用人单位与劳动者达成协议而建立劳动合同关系。

Simultaneously , in China it is the most difficult for HR to manage performance while benefit and labor / employee relationship the least .

绩效管理是中国企业人力资源管理中难度最大的一项工作，而在员工福利、劳动／员工关系方面做得比较理想。

Under the leadership of HR manager and be responsible for the implementation of performance management system and employee relationship as well as admin issues ;

在人力资源经理的领导下；负责工厂员工的绩效管理体系，员工关系的建立、维护、改善以及工会行政工作；

But despite the worries , female bosses did score highly on the more personal side of the manager / employee relationship .

但是尽管有以上的忧虑，女性上司在管理者和雇员之间的关系中更人性化的方面得分很高。

After many years ' development , family businesses in China with the enterprise scale and the change of external environment factors are facing a major subject of employee relationship management .

我国家族企业在发展多年后，随着企业规模和外部环境等因素的转变，面临着员工关系管理的重大课题。

Based on the management communication and the realistic employee relationship management in KB company , this paper gives out how to use effective management communication in the employee relationship management .

本论文从管理沟通的角度，结合所研究的KB公司的员工关系管理的实际状况，提出了在员工关系管理中如何应用有效的管理沟通。

The third part presents and analyzes the problem . Combination of relevant cases , focusing on analysis of current situation and existing problems of China high-tech enterprise knowledge-based employee relationship management .

第三部分是分析现状并提出问题：结合相关的案例，着重分析了我国高新技术企业知识型员工关系管理的现状和存在的问题等。

Finally , based on the result of theoretical research and empirical analysis , the suggestions were given to improve the quality of employee relationship management of Shenzhen Jian ' an Technology Co. , Ltd. .

最后，本文以理论研究和实证分析的结果为依据，对提高深圳建安科技有限公司员工关系管理的质量，提出了对策建议。

Because in family enterprise there is a typical employer and employee relationship , which is totally different from the master sense of the workers in the state-owned enterprise and the collective enterprise .

因为家族企业中，企业与员工是典型的雇佣关系，从财产的所有属性来看，其并不具有象国有企业和集体企业的员工一样有着天然的主人翁意识。

The fourth part is the problem . For the above problem , combined with related cases , from five aspects of the proposal of building a knowledge-based employee relationship management of high-tech enterprises in China .

第四部分是解决问题：针对上面的问题，并结合相关的案例，从五个方面提出了相关的建议。

The study also shows too many leaders aren 't delivering on the basic requirements - courtesy , respect , honesty and tact in their interactions - of a healthy manager / employee relationship .

研究还显示，太多领导人没有做到建立健康的管理者和员工关系所要求的事情——在交流中谦和有礼、尊重、诚实以及得体。

The study also shows too many leaders aren ` t delivering on the basic requirements – courtesy , respect , honesty and tact in their interactions – of a healthy manager / employee relationship .

研究还显示，太多领导人没有做到建立健康的管理者和员工关系所要求的事情&在交流中谦和有礼、尊重、诚实以及得体。

Huawei Technologies Co. , Ltd. , for example , analyze the problems of Huawei Technologies Co. , Ltd. in the knowledge-based employee relationship management , and make recommendations , and further discussion of this study .

以华为技术有限公司为例，分析华为技术有限公司的知识型员工关系管理体系，对本文的研究做进一步的论述。

The managers should hold the individuality characteristic accurately during process of selecting , training and using , the harmonization of employee relationship , the heightening of efficiency of production , the preventing of psychology illness , then can achieve the objects of management .

管理者选拔、培养和使用人才、协调组织内部人际关系、提高工作和生产效率、预防心理疾病等都必须准确把握员工的个性特点，才能达到科学管理的目的。

The research conclusion varies among the three subjects : intermediation of customer latent opportunistic behavior is not significant ; regulation of employee relationship strength is not significant , and the effect of subcontractor latent opportunistic behavior is not significant in contrast with dominant opportunistic behavior .

实证结论在三大主体间存在一定差异：客户隐性机会主义行为中介作用不显著、员工关系强度调节作用不显著、分包商隐性机会主义行为对显性机会主义行为影响不显著等。

First , from the relationship between the establishment on look , unit of choose and employ persons the date it starts using the employee employment relationship with a employee is established .

其一，从劳资关系确立上看，用人单位自用工之日起即与劳动者建立劳动关系。

The Research on Hotel Employee : The Relationship of OCB , Role Realization and Work Stress

饭店员工组织公民行为、角色知觉、工作压力的关系研究

Interpersonal relationship is provided by the employee , and relationship variables are established between the organization and the customer .

人际关系是由员工提供的；而关系变量则是建立在组织与顾客之间的关系。

Employee - organization relationship can affect employee performance and satisfaction , thereby affecting enterprise performance , related to business success and failure .

员工一组织关系可影响员工绩效和满意感，进而影响企业绩效，关系企业兴败。

Impact of Perception of Organizational Politics on Job Pressure , Job Satisfaction and Quitting Intention ; The Research on Hotel Employee : The Relationship of OCB , Role Realization and Work Stress

企业员工组织政治知觉及其影响后果的初步研究饭店员工组织公民行为、角色知觉、工作压力的关系研究

A Study on the Effects of Employee Loyalty and the Relationship between Loyalty and Job Performance about Private Enterprises

民营企业员工忠诚度影响因素及其与工作绩效关系研究

What you see happening is the transformation of the institutional relationship between employer and employee into a service relationship .

你目前所看到的，是雇主和雇员之间的关系，从制度上的关系向一种服务关系的转变。

Through the SPSS 16.0 statistical software done the empirical analysis impact of organizational socialization for the new employee turnover and the relationship between them .

通过SPSS16.0统计软件对组织社会化对新员工离职的影响以及他们之间的关系作了实证分析分析。

Part II , the employee personal injury compensation in the different regulating modes of employee relationship .

第二部分，雇佣关系不同调整模式下的雇员人身损害赔偿。

On one hand , the relevant literature is overviewed and the conception of hotel employee social responsibility , the constituent elements of employee satisfaction and their relationship are analyzed based on the existing research and relevant theoretical .

一方面对相关文献进行综述，在现有研究及相关理论基础上，对酒店员工社会责任的内涵、员工满意度的构成要素及其关系进行分析。

At the same time , employee relations management style with the United States and Japan comparative study , and learn to analyze the revelation of the knowledge-based employee relationship management of high-tech enterprises in China .

同时，结合美国和日本的员工关系管理方式进行比较研究，并以此为借鉴，分析出对我国高新技术企业知识型员工关系管理的启示。