濟南有哪些保安公司
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cf手游 www.wfwqj.icu 您當前所在位置:cf手游 >> 新聞中心 >> 公司新聞 >> 保安考評制度中容易存在哪些問題?

保安考評制度中容易存在哪些問題?
來源:cf手游  點擊次數:462    發布時間:2018-04-14
工作分析簡單,工作設計缺乏靈活性
Simple work analysis, lack of flexibility in work design
工作分析是人力資源管理的基石,這直接決定了工作崗位的效率。在工作設計方面,目前,保安公司常采用的方法是機械型的工作設計法,即不同的崗位使用同一套考核標準,并且這種標準一朝制定就長時間不變,不能反映工作實際,如已經長時間運作的《保安員崗位責任制》《保安員獎懲管理制度》等。
Job analysis is the cornerstone of human resource management, which directly determines the efficiency of work. In the field of work design, at present, the security company often uses a mechanical design method, that is, the use of the same set of assessment standards for different posts, and this standard is formulated for a long time and can not reflect the actual work, such as the long run "post responsibility system for the security and security officers", "the security officer rewards and punishments." Management system and so on.
這種方法雖在一定程度上提高了保安工作效率,但造成的一個負面效應是保安員的工作積極性不高,因在保安工作中體驗不到自己所從事的工作與公司目標之間的直接聯系,無法體現他們的能力,使其喪失對保安工作的興趣,致使公司保安員流動率較大,沒能充分發揮保安員應有的作用。
Although this method improves the efficiency of security to a certain extent, the negative effect of this method is that the enthusiasm of the security guards is not high, because the direct connection between the work and the target of the company in the security work can not reflect their ability to lose interest in the security work. The company has a large turnover rate of security guards, so it fails to give full play to the role of security guards.
人力資源的配置問題
The problem of human resource allocation

保安工作崗位長期存在一個“因崗位配人”還是“因人分配崗位”的問題。對于公司的保安員,保安公司通常要求其要服從公司的安排,不能隨便提出崗位調動。這種做法可行的前提是充分了解每個人的優勢和劣勢,同時能保證每個人與所從事的工作是最優配置以及保證客戶單位服務目標的實現。

山東保安公司

There is a long standing problem of "job matching" or "job assignment" for security workers. For a company's security guards, a security company usually requires that they obey the company's arrangement, so they 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 is the optimal allocation and the realization of the customer unit service goal.
但是如果對公司保安員所具備的能力不了解,或者已經了解,而管理者并沒有做出合理調整,就不能充分發揮人力資源合理配置的作用。實際上,保安公司的人力資源管理者往 往 很難準確把握每個成員的基本情況 ,現時保安公司的管理方式已經不容易促進保安員工作的積極性,而且在越來越強調激勵機制的今天,不根據保安員的個人特長來安排工作,使之最大限度地發揮人力資源的能量,就不可能為保安員所接受。
However, if the ability of a company security guard is not understood, or already understood, and the manager has not made a reasonable adjustment, it can not give full play to the role of rational allocation of human resources. In fact, the human resource manager of the 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 in today's more and more emphasis on the incentive mechanism, it does not arrange the work according to the personal expertise of the security guards, so that it is the most important. To maximize the power of human resources, it is impossible for the security guards to accept it.
如何了解保安員的特長,這是人力資源管理必須重視的一個問題。因此,要建立科學、合理的人員考評機制,客觀評價保安員的能力和水平,及時將保安員安排到其可以勝任的崗位。
How to understand the specialty of security guards 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.
績效管理中的激勵力度不夠
Insufficient incentive in performance management
保安公司存在重精神激勵、少物質獎勵的問題,收入按值勤崗位工資發放,主要是工資和一般普通福利,結構單一,收入水平趨于平均化,差距不大,收入多少與業績好壞脫節,激勵效果不明顯。
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.
人力開發力度不夠
Human development is not enough
人力資源開發是提升工作能力的一種說法,當前,保安公司的各種培訓活動也是人力開發的一種形式。但目前保安公司的培訓中對保安員的需求評價不充分,培訓方式相對比較單一,保安員根據自身需要進行的學習活動相對較少,培訓的效果欠佳。另外,有關團隊組織性方面的訓練較少,如當前流行的團隊精神訓練法、拓展訓練等比較缺少。
Human resource development is a way of improving working 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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