Research Of Hr Improvement Program In Pfc Purchasing Department

ThyssenKrupp Presta-Fawer Changchun Company (PFC) is a joint venture producing automotive steering column. China and the foreign parent companies are the FAWER Group and the ThyssenKrupp-Presta Group. After six years of development, its products escalation of the growing volume of business, the Company's management level is also rising. Along with Changchun Krupp Company's growth and development, its purchasing department's role has become increasingly important, from a simple service sector to grow through strategic procurement methods to be able to make more profit for the company's functions. Faced with more tasks and higher demands, the Purchasing Department that some positions appeared to be inadequate, exposing the purchasing department of human resources management, there are some problems lies in the areas as the following: organizational structure and division of labor, training, performance appraisal and staff individual development plans and employee relations.Purchasing Department's current organizational structure is under the leadership of a procurement manager, there is one procurement of non-production materials and one product procurement engineer, and the whole team is equipped with a procurement assistant who is responsible for some ancillary work. As an increasing number of new projects, each post's workload has increased, the product procurement engineer positions increased workload was particularly notable, the extra workload is equivalent to twice the original. In order not to affect the project schedule and the company's normal operation, purchasing managers have to share part of the work of the procurement engineers, and therefore deep specific business, sector management of difficult to do a good job. Often occur because of omissions and delays, other relevant departments and the management of frequent complaints and dissatisfaction. But in the existing organizational structure is difficult to balance the workload by re-division of labor. The reason is:Procurement Assistant as a result of weak, even though a large number of overtime work is also reluctant for their own support; non-production materials purchasing engineers modest increase in the workload, workload dissatisfaction, but due to a lower level foreign language with no engineering background, cannot be sharing of product procurement work. Through job analysis, finding the most reasonable solution is to transfer, Procurement Assistant, re-recruitment of a product sourcing engineers, procurement assistant will be supporting the existing work-sharing to three engineers. This can be the premise of not increasing the number of the entire procurement team to enhance the work of load capacity and efficiency.On the training side, as new projects increased workload and work difficulty, caused a significant increase, not only the existing organizational structure cannot meet the requirements of business volume, while the quality of the existing staff capacity to also faces enormous challenges. As officers, the quality and ability of business to a large extent restricts the efficiency of the purchasing department. Companies can eliminate the incompetent staff to re-recruitment and enhanced training to improve the quality of personnel. From the time and cost perspective for the Purchasing Department, Changchun Krupp, the strengthening of training methods more practical. The quality of existing jobs require some also wrote a very vague non-quantifiable, and some asked not to be realistic, there are some necessary requirements was missing. Therefore, first of all to the work of the task according to the actual degree of difficulty of the quality requirements of each post to improve and update, and then establish a position for each matrix of skills (Skill Matrix). According to each job skill training in various skills matrix of the priority level and contact the actual needs of individual workers organizations and arrange for training, will be more effective in raising the procurement team's ability to work. In addition, external training, results-based management is essentially out of control. If you asked each one to participate in training, external training of staff to submit the appropriate reports and organize content in-house training can prevent staff for external training as a publicly-funded tourism emphasis on training rather than the welfare effect The existing performance appraisal in the purchasing department's management in setting targets for lower prices, often subjective appraisal, and sometimes too difficult to complete index. This employee is a positive injury, the long run is bound to hurt the company's interests. Therefore, engineers from the corresponding price reduction analysis report, by the purchasing manager to intervene with the management of both exchanges to be relatively reasonable degree of difficulty to complete the indicators are not insurmountable, it can play the role of assessment and motivation.There is no staff personal development plans management in Purchasing Department currently. It is no good to personal development and the company. Standing interests of the company's perspective, career planning must be improved immediately, because career planning is a business to retain talent, one of the important methods and tools that can mobilize the enthusiasm of the work of employees and give full play their talent and potential. Stand point of view of their employees, career planning is also necessary. Can be determined in line with their interests and expertise of the career line, the right to set their own goals in life, using scientific methods, to take effective action to be successful in their career development and realize their ideals.For any one enterprise, the establishment of a positive employee relation can attract and retain good employees, improve employee productivity, increase employee loyalty to the company, enhance morale, improve company performance, reduce absenteeism, absence rates. Staff absenteeism rate increased due to employee benefits, additional staff, and training and performance losses caused by cost of doing business. Employee turnover rate, increasing the recruitment, training and performance losses caused by cost of doing business. The establishment of a harmonious employee relation is an important aspect of the building of enterprise culture, but also an important aspect of good corporate image. Harmonious employee relations between the higher and lower levels, flat-level colleagues in different departments of the lubricant, it is encouraging employees to reduce work stress as one important means is conducive to communication between employees, but also to cultivate and enhance staff awareness of the team, an important means for the spirit of equal cooperation.