Chengdu Branch Of China Telecom Enterprise Hr Strategy Formulation

World economic environment is complex, economic globalization increases, thecompetition of market has completely changed the border, now only to adjust andoptimize enterprise existing human resources management system in order to dealwith the unprecedented challenges facing the. With the spin-off and integration ofChina Telecom, the competition pattern of China’s telecom industry has been formed.Major carriers according to changes in market and economic developments, thedevelopment of human resources strategic objectives, development strategies ofenterprises. One of the most critical factors in a successful business is effective forhuman resources development, and thus how to influence internal according to thestatus of human resources and the external environment, the establishment of viablehuman resources development strategy to achieve the company’s strategic objectives,has become the individual the primary problem-solving business problems.Describes the current situation and problems of the Chengdu Branch of ChinaTelecom human resources strategy, namely: branch profiles, branch structure ofhuman resources survey, the status quo branch of human resource management, andhuman resources branch management problems. Then, using the SWOT method,Chengdu Branch of China Telecom to analyze human resource management, pointedout the opportunities and threats branch of human resource management, strengthsand weaknesses, to pave the way for the development of the telecommunicationscompany’s human resources strategy. Finally, according to the laws of corporatestrategy development process, and to explore the development of human resourcesdevelopment strategy and development of the company’s strategic match, andformulate human resources management strategy to develop strategies to implementsafeguard measures. Specifically, for the development of measures Chengdu Branchof China Telecom into the development of the human resources strategy andrecruitment strategy, management positions, training, career development and thedevelopment of management strategies to develop performance and compensation management strategy, job management and recruitment strategies contains clear anddevelop specific positions through competition strategy to business strategy orientedstrategy selection, development and career management strategies to develop trainingspecifically includes the establishment of ABC three-job training system, dual careerdevelopment mechanisms, performance and compensation management strategies thedevelopment of specific performance management and assessment strategies included,market-oriented remuneration management strategy, as the combination of humanresources management strategy to develop strategies to protect the implementation ofspecific measures to strengthen the organization and leadership includes thedecomposition of responsibility, human resources information management system tosupport other measures.