| Under the impetus of market demand,the types of services,products,and channels of the three basic operators gradually converge.Combined with the arrival of the 4G era and the popularization of smart terminals,the competition between telecom operators has become increasingly fierce.It is inevitable for communications operators to switch from traditional voice services to traffic management.At the same time as the business focus shifts,channels under the operator's jurisdiction,including their own business offices,are also bound to face transformation.It is particularly urgent to solve the problem.How to change from a business hall that only pays attention to traditional services to a new business hall that takes care of service,experience,and sales.Based on the theory of self-operating chain operation and the basic theory of project human resource management,this article combines the operation status of Yancheng Unicom's self-operating chain project.According to the data collected through the questionnaire survey,there are several problems shown in the human resources management system of Yancheng Unicom.First,its self-operated chain operation projects made up for the original working conditions of the respective business offices,and enhanced the overall coordination among the business offices in different regions.The efficiency of resource management is low,the work of team members is not smooth,the organizational hierarchy is unreasonable,the post structure is unscientific,the human resource training system is unreasonable,the assessment mechanism is not perfect,and the information is backward and the execution is not strong.Based on the results of the above investigation and the problems that have been analyzed,this paper proposes human resources management for Yancheng Unicom's self-operating chain operation projects,which mainly include establishing a sound human resources mechanism,improving assessment mechanisms,and so on. |
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