인사관리 cj 인사제도 시스템(영문)

인사관리 cj 인사제도 시스템(영문)

[인사관리] cj 인사제도 시스템(영문).docx

목차 I. Executive Summary II. Introduction 1. About CJ Company 1) Company Summary 2) Brand Summary III. Body of document 1. HRM Practices in the Organization 2. How do they design and implement the HRM Practices in the Organization 3. What are the factors that influences the design and implement of HRM Practices 4. How about the Training and Development activities related to the organization 5. What are their specific problems in designing and implementation of HRM Practices 6. How to tackle the existing HRM problems 7. Aspects related to HRM practices discussed in the class IV. Conclusion 1. The problems and Improvement 2. Implication V. Reference 본문 I. Executive Summary A. This paper explores the recruitment system of CJ company. This company have diverse subsidiaries such as food(CJ CHEILJEDANG, FOODVILE), entertainment(CGV) and logistics(CJ GLS). B. CJ group's recruitment are divided according to brand. As CJ is conglomerate, they have a different procedure according to brand. But CJ have gradually same the recruitment process. Especially, CJ CHEILJEDANG announced their biggest recruiting which concentrate the recruiting a capable high-school graduate engineer. C. CJ co.'s recruitment system have 5 steps(applying, prescreening, screening test, interview, hiring). This 5- step recruitment system has both benefit and drawback. Through detailed introduction about jobs, applicants can have a realistic expectation about job. And The CJAT(CJ Aptitude Test) is good for company and applicants as it gives applicant's features preferring CJ so, applicants, they can evaluate themselves whether they suit "CJ WAY" or not and is comfortable. When implementing the regular recruitment system, there are three drawbacks. First is it is possibility low promoting about recruiting information. Second is high cost about HRM because CJ have to implement frequently training. Third is this system may come increasing turnover rate. Also, Evaluation bias possibility is existing. D. There are internal and external factors that influence the design and implement of Recruitment. There are four internal factors and three external factors. Internal factors are Management strategy & technology, Organization structure, Job characteristic and Required behaviors and roles. External factors are the labor market, Legally & institutionally environment and Required behaviors and roles. 참고문헌 http://shincoach.com/60169963298 http://lilis.net/455 https://recruit.cj.net/ http://www.fnnews.com/view?ra=Sent1001m_View&corp=fnnews&arcid=201210160100133480008044&cDateYear=2012&cDateMonth=10&cDateDay=21 http://www.seoulfn.com/news/articleView.html?idxno=140625 http://news.mk.co.kr/newsRead.php?year=2012&no=551247 http://article.joinsmsn.com/news/article/article.asp?total_id=9197081&cloc=olink|article|default http://www.cjgls.co.kr/kor/company/contribute/happy.asp http://news.mk.co.kr/newsRead.php?year=2012&no=723335 http://terms.naver.com/entry.nhn?docId=76419&mobile&categoryId=490 (네이버 지식백과 'Recruitment') http://terms.naver.com/entry.nhn?docId=76847&mobile&categoryId=2893 http://terms.naver.com/entry.nhn?docId=511037&mobile&categoryId=476 키워드 인사, 인사관리, 관리, 시스템, 영문, 인사제도