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保安考评制度中容易存在哪些问题?
来源:http://www.zhongtebao.net  点击次数:545    发布时间:2018-04-14
工作分析简单,工作设计缺乏灵活性
Simple work analysis, lack of flexibility in work design
工作分析是人力资源管理的基石,这直接决定了工作岗位的效率。在工作设计方面,目前,保安公司常采用的方法是机械型的工作设计法,即不同的岗位使用同一套考核标准,并且这种标准一朝制定就长时间不变,不能反映工作实际,如已经长时间运作的《保安员岗位责任制》《保安员奖惩管理制度》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.
这种方法虽在一定程度上提高了保安工作效率,但造成的一个负面效应是保安员的工作积极性不高,因在保安工作中体验不到自己所从事的工作与公司目标之间的直接联系,无法体现他们的能力,使其丧失对保安工作的兴趣,致使公司保安员流动率较大,没能充分发挥保安员应有的作用。
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.
人力资源的配置问题
The problem of human resource allocation

保安工作岗位长期存在一个“因岗位配人”还是“因人分配岗位”的问题。对于公司的保安员,保安公司通常要求其要服从公司的安排,不能随便提出岗位调动。这种做法可行的前提是充分了解每个人的优势和劣势,同时能保证每个人与所从事的工作是最优配置以及保证客户单位服务目标的实现。

山东保安公司

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.
但是如果对公司保安员所具备的能力不了解,或者已经了解,而管理者并没有做出合理调整,就不能充分发挥人力资源合理配置的作用。实际上,保安公司的人力资源管理者往 往 很难准确把握每个成员的基本情况 ,现时保安公司的管理方式已经不容易促进保安员工作的积极性,而且在越来越强调激励机制的今天,不根据保安员的个人特长来安排工作,使之最大限度地发挥人力资源的能量,就不可能为保安员所接受。
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.
如何了解保安员的特长,这是人力资源管理必须重视的一个问题。因此,要建立科学、合理的人员考评机制,客观评价保安员的能力和水平,及时将保安员安排到其可以胜任的岗位。
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.
绩效管理中的激励力度不够
Insufficient incentive in performance management
保安公司存在重精神激励、少物质奖励的问题,收入按值勤岗位工资发放,主要是工资和一般普通福利,结构单一,收入水平趋于平均化,差距不大,收入多少与业绩好坏脱节,激励效果不明显。
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.
人力开发力度不够
Human development is not enough
人力资源开发是提升工作能力的一种说法,当前,保安公司的各种培训活动也是人力开发的一种形式。但目前保安公司的培训中对保安员的需求评价不充分,培训方式相对比较单一,保安员根据自身需要进行的学习活动相对较少,培训的效果欠佳。另外,有关团队组织性方面的训练较少,如当前流行的团队精神训练法、拓展训练等比较缺少。
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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