姓名：关正义 学号：1005401072 班级：环境卓越11001
A Market Analysis Report
Huawei Technologies Co., Ltd. is headquartered in Shenzhen City, Guangdong, Chinaproduction and sales of telecommunications
equipment
employee-owned
private
technology companies, was established in 1988 in Shenzhen, China.Telecommunications network solutions provider. Huawei's main business scope isswitching, transmission, wireless and data communications class telecommunications products to customers around the world in the field of telecommunications network equipment, services and solutions . There have employs about 95,000 people. The company recorded revenues of CNY149,059 million ($21,853.5 million) during the financial year ended December 2009 , an increase of 19% over FY2008. The operating profit of the company was CNY21,052 million ($3,086.4 million) in FY2009, an increase of 30% over FY2008. Its net profit was CNY18,274 million ($2,679.2 million) in FY2009, compared to the net profit of CNY7,848 ($1,150.6 million) in FY2008.
Huawei post design of purpose.
First,clear the functions of various departments, job duties,scope of work and daily work; Second，Re-integration
of the various job responsibilities, as wellas to determine the overall staffing; Third, to improve job design and lay the foundationfor the company's human resources management system construction.
Huawei post a significant impact on
First, to determine a total establishment of corporate officers; Second，clear each level of the work responsibilities and scope of work;Third organization recruitment, selection, hiring post staff required; Fourth the development ofrational, targeted staff training, development planning, construction and efficient learning organization; Fifth, the significant impact of of Huawei job design ;Sixth,development ofassessment criteriascientific standards and implementation of the program, to carry outperformance appraisal; Seventh,design a fair and reasonable pay, pay, benefits and reward system program; Eighth, to provide staff with a scientific career development consultation;Nineth, Design, development and efficientrun the enterprise organizational structure. The Huawei job design shortcomings (a) the lack of performance expectations goals,which lead to lack of standard work and assessment of work behavior; (b) positionseligible to be further standardized. Job qualifications must work with the postrequirements should include two aspects, first, the request can not be too high, not low,the second is to refine. (c) in Takayasu implement a uniform job description version andwrite a description of the job description, the functional departments need to fill out the version of the design is not clear, resulting in all job descriptions are not standardized.Seven positions Huawei Huawei job design optimization principle for the previously mentioned lack of existence of the subject, Huawei in accordance with the organizational structure or business content layer segments, similar tasks, business activities to form acollection of.
Huawei post optimization principles, the goal to consider the organizational structure ofthe overall framework of principles based on organizational goals, the specific design of the organizational structure in accordance with the principle of target favorable. thedivision of labor and collaboration principles
of
division
of
labor
is
clear,
collaboration,content for each department and staff, scope of
work,
collaborative
methods,
there
areclearly
defined.Zequan Li delegated authority from the principle of reciprocity is to ensure the completion of the task premise
power size should correspond to how much the power must bear the corresponding responsibility on the additional responsibilitiesmust be given additional benefits.
