CareerMyDream
IhavebeenfondoftheaspiringspeechofMartinLutherKing .Jr,《 Ihaveadream 》, thoughIcann\'tunderstandittotally , Ireallydidenvythepaionpaingonthroughit .It\'sthepursuitofdream .，itishope , itisfaith , eventobebecomingstrongbelief .
Regretfully , Iamnotadreaminggirl , never .Irarelythinkaboutmyfuture , maybeit\'sbecauseIdon\'tlikethinking .ButwhenIwasabout4yearsold , Ipaintedeverywhere , bed,wardrobe,wallandsoon.Thatmustbeverydelightfulandreallyahappine .WhenIwas5yearsold , mothertookmetostudypiano .InthefirsttwoyearsIheldmyinteresttoit , finallyIlostinterest .ButIkeptonstudyingitforfiveyears , justfollowingmom\'sadvice .Evenfromthebeginning , Ineverthoughtofbecomingapianist .
LaterIenteredcollege , Ifounditistimetothinkaboutmyfuturelifeandmyfuturecareer .WhatkindofpersonIwanttobe ? WhatkindofjobIliketochoose ? OnceItoldmyfriendsIdidn\'thavedream , shewasextremelyastonished , asifIwasamonster .ThensheaskedmewhyIcametoschoolstudy , whyIwenttouniversitycampus , thinkingforawhile , Iansweredbecauseothersdidso .Thatisreallyachild\'sanswer , butnowIwouldreplyherthisway , inordertoliveahappylifewithmyfamily .Perhapsyoudon\"tregardthisasadream ,butforme , thisisthethingImostwanttorealize .Toreachthisgoal , therearemanymethods .
Iconsiderthesemethodsasthechoiceofmyfuturecareer .
BeforeIcametoTianJingUniversityofFinanceandEconomics , Ievendidn\'thearofhumanresourcemanagement .Actually , Iamnotsuitableforhumanresourcemanagementindeed .Idon\'thavehighEQ , alsonotgoodatacquaintingwithpeople .WhatImostlackingispatience , Ialwaysgetanxious , andIcan\'tmakemywordsbeataroundthebush , soIdon\'townquiteaexcellentinterpersonalcommunicationskills , butitisoneofthe necearycapacityasaHRMpersonnel .Anotherequally1
importantcapabilityistheright ,comprehensiveunderstandingofhumannatureandextensive socialknowledge .BotharewhatIamlacking , andIdon\'tthinkIcanmakeupforthisinashorttime .Iamborntobeinthecharge .Inmanager\'sleadership , Iwillbemoreactivetoaccomplishmyduty .
IhavethoughttobecomeaChiefFinancialOfficersincelastsummer .InordertobecomeaCFO , fundermentalaccountingisneceary .AlthoughIdonotlikethelengthyandcomplexaccountingentries ,Iammoreinterestedinfinancialmanagement .Facingtomoneyandallkindsofcapitalaets , Ifeelmoreconfident .Inmoderncompany , CFOisthemostimportantandvaluableoneofthetopmanagementpositions , masteringthefinancialinformationandthecashresourcesofthebusine .Intheoperationproceofacompany , CFOneedtocommunicatebetweenthefinancialmarketoperationsandtheinternalfinancialmanagement .WhyIeverthoughttobeaCFO ? IjustfindthatbecomingaCFOcanequipmeacomprehensivetalent .Broadrangeofvariousknowledgeishelpful .AsfarasIknow , CFOplaysakeyroleincorporatestrategy , notonlyinchargeofthefinancedepartmentspecially .Thethreecrucialrolesare : (1) operatbusinefinanceinthestrategiclevelthroughfinancialmeans ;(2) sellthecompanytoinvestors, namelyraisesufficientoperatingfunds ; (3) achievecorporatestrategyatthelowestcostbymergingandpurchasing .SothesesetupthestandardsofaCFO , itisindependentjudgement , superiorsenseofbusine, athoroughunderstandingofbusine .Ilearnedthesecommonsensefrommyelectivecourse , butnowIfounditseemedtoodifficultformetomakeitcometrue , asthestudyingofmanagementandaccountingindepth , IammoreandmoreconcentratingontheintegrationofauditingandHRM .
Thieemstobeanemergingfieldofmanagement , andtherearefewpeoplecontributingtoittudy , somanyaspectsofthehumanresourcemanagementauditingcanberesearchedanddeveloped .NextIwanttotalkaboutsomeofmyunderstandingandcomprehensionoftheHRMauditing .
HRMauditingistocheck,analyse,evaluatethehumanresourcemanagementstrategy , practiceandresultsinaccordancetosomeprofeionalmeans ,alsoa
procecheckingthefunctionofanorganization\'shuman resourcepolicies,procedures,documents,systemsandpractice .ThisisacombiningtotheroleofHRMandauditing , onlybythiswaycanthepositionofHRMbeimprovedintheenterpriseandtheurgencyofpayingmoreattentiononHRM.Actually , humanresourceisonekindoflastingresourcewhichcan\'tbeimitatedandhardtoreplace .Therefore , effective managementofhumanresourceisthereallong - termcorporatecompetitive advantage .HRMisalsothemostfundamentalonehand , determiningthe succeorfailure .Humanresourcestructureisirrational , hardtomobile , low utilization , managersgetusedtofocusonfinancialmanagement , costcontrolandproductquality , whatweneedtocarryonistheanalysisoftheperformanceandbeneficialsofHRM .Weshouldnotonlyknowthe6W1H , alsoknowhowtheefficiencyis .Itmeanswemustanalysehowtheinputandoutputmatchesandfindmethodstosolveproblem .Thisjobisalsodecidedbypersonnels\'interpersonalcommunicationskillsandtheprofeionalaccountingknowledge , combiningtheaccurateauditingmeasuringstandardstoHRMsubjectivemethods , theartistryofHRMconnectingtotherationalauditing,whichmakeitdifficulttoimplement .Aboveall , thebiggestdifferencebetweenconventionalandHRMauditingispayingmoreattentiontotheeffectiveneofHRM , bringingupauditingopinionesormanagementproposalsunreasonablefactorsexitinginHRMtore-arrangestaffeffectivelyandimprovetheeconomicefficiencyofenterprises .
Thingsarealwayseasiersaid .Toimplementthistask , therearemanyHRMauditingtools , suchashumanresourcescorecard , humanresource index .1977 , theAmericanProceorShusterdesignedthefirstHumanResourcesIndexQuestionnairebymeasureingstaffsatisfactionof15HRjobestogettheaementoftheenterprisemanagementperformanceandtheorganizationalatmosphere .IBMestablishedafeedbacksystemtestingand aeingofthesituationofhumanresourcesintermsofHRindex .HRscorecardarealsowidelyusedtotakeonquantitativeandqualitativeanalysisofpersonnelchangecost , staffreplacementcostandvariouseconomicbenefits .HRscorecardsupplyasolutiontoquantifythemeasurementofHRMcostsandgains , whichtroubledHRstaffallthetime .
TherearefourstagesofHRauditing,ComplianceAuditing,SystemAuditing,PerformanceAuditing,Value-orientedAuditing .MostChinesecompanyarestillinthestateofComplianceAuditing , lackingoftheeffectiveconceptsofHRM .ButhowtoattachmoreattentiononHRMefficiencyonearth ? Theaementandevaluationindexsystemandcriteriaarefarmoreimperfect , andtheHRaccountingsystemaswell .Therearenotavaiblemodelsanduniversalstandardstomeasurethevalueofhumanresourceanddifficulttocarryoutfinancialaccounting .TheintroductionoftheFRAIPModelhelpsolveittosomeextent .TherearefivepartsofFRAIP,justlikesettingupastrategichumanresourceauditingbuilding , theroofisFunctionAuditing , thetwopillarsareRuleAuditingandActionAuditing , thefoundationisInfrastructureAuditingandthecoreisStrategicPrincipalAuditing .FunctionAuditing\'smiionistomakesurewhetheralltheHRMfunctionupporttheorganizationalstrategy .It\'sthebasisoftheotherfour .RuleAuditingistocheckalltheHRMactionswhetherconsistentwiththeexternallegalrulesandtheinternalsystemsandproceesornot .ActionAuditingistheprocetorealizethewholeHRMfunctions .InfrastructureAuditingistheoperationalplatformofhumanresourcemanagement , andtheinfrastructuresincludeadministrationstructure , organizationstructure , positionstructureandthehumanresourceinformationsystem .Humanbeingisthedynamicstrategicresources , wemusttakeadvantageofthehumancapitalpotentialtothemaximumextent .Themaincontentincludesrecruitment , personnelmobilityfrequency , legaldisputes , informationsystemsandtrainingeffectivene evaluation .Humancapitalisthefinaldeterminingfactorthatcontributestorealizingthevalueofhumanresourcemanagementfunctions .
Infact , HumanResourceAuditingispartofHRM , actingacrucialroleincorporatestrategylevel , butitisunfamiliartonearlyallmanagers .Whatisthereasonindepth ? Oneistheoveralllowlevelofdevelopmentof enterprise , managersandworkerdon\'tneedquithighqualityrequirements ; On theotherhand , whatcompanyfacesisaoversupplyinglabourmarket .Companiesthatliterallyrisestrategichumanresourcemanagementtoahighdegreeofattentionaretoorare .Thefactis , manycompaniesdon\'tholdaconsistenthumanresourcepolicy .Withrespecttothe
implementation oftheinstitution , thetopmanagementpersonnelsarealwaysthefirsttodestructcompanyinstitution .Incontract , thestrategictargetofHRAistooadvancedtoactitsmeaningfulfunction .Intermsoftheresults , HRAcanonlydiagnosewherethecrucialpointexits , notsolveit .Ithelpscompanyunderstandthemiingandtheneededimprovement , butthemiiontofindsolutionsbelongstothehumanresourcemanagementpersonnel , thatis , theHRAcansupporttheenterprisetotakeactionsintermsofthediagnosisinthemaximumextent , butthespecificmeasuresthatshouldbetakendependonfurtherdiscuionsandanalysesoftheHRMpersonnel .SothedifficultycomesroundtotheoriginalHRMproblem .Itisdifficulttocarryoutquantitativeanalysisofthehumanresourcemanagementactivities\'contributiontocorporateperformance , sotheproblemscan;tbesolvedyet .ThisiswhysomanycompanieshavelittleinterestinHumanResourceAuditing .AlthoughHumanResourceAuditingholdhugepotentials , itswayofdevelopingitillmuchtootortuous.WiththeiuingoftheLaborContractLaw , therehavebeensomelayingfundamentalstodeveloptheHumanResourceAuditingbecauseitmaybeenforcedlegally .Tillthen , theHumanResourceAuditingwillbedevelopingrapidly .Thisisalsogoodnewsforenterprises , theefficiencyofmanagementcanbeimprovedtoamuchhigherextent .
TheideaonwhatIwanttodoisallaboutthis .Itisanoriginalblueprint , therearemanyaspectsformetothinkover .AsIlearnmoreandmoremanagementandaccountingknowledge , Iwillfindoutthedistinctdirectionofmyfuturecareer .ThisisreallyquitasenseofaspirationwhichIneverhavebefore , planningmyfutureandmakingmydreamcometruestepbysteparesatisfying .Andthisistherightthingtodointhiskeyperiodofmylifetime .
Now , Icanalsocry“ Ihaveadream ”out .
