Grade information collection, summary analysis and diagnosis, business planning, comprehensive planning and strategic planning.

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Assistant human resources manager

Human resources management division

Senior human resources manager √.

Indicates that this function is required. occupation

Requires functional work, content, skills and related knowledge.

I. Human Resource Planning (I) Describe the organizational setup and adjustment 1. Ability to summarize organizational information.

2. Be able to make the organization chart 1. Organizational knowledge

2. Collect statistical data of knowledge

(2) Describe the position plan and personnel demand forecast 1. Be able to describe post setting, increase or decrease trend and reasons.

2. It can accurately describe the forecast result of personnel demand 1. Knowledge of job analysis.

2. Knowledge of labor supply and demand

2. Recruitment and allocation (1) Recruitment headcount 1. Ability to collect job information in job analysis.

2. Be able to collect, classify, record, save, print and send 1. Knowledge of work information and information sources.

(2) Recruitment implementation 1. Be able to register and prepare for the initial test.

2. Be able to choose the correct method to review the relevant information of candidates.

3. Be able to explain the relevant provisions of the labor contract.

4. Be able to handle matters related to accepting new employees.

5. Be able to read the physical examination form

1. Identify the basics of diplomas and materials.

2. Work etiquette

3. Interview site layout knowledge

4. Understand the procedures for signing labor contracts.

5. Employment procedures

6. Archives management knowledge

7. Basic knowledge of physical health

(3) Internal competition 1. Be able to collect and sort out job vacancy information according to internal competition work norms.

2. Be able to collect and sort out the information of internal candidates. 1. Recruitment advertising knowledge.

(d) Manage employee information 1. Be able to collect and summarize probation information of new employees.

2. Be able to record and maintain personnel information, prepare employee roster and various personnel statistics reports.

3. Be able to establish a human resources database 1. Knowledge of statistical statements.

Three. Training and development (1) induction education 1. Be able to prepare materials for employee orientation education.

2. Be able to prepare for the orientation meeting.

☆3. Distribution and interpretation of employee handbook 1. Training program knowledge

2. Knowledge of employee handbook

(2) training management 1. Be able to collect and process the cost data needed for training and put forward the draft training funds.

2. Be able to establish, maintain and maintain teaching facilities according to training needs.

3. Be able to provide logistics services.

4. Be able to track, collect and feedback the training effect information of the trainees.

5. Be able to handle the relevant procedures of self-study independently. 1. Basic knowledge of training fund

2. Training logistics management knowledge

3. Data types and selection of training effect evaluation

Four. Assessment (1) Implementation of assessment 1. Ability to print and distribute various evaluation materials.

2. Be able to arrange relevant meeting places and provide services for the smooth progress of the evaluation work. 1. Understand the evaluation procedure.

(b) Evaluation data processing can collect, classify, record, count and save evaluation data 1. Statistical knowledge of evaluation data.

Verb (abbreviation of verb) salary and welfare management (1) implements salary and welfare system 1. Be able to collect relevant information for designing various salary and welfare projects.

2. Implement relevant salary and welfare system, do a good job in salary and welfare statistics, and establish relevant accounts 1. State regulations on wages and benefits.

2. Basic knowledge of wage statistical analysis

(2) Collect basic information of salary and welfare management 1. Be able to collect the original data needed for job evaluation according to the requirements of job evaluation, and record and save the data.

2. Be able to collect and provide information needed for salary and welfare adjustment 1. Basic knowledge of job evaluation.

2. Basic knowledge of salary and benefit calculation

(c) Calculation of wages and benefits 1. Be able to collect, sort out, record, analyze and calculate attendance and working hours data.

2. Be able to accurately and timely calculate wages, bonuses, allowances and personal income tax under the prescribed conditions, and prepare the payroll.

3. Be able to calculate related welfare items.

4. Be able to operate related software 1. Legal system of working hours and rest and vacation.

2. Knowledge of attendance and working hours statistics

3. Laws and regulations related to personal income tax

4. Operating knowledge of relevant application software

(4) Handling various insurances and housing accumulation funds 1. Be able to handle various social insurance and housing accumulation fund payment procedures.

2. Be able to correctly calculate, record and transfer all kinds of insurance premiums and housing accumulation funds paid by enterprises and individuals, and establish account books.

3. Make relevant statistical reports 1. Laws and regulations on social insurance

2. Laws and regulations related to housing provident fund

3. Knowledge of insurance and welfare statistics

Intransitive verb labor relations management (1) labor contract management 1. The signing, alteration, renewal, termination and dissolution of labor contracts and various special agreements, as well as the submission of verification procedures, can manage labor contract documents.

2. Check the special post qualification certificate.

3. Be able to correctly record various accounts during the contract period and properly classify them.

4. Computer management of labor contracts

5. Be able to serve all kinds of files 1. Laws and regulations on labor contracts and collective contracts

2. Common sense of labor relations

3. Verify the knowledge of special post qualification certificate

4. Knowledge of labor contract accounting

5. Methods and procedures for serving documents

(2) Occupational safety and health can independently implement specific occupational safety and health work 1. Occupational safety and health regulations

2. Occupational safety and health knowledge

Requires functional work, content, skills and related knowledge.

I. Human resource planning (1) Collecting and processing organizational information 1. Can use effective methods such as surveys and questionnaire design to collect and process organizational information.

2. Be able to make a preliminary analysis of organizational information 1. Principles of modern enterprise organization

2. Design principles of organizational diagnostic questionnaire.

(2) Make the post and personnel plan 1. According to the goal of post preparation, effective research methods are used to collect post and personnel information, which provides a basis for making relevant plans.

2. Be able to prepare the annual plan for post setting and staffing.

☆3. Characteristics and selection of various recruitment advertising media 1. Information collection methods for posts and personnel.

2. Short-term post personnel planning knowledge

3. Recruitment of advertising knowledge

(c) Prepare the human resources expenditure budget 1. Be able to explain relevant personal statements.

2. Be able to review a single human resource expense statistical report 1. Knowledge of human resource management expenses.

2. Financial knowledge of managing expenses

2. Recruitment and staffing (1) Draft the recruitment and staffing system 1. Be able to master the basic principles of recruitment and staffing.

2. Be able to draft the draft list system 1. Employment and labor market laws and regulations.

2. Basic knowledge of human resource recruitment and distribution

(2) Recruitment establishment 1. Be able to analyze all kinds of information of positions in the process of job analysis.

2. Be able to analyze and review the personnel demand information of various departments and put forward recruitment suggestions. 1. Basic methods of job information analysis.

2. Review the knowledge recruitment application form

(3) Recruitment implementation 1. According to the qualifications, candidates can be preliminarily screened.

2. According to the recruitment plan, independently implement recruitment organization work such as recruitment schedule determination, candidate contact, written examination, interview and venue layout.

3. Be able to draft a recruitment proposal.

4. Be able to independently handle the signing procedures of labor contracts and related agreements and establish personnel files.

5. Be able to handle the relevant procedures for hiring special group personnel according to national laws and regulations. Understand the procedures for signing labor contracts.

2. Establish knowledge of personnel files

3. Legal knowledge about hiring and using special groups

(d) recruitment information and personnel information management 1. Be able to analyze the candidates, recruitment cost and recruitment effect, and draft a summary report on recruitment activities.

2. Be able to track new employees and feed back employment information in time.

3. Be able to operate and use the personnel management information system and make relevant analysis 1. Basic knowledge of performance evaluation.

2. Knowledge of personnel statistical analysis

(5) labor dispatch and introduction 1. Be able to master the procedures of labor dispatch and introduction.

2. Be able to independently implement the labor dispatch and introduction plan and handle various procedures (including foreign-related procedures). 1. Laws and regulations on labor dispatch and introduction.

2. Basic foreign language knowledge

Three. Training and development (1) Drafting the training system 1. Be able to master the basic principles of training and the main contents of training system.

2. Be able to draft the training system 1. Vocational training regulations.

(2) training management 1. Be able to collect, sort out and analyze training demand information independently.

2. Be able to independently prepare the draft training budget and provide explanations.

3. Be able to conduct social surveys independently, collect information about relevant training institutions, and provide basis for the selection of training institutions.

4. Be able to independently plan class hours, organize exams and manage students to ensure the smooth implementation of training.

5. Be able to track the training effect, feed back the training information in time, and draft the training summary.

6. Be able to confirm employees' self-study education and log in to sort out relevant information. 1. Training demand information collection and analysis knowledge.

2. Batch training budget knowledge

3. Knowledge of social investigation

4. Training management knowledge

5. collation and analysis of training evaluation data

6. Training evaluation methods

7. Relevant regulations on academic qualifications confirmation

(c) The development plan for the employees who can be promoted 1. Be able to analyze the factors affecting career choice.

2. Be able to collect and summarize the development planning information of employees in relevant departments 1. Factors affecting career choice

2. Methods of collecting information on organizational development and personal development needs.

4. Evaluation (1) Establish an evaluation system 1. Be able to master the basic principles of evaluation and the main contents of evaluation system.

2. Collect relevant background information to provide basis for establishing various evaluation systems. 1. Knowledge of performance evaluation

2. Personnel assessment knowledge

(b) Assessment of implementation 1. Be able to use office software to design evaluation forms.

2. Summary of evaluation data and related materials 1. Evaluation of data analysis knowledge

(III) Summary of assessment effect 1. Be able to draft evaluation effect summary.

2. Be able to classify and manage the evaluation documents according to relevant regulations. 1. File save knowledge.

2. Confidential knowledge of personnel

Verb (abbreviation of verb) salary and welfare management (1) drafting a single salary and welfare system 1. Be able to master the main principles and contents of salary and welfare management.

2. Be able to draft a single salary and welfare system 1. Wage and welfare regulations.

(2) Salary management 1. Be able to calculate and evaluate job information according to the requirements of job evaluation.

2. Be able to independently conduct salary surveys and analyze relevant information to provide a basis for determining salary strategies.

3. Be able to independently calculate the salary and bonus adjustment scheme 1. Basic knowledge of job evaluation

2. Job evaluation information recording and data processing knowledge

3. The principle of salary survey

4. Salary survey method

5. Knowledge of data processing of salary survey

6. Salary grade knowledge

7. Knowledge of wage calculation

(3) Insurance welfare management 1. Independently bear the budget of the total welfare funds.

2. Draft supplementary insurance.

3. Go through the insurance payment procedures

4. According to relevant regulations, calculate and establish the housing provident fund account 1. Laws and regulations on supplementary pension and medical insurance for enterprises.

2. The relevant provisions of the housing provident fund

3. Knowledge of enterprise welfare finance

4. Knowledge of insurance finance

5. Knowledge of statistical statements

Intransitive verb labor relations management (1) Drafting labor relations management system 1. Familiar with labor policies and regulations, and can be used in related work.

2. Able to draft individual rules and regulations 1. Laws and regulations on labor contracts and collective contracts.

2. The basic content of the labor contract management system

(2) Labor contract management 1. Be able to independently establish labor contracts and various special agreement accounts.

2. Be able to draft labor contracts and various special agreements.

3. Be able to skillfully apply laws and enterprise regulations and correctly calculate salaries.

4. Be able to manage the renewal and termination of the contract within the scope of authorization. 1. Use relevant software to manage labor contract knowledge.

2. Knowledge of document writing

3. Laws and regulations on economic compensation

(three) the examination and approval of the collective contract can be put forward to the local labor department according to the prescribed procedures, and explain the main problems. Basic procedures of collective bargaining 1.

(4) employee newsletter 1. Be able to independently carry out job satisfaction survey and sort out and analyze the survey results.

2. Record, analyze, arrange and accurately feedback the communication results. 1. Job satisfaction survey method

(5) Occupational safety and health 1. Be able to publicize safety and health regulations and standards and check their implementation.

2. Be able to establish labor insurance supplies management account.

3. Be able to establish procedures for obtaining and replacing professional qualification certificates for special posts.

4. Be able to organize industrial injury disability assessment and implement industrial injury insurance regulations.

5. Be able to present a budget.

6. Be able to implement post safety education 1. Relevant occupational safety and health regulations.

2. Knowledge of interpersonal communication

3. Occupational labor insurance supplies account management knowledge

Requires functional work, content, skills and related knowledge.

I. Human Resource Planning (I) Establishment and adjustment of organizational structure 1. Be able to compare and study different organizational structures.

2. Be able to use scientific methods to analyze the current situation of the organization and draft an analysis report 1. Organizational analysis knowledge.

2. Knowledge of strategic management and organizational effectiveness

3. Understanding of the external environment of the organization

4. Basic principles of organization

(2) Make the post and staffing plan 1. Be able to make long-term post setting and staffing plans according to the development goals of the organization.

2. According to the development requirements of the organization, the personnel supply and demand forecasting method can be used to prepare the personnel supply and demand balance plan.

3. Be able to organize the preparation of labor quota 1. Knowledge of human resource planning.

2. Work design principles

3. Knowledge of labor organization

(III) Planning implementation conditions 1. According to the change of the objective environment of the organization, this paper analyzes the human resources policy and present situation, and puts forward some suggestions on the formulation, adjustment and abolition of human resources policy.

2. Prepare the budget 1 according to the needs of the project in charge. Knowledge of industrial policy analysis.

2. Labor market forecasting knowledge

3. Data types of human resource expenses

4. Understand the budget of human resource management expenses

2. Recruitment and staffing (1) Draft the recruitment and staffing system, and put forward the system revision plan for organizing recruitment and staffing in time. 1. Knowledge of analyzing recruitment environment and personnel status.

(2) Recruitment establishment 1. According to the purpose of job analysis, choose the correct methods and procedures for job analysis, job design and job description writing.

2. According to the job requirements, put forward the qualification requirements that are helpful to complete the job functions.

3. According to the needs and objectives of the organization, choose the correct recruitment strategy and make the recruitment implementation plan.

4. Be able to comprehensively analyze the advantages and disadvantages of various recruitment channels and determine the recruitment channels suitable for different recruitment targets. 1. Job description writing knowledge

2. Knowledge of recruitment plan

3. Knowledge of recruitment channel analysis

(3) Recruitment implementation 1. Can correctly use the personnel selection method, analyze the quality of candidates, and select the personnel needed by the organization.

2. When the candidate is in short supply, he can put forward an emergency plan.

3. Be able to implement relevant national policies and appropriately allocate employment for special groups. 1. Psychological test knowledge.

2. Structured interview knowledge

3. Basic knowledge of ergonomics

(4) The introduction of labor assignment can make an assignment introduction plan and organize its implementation 1. Master the knowledge of economic contract according to the needs of labor assignment and imported projects.

(e) exit interview 1. Be able to master the skills of exit interview and understand the reasons for leaving.

2. Be able to put forward measures to reduce employee turnover according to the reasons for employee turnover. 1. knowledge of exit interview

2. Strategies to reduce employee turnover rate

3. Training and Development (1) Establish a training system. We can draft and explain all kinds of training systems accurately and normatively according to the situation of enterprises, and we can propose modification plans in time.

(2) Make training plan and scheme 1. According to the development goals of the enterprise, guide and assist other departments to make employee development plans and determine training objectives.

2. According to the needs of organizational development and the performance and ability of employees, the basic principles for determining training objectives are put forward.

3. Be able to write an analysis report on the training needs of employees.

4. Be able to put forward suggestions on training methods according to training objectives, training objectives and enterprise training resources.

5. Be able to draft training plans and make annual plans and budgets 1. Understand the training needs analysis of new employees.

2. Training needs analysis knowledge

3. Career management principles

4. Task analysis knowledge

5. Ability and performance evaluation knowledge

6. Training methods to analyze knowledge

7. Basic knowledge of talent science

(3) Training management can analyze and screen all kinds of training institutions and determine the appropriate training institutions.

Be able to formulate training management system, organize and coordinate curriculum setting, textbook selection and teacher selection, and implement training management 1. Education management related knowledge.

(d) Evaluation of training quality and effectiveness 1. Master the method of evaluating the quality and effect of training.

2. Be able to draft the training evaluation report 1. Training evaluation knowledge

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Four. Assessment and evaluation (1) Organization and implementation of assessment 1. Be able to plan and organize evaluation activities and put forward suggestions for establishing evaluation institutions.

2. Express the assessment intentions and methods in accurate language and words to ensure the effective implementation of the assessment work.

3. According to the management authority, the assessment results can be accurately and concretely fed back to the assessed, and suggestions for improvement and development can be put forward.

4. Be able to correctly mediate and handle evaluation complaints.

☆5. Be able to assess the implementation knowledge objectively and scientifically according to the characteristics of the post and the design of the organization.

2. Feedback knowledge of evaluation results

3. Complaint handling knowledge

☆4. Design of performance evaluation indicators and standards

(II) Summary and application of evaluation results (effect) 1. According to the assessment results, put forward suggestions such as rewards and punishments, salary and training and implement them.

2. Be able to present the evaluation effect analysis report 1. Various rules and regulations of the organization.

2. Personal motivation knowledge

Verb (abbreviation of verb) salary and welfare management (1) salary management 1. Ability to use job evaluation techniques to determine job grades.

2. Be able to draft and explain various salary and welfare systems, and put forward revised plans in time.

3. Be able to grasp the price trend of the labor market in time, analyze the unit salary, and put forward appropriate salary adjustment suggestions.

4. According to the personnel plan, independently prepare the draft salary plan with accurate language and figures.

5. Be able to independently draft salary and bonus adjustment plans and organize their implementation.

6. Be able to calculate the enterprise labor cost 1. Knowledge of job evaluation tool design.

2. Understand the external salary balance

3. Pay survey knowledge

4. Knowledge of salary plan

5. Knowledge of salary structure

6. Knowledge of wage adjustment

7. Labor cost measurement knowledge

(2) Welfare management 1. According to the payment ability of enterprises, welfare projects can be designed to improve the cohesion of enterprises.

2. According to the payment ability of enterprises, supplementary pension insurance and medical insurance schemes can be designed to improve the cohesion of enterprises.

3. Be able to design employee commercial insurance scheme 1. Principles and methods of enterprise welfare project design.

2. Supplement the knowledge about the design of endowment insurance scheme.

3. Supplementary knowledge of medical insurance scheme design.

4. Commercial insurance knowledge

Intransitive verb labor relations management (1) labor contract management 1. Be able to draft and modify the text of labor contracts and related special agreements.

2. Be able to negotiate and sign labor contracts and special agreements according to the authorization of the legal representative.

3. Be able to manage the changes of the labor contract and special agreement and the medical treatment period 1 during the performance of the labor contract. Knowledge of concluding labor contracts.

2. Have knowledge of drafting labor contracts and special agreements.

3. Legal person authorized knowledge

(two) to participate in the negotiation and implementation of collective contracts. Be able to participate in the negotiation and conclusion of collective contracts on behalf of enterprise legal persons in accordance with the principle of collective contracts.

2. Be able to coordinate the implementation of the terms of the collective contract 1. Relevant trade union rules and regulations.

(3) Participate in labor dispute mediation 1. Able to participate in labor dispute mediation according to various labor laws and regulations.

2. Be able to analyze various cases and put forward countermeasures to prevent labor disputes. 1. Understand the labor dispute mediation procedure.

2. Basic knowledge of labor dispute case analysis

(4) employee newsletter 1. Ability to establish communication channels, communication systems and methods.

2. According to the communication results, timely put forward suggestions to improve labor relations and prevent labor disputes. 1. Knowledge of individual psychology and individual behavior.

2. Knowledge of group psychology and group behavior

3. Knowledge of overcoming communication barriers

4. Labor dispute prevention knowledge

(5) Occupational safety and health 1. Be able to formulate the occupational safety and health system of the unit according to the national occupational safety and health laws and regulations.

2. Put forward the cost budget.

3. Ability to create an organizational working environment 1. Financial knowledge

2. Working environment, basic knowledge, professional functions, work content and skills, and relevant knowledge.

1. Establishment and adjustment of human resource planning (1) organizational structure 1. Be able to analyze the current organizational structure and the advantages and disadvantages of similar enterprises according to the strategic objectives of enterprises.

2. Put forward the ideas, methods and steps to optimize the organizational structure. 1. Knowledge of organizational structure and design.

2. Knowledge of organizational design procedures

3. Knowledge of organizational relations

4. Understand the future strategy and organizational structure

5. Organize assessment of knowledge

(b) Formulate the reform plan of human resource management system 1. According to the changes of the internal and external environment of the enterprise, the general idea of reform and innovation can be put forward in time.

2. Establish human resources policy system and guide subordinates to formulate management system 1. Knowledge of economic growth and business cycle.

2. Knowledge of macroeconomic policies

(3) Auditing the human resource management expense budget can audit the human resource management expense budget and enterprise management expense knowledge.

2. Recruitment and Allocation (1) Establishment and innovation of personnel recruitment and allocation system 1. Be able to supervise the implementation effect of the system and ensure the realization of organizational goals.

2. According to the changes in the internal and external environment of the organization, timely put forward suggestions on system innovation 1. Internal labor inspection procedures of enterprises.

2. Management and environmental knowledge

(2) Formulate a medium-and long-term post and staffing plan 1. Be able to organize and formulate implementation plans according to the long-term planning of posts and personnel, and guide subordinates to make annual plans.

2. Be good at influencing employees with organizational culture, form good organizational norms and behavioral norms, and establish team spirit within the organization 1. Knowledge of leadership behavior.

2. Team management knowledge

3. Meeting communication knowledge

4. Organize cultural knowledge

3. Training and Development (1) Make a training and development plan 1. Be able to track and study the present situation of human resources in the organization, make evaluation and analysis, and organize and formulate the human resources development plan for long-term operation of the enterprise according to the needs of the organization and future development.

2. Be able to put forward talent development strategies that meet the organizational development goals and formulate career plans that can enhance employee development. 1. Evaluate knowledge.

2. Knowledge of human resources strategy

3. Career planning knowledge

4. Management development knowledge

(b) Guiding the implementation of training 1. Establish a learning organization and design a training and education development system.

2. Be able to guide the implementation of the human resources development plan and ensure the resources (including human resources investment) for the implementation of the plan 1. Establish learning organizational knowledge.

2. Staff training and education system development knowledge

(c) Quality and effectiveness of training 1. Ability to design training effect evaluation scheme.

2. Be able to design a training effect evaluation tool 1. Training and evaluation scheme design knowledge.

2. Training assessment techniques and tools

Four. Evaluation (1) Establish an evaluation system 1. According to the needs of organizational development goals and organizational culture, a perfect performance appraisal system can be established.

2. Be able to guide subordinates to formulate and put forward the assessment system scheme, and determine the objective and scientific assessment standards and methods. 1. Understand performance management and improvement.

2. Understand the design of performance evaluation system.

(II) Guidance on the implementation of assessment 1. Supervise and guide the evaluation process to ensure the fairness and authenticity of the results.

2. Be able to put forward the application method of assessment results in time, and guide employees to unite with organizational goals.

Verb (abbreviation of verb) salary and welfare management (1) determining the salary strategy of an enterprise can put forward the salary strategy suitable for the organization according to the price of the labor market and the cost tolerance of the enterprise. 1. Understanding of wage determination under market economy conditions.

2. The formulation procedure of enterprise compensation strategy

3. Wage and welfare theory

(2) Improvement and innovation of salary system 1. Proficient in salary related laws and regulations and enterprise rules and regulations, and provide consulting services for organizations.

2. According to the basic system and development needs of the organization, timely put forward suggestions for the improvement and innovation of the salary system, and adopt effective methods to make all parties accept new suggestions, so as to improve the incentive effect of salary. 1. Evaluation method of salary scheme and strategy.

2. Salary incentive theory

3. Distribution theory according to labor and production factors

4. Sharing theory

6. Labor relations management (1) Handling of unexpected events and abnormal transactions 1. In the complex events involving labor relations, sort out the clues, grasp the key points, and put forward corresponding countermeasures in time.

2. Be able to put forward emergency prevention strategies and solutions 1. Emergency control and prevention knowledge.

Participate in collective bargaining 1. Be able to put forward collective bargaining scheme on behalf of enterprise management.

2. Use flexible negotiation skills to promote the signing of collective contracts. Understand the organizational structure and decision-making procedures of trade unions.

2. The main contents of collective bargaining

3. Understand the external policy environment

4. Negotiation skills

(3) Participate in the dispute procedures for handling collective labor disputes and performing collective contracts 1. Proficient in labor dispute handling procedures, able to guide subordinates to analyze complex cases.

2. Be able to put forward appropriate strategies to solve collective labor disputes according to environmental changes. 1. Understand the handling procedures of collective labor disputes and the handling procedures of collective contract disputes.

(d) Establish communication channels and create organizational culture. 1. Be able to put forward effective organizational management strategies and organize their implementation, break down barriers among groups, units and strata, and establish healthy relationships with each other.

2. Organize and guide subordinates to establish communication channels and systems, master communication skills, and be able to establish good internal and external interpersonal relationships.

3. Intercultural communication 1. Knowledge of leadership psychology and organizational behavior

2. Knowledge of organizational culture and behavior

3. Organizational change and knowledge development