人力资源管理英文论文

人力资源管理英文论文

Human Resource Management

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人力资源管理

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人力资源管理英文论文

Human Resource Management and Managers

Summery

Human resource management from the rise since the mid-80s, as a new subject, the development of a ten years time, however, but the human resource management theories and methods have been widely used in an international context together, and have achieved remarkable results.

With the advent of the 21st century, Human Resource Management, as a relatively new management subject, is playing a more and more important role in today’s business activities.How to carry out the enterprise human resources management and development activities, to establish a 21st century economic development and adaptation of human resources management system, enterprise managers will be facing a major issue.

This report will be divided into two sections about human resource management. The first section will introduce what is human resource management and it importance in modern management process. The second section will discuss what should managers in organization do while managing employees, and introduce some human resource management tools.

Key words:

Human Resource Management, Strategic Human Resource Management, Human Resource Management Tools

As we know an organization consists of people with formally assigned roles who work together to achieve the organization's goals. A manager is the person responsible for accomplishing the organization's goals, and who does so by managing the efforts of the organization's people. Most experts agree that managing involves five functions that include planning, organizing, staffing, leading, and controlling. In total, these functions represent the management process. In modern era, how to manage staff has become an important part of business management, not only in companies but also all kinds of organizations. And staff management became an science, that what we talking about today, Human Resource Management (HRM)

What Is Human Resource Management?

Human resource management is the process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness concerns. The topics we'll discuss should therefore provide you with the concepts and techniques you need to perform the "people" or personnel aspects of your management job. And these include conducting job analyses, planing labor needs and recruiting job, selecting job, orienting and training new employees, managing

人力资源管理英文论文

wages and salaries, providing incentives and benefits, appraising performance, communicating, training and developing managers, and building employee commitment. And a manager should also know how to equal opportunity and affirmative action, give concern of the employee health and safety, and handling grievances and labor relations.

Why Is Human Resource Management Important to All Organizations?

You might ask why are these concepts and techniques important to all organizations? Perhaps it's easier to answer this question by listing some of the personnel mistakes organization don't want to make while managing. For example, company don't want to: Hire the wrong person for the job

Experience high turnover

Have your people not doing their best

Waste time with useless interviews

Have your company taken to court because of your discriminatory actions

Have your company cited under federal occupational safety laws for

unsafe practices

Have some employees think their salaries are unfair relative to others in

the organization

Allow a lack of training to undermine your department's effectiveness

Commit any unfair labor practices

As you can see these abjective problems above, which can drop the company into trouble situation. It's necessary for the company to start HRM, and keep in move smoothly.

Employers are also experimenting with offering human resource services in new ways. For example, some employers organize their HR services around four groups: transactional, corporate, embedded, and centers of expertise.

The transactional HR group focuses on using centralized call venters and

outsourcing arrangements with vendors (such as benefits advisors) to provide specialized support in day-to day transactional HR activities (such as changing benefits plans and providing updated appraisal forms) to the company's employees. The corporate HR group focuses on assisting top management in "top level" big

picture issues such as developing the company's long-term strategic plan.

The embedded HR unit assigns HR generalists (also known as "relationship

managers" or "HR business partners") directly to departments like sales and the departments need.

The centers of expertise are like specialized HR consulting firms within the

company — for instance, providing specialized assistance in areas such as organizational change.

Someone always has to staff the organization, so human resource managers have long played important roles. Working cooperatively with line managers, they've helped administer benefits, screen employees, and recommend appraisal forms, for instance. However, exactly what they do and how they do it is changing. Some of the reasons for these changes are obvious. For example, employers can now use intranets to let employees change their own benefits plans, something they obviously couldn't do, say,

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