人力资源管理英文论文(2)

We'll find that as human resource management has played such important role in

人力资源管理英文论文

organization management, managers would take more responsibilities and pay more attentions in human resource managing.anything the company does, or plans to do, will require managers and other personnel, and therefore a personnel plan. For example, a consulting company's projected number of clients will help determine how many consultants and support staff it needs at each stage of the plan. You may not realize it when you're managing, but your company's strategic plan is guiding much of what you do. Management expert Peter Drucker once said that management "... Is the responsibility for execution." what he means is that as a manager you'll be judged on at least one thing — on the extent to which you accomplished your unit's goals. Organizations exist to achieve some purpose, and if they fail to achieve their ends, to that extent they have failed. As Drucker also said, "there has to be something to point to and say, [we] have not worked in vain." those aims or goals — and the hard work you put into accomplishing them — all of people you hire and how you hire them, what you train them to do, and how you appraise and reward them, for instance — depend on the goals that trickled down to you from your firm's overall plan.

Managing The New Workforce

In the film Slumdog Millionaire, the hero works in an Indian call center. Here, hundreds of his colleagues spend their days juggling calls from client companies' users around the world, the client companies offshored this call-handling task to the call center's relatively low-paid employees.

Offshoring increasingly plays a role in employers' competitive strategies. Offshoring is the exporting of jobs from developed countries to countries where labor and other costs are lower. When a pharmaceuticals company decides to have its drugs produced in China, or you find yourself on the phone with a call center employee in Bangalore, India, offshoring is taking place.

Historically, offshring involved mostly lower skilled manufacturing jobs as, say, clothing manufacturers chose to assemble thir garment abroad. Increasingly, however, employers — are offshoring thousands of higher skies jobs, for instance, in financial, legal, and security analysis.

The human resource manager plays a role at each stage of the offshorin decision. For example, the CEO should have the human resource team involved in the earliest stages of gathering information about things like the educational and pay levels of the countries to which the firm is thinking of offshoring jobs. However, HR's main involvement is usually once the company decides to offshore. For example, the human resource management team needs to establish policies governing things like compliance whit ethical safety and work standards, and pay levels. Human resource management's involvement back home may be even more crucial. Current, home-country employees and their unions may well resist the transfer of work. Maintaining employee commitment and open communications whit employees is therefore important.

Strategic Human Resource Management

We're seen that once a company decides how it's going to compete, it turns to formulating departmental strategies to support its competitive aims. One of those

人力资源管理英文论文

departments is human resource management.

Every company needs its human resource management policies and activities to make sense in terms of its broad strategic aims. Strategic human resource management means formulating and executing human resource policies and practices that produce the employee competencies and behaviors the company needs to achieve its strategic aims. The basic idea behind strategic human resource management is simple: In formulating human resource the employee skills and behaviors that the company needs to formulates a strategic plan. That strategic plan implies certain workforce requirements. ( For example, do we need more computer-literate employees for our new machines? ) Given these workforce requirements, human resource management formulates HR strategies ( policies and practices) to produce the desired workforce skills, competencies, and behaviors. Finally, the human resource manager identifies the measures he or she can use to gauge the extent to which its new policies and practices are actually producing the required employee skills and behaviors. These measures might include, for instance, "hours of computer training per employee", "productivity per employee", and (via customer surveys)"customer satisfaction". Managers call the specific human resource management policies and practices they use to support their strategic aims human resource strategies.

Strategic HR in Action: Improving Mergers and Acquisitions.

As the tredit crises worsened a few years ago, Merrill Lynch looked to Bank of America(BOA) to throw it a lifeline, and BOA obliged bu buying Merrill. Within 2 momths, that purchase wasn't looking so attractive. Dozens of top Merrill managers had quit, and costs were skyrocketing. BOA's experience isn't unique. Until recently, it appears that only about half of all mergers and acquisitions achieved their anticipated goals.

When managers and acquisitions do fail, it's often not due to financial or technical issues but to personnel-related ones. These may include, for example, employee resistance, mass exits bu high-quality employees, and declining morale and productivity. As one study concluded some years ago, mergers and acquisitions often fail due to "a lack of adequate preparation of the personnel involved and a failure to provide training which fosters self-awareness, cultural sensitivity, and a spirit of cooperation". Ir's ironic that, until recently, top …… 此处隐藏：5892字，全部文档内容请下载后查看。喜欢就下载吧 ……