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英国论文代写范文精选-Human resource management

2016-06-13 | 来源:51due教员组 | 类别:更多范文

51Due英国论文代写网精选assignment代写范文:“Human resource management”,这篇论文讨论了人力资源管理。在当今时代,如何管理员工已成为企业经营管理的重要组成部分。人力资源管理是一个过程,获取、培训、评价、和补偿员工,处理他们的劳动关系,健康和安全,公平问题。

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.

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.

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 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.

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 to provide specialized support in day-to day transactional HR activities to the company's employees. The corporate HR group focuses on assisting top management in picture issues such as developing the company's long-term strategic plan.The embedded HR unit assigns HR generalists Managers.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,20 or so years ago. Some other trends shaping human resource management practices are perhaps more subtle. These trends include globalization, technology, deregulation, debt. As trends like these translate into changes in human resource management practices, and in what employers expect from their human resource managers. We'll look at some specifics.

The new human resource managers. Today, we've seen that companies are competing in a very challenging new environment. Globalization, competition, technology, workforce trends, and economic upheaval confront employers with new challenges. In that context, they expect and demand that their human resource managers exhibit the competencies required to help the company address thew=se new challenges proactively. They focus more on big picture issues, they find new ways to provide transactional services, and they have new proficiencies.

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.

It required employees with the knowledge, skills, and motivation to run the new automated plant. Therefore, included detailed guidelines regarding what skills and knowledge the workers would need, as well as exactly how to recruit, test, select, and train such workers. High-performance work systems. The multitude of competitive and economic challenges also means that employers must focus like a laser on productivity and performance improvement. A high-performance work system is a set of human resource management policies and practices that together produce superior employee performance.

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

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.

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