人力资源英文文献翻译及参考文献 第6页
4 Proposal
Human resources management is a dynamic process management, through the above four system, in the day-to-day management of enterprises continued to improve human resources management system, enabling the operation of human resources to achieve : "primer progress" and "education" good "the right" and "left to live," and the three elements of enterprise management of human, financial, and from the people to solve the problem, the management of natural upgrade soon, and I carry the ease Matthews.
"Personnel Management" has evolved into a "human resources management", and the fundamental reason, because human resources management Indeed there are two functions, administrative functions and strategic functions
From the administrative functions standpoint, the day-to-day management of human resources is more tactical and administrative nature. for example, recruitment of staff, a new staff training, basic skills training, wage calculation and payment, attendance management, organized sports activities, the management of personnel files, and so on. The large volume of the day-to-day work is usually called "personnel work." As part of the work is almost impossible from the nature of the enterprise's core values have an impact, in some developed countries, Some of these companies have some of the functions transferred to the community of professional service firms or consultants.
From the strategic point of view, the functions of the human resources management philosophy, it is to be regarded as employees of a very important resource, the value of enterprises is an important reflection Human resources management of these resources is to be effectively developed and utilized, so as to enhance core competitiveness of the major driving force. Its routine work including the development of human resources development planning, assisting enterprises restructuring and business process design, provide merger and acquisition proposals in respect of participation in the provision of business information and enterprise competitiveness, formulating plans to retain talent, help improve operational personnel's ability to solve problems and so on. Unfortunately, many human resource managers is limited to the discharge of their administrative functions, while ignoring the strategic functions.
Human resources departments value through improving staff efficiency and organizational efficiency to achieve. Human resources management, with the enterprise's strategic goals, and day-to-day work of integration to business, we will be able to create the value of their own work. Human resource managers, for enterprises and value-added services, for the direct creation of the value of the sector to create the conditions for achieving this target in order to win the respect accordingly. Now I put themselves in a bit of experience to share with you.
I serve the company still is a foreign to the electronic system integration and software development for the main business of high-tech enterprises, in the insurance field have a higher profile. On the operational side, the strategy is "a software-based, providing comprehensive solutions to enhance the quality service." However, the rapid process of growing up, like many high-tech enterprises, foreign companies still have to be a brain drain, top talents to a forest, the new light for business-oriented management difficulties, which has happened before staff discontent customers complain about the situation. Analysis of the past few years of experience and lessons of failure, the management of the companies in last year's wrap-up meeting reached a consensus : "Customer demand for the company determines the demand, the organization and its stability is to meet customer demand, achieve customer value, a fundamental guarantee of good talent enterprise development mechanism is the fundamental driving force, human capital value to be higher than that of financial capital value. " So, we established the Shang Yang in the area of human resources management strategic functions -- for customers, shareholders and staff tripartite win-win situation "3W principle" (Win-Win-Win). Day-to-day management of human resources is mainly centered on the "value-added three, 3 satisfied" with the core ideas for change, Human Resources is working to enable customers value-added, value-added companies, the employees value, purpose is to enable customer satisfaction, allow shareholders satisfaction, staff satisfaction.
To achieve the above functions and objectives, the company increased the human resources development inputs, and the staffing of the human resources department, training funds, consulting costs, staff pay and benefits adjustment ensured. Human Resources duties, wages started to collect biographical notes, choose training courses and other traditional personnel management, The shift in emphasis to the development of human resources, improve the business value and competitiveness of the core content. Human Resources staff from the day-to-day office work, the experience of the work by the offers high flexibility high value-added content of the business potential. The main idea is that by the staff and the optimization of the organizational team optimization, and to improve the efficiency, thereby improving the efficiency of labor (labor productivity). 毕业论文
http://www.751com.cn/ 论文网
http://www.751com.cn/The so-called personal optimization is through attract, retain, motivate, develop staff and improve its efficiency and enthusiasm, it is always personal best, the performance improved. This was seen as Human Resources, the day-to-day administrative functions. Include the following six aspects : to choose (Staffing, personnel recruitment and deployment). use (Performance Management, Position Competency Evaluation & Analysis, performance management, job analysis and evaluation, personal analysis) nurturing (Training and Development, training and career development training), reservations (Compensation and Benefit, compensation and incentives), Behavior Management (Policy and HRIS, the staff code of conduct and staff information system), Enterprise Culture (Employee Relations and Motivation, staff relations and staff motivation). Human resources management to enterprise value-added services .
Organized team optimization is through participation in the enterprise's business decision-making, organizational decision-making, design and corporate culture change, so that the overall enterprise highly optimized organizational efficiency for companies to save costs and increase output. This is the human embodiment efficient organization, as well as human resources management functions of the deep. Corresponding to the contents of the work : human resources development policy (HR Direction Setting) building high-performance organizations (High-Performing
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