Overview of Human Resource Management 人力资源管理 英语论文.doc

overview of human resource management contents1. overview of human resources.31.1 the concept of human resources.31.2 the role of human resources.32overview of human resource management.32.1 the meaning of human resource management.32.2 the goal of human resource management43 the stability of human resources43.1why organizations must keep its human resources stable ?.43.2 how the organization to maintain the stability of its humanresources.54the flow of human resources.64.1mobility of human resources introduction.64.2why do organizations have to maintain the mobility of human resources in some areas .64.3how organizations promote the flow of human resources.75 conclusions.86reference.87 reference site.9overview of human resourcesthe concept of human resourceswhat is human resources? human resources are the people with the contribution from the role of value creation and can be organized by the use of physical and mental combined.this interpretation includes the following points(1)human resources is the essence of people with combined mental and physical, can be referred to as the ability to work.(2)this ability to be able to contribute to wealth creation from the role as a source of wealth information.(3)this capability should be used by organizations, where the organization not only as large as a country or region can also be as small as a business or unit.the role of human resourcesto employees as a resource to be developed today, the only way is through constant training, to improve to achieve. available resources in the enterprise, human resources are the most dynamic, is also the most energy explosive. however, we want to upgrade human resources management framework across the enterprise status, human resources management must be continuous, effective, outstanding performance, executives will be recognized by other departments. any pursuit of excellence in business, if it is to continue to gain in market competition advantage, must pay attention to human resource development and management. left the effective management of human resources, there will not be a sustainable competitive advantage and excellence in business.many people believe the company should increase the importance of human resources to the strategic level, human resource managers should participate in the formulation of business strategy, and even established position of vice president of human resources to ensure that human resources in the enterprise system has enough power authority. in my view, the authority of human resources is beyond doubt, the key is the specific human resource managers, whether they have the appropriate qualifications, whether they have the appropriate capabilities, whether there had been creating history of success, whether with other departments have good cooperation. if the head of human resources of these problems can give a positive answer, and its power system in the enterprise is inevitable that the authority is unchallengeable. overview of human resource management the meaning of human resource managementhuman resources management is the so-called enterprise to acquire, develop, maintain and effectively use in the production and management of human resources essential to the process by applying scientific, systems technology and methods of a variety of related planning, organization, leadership and control activities to achieve business goals.the goal of human resource managementa goal is a human resources management human resources management responsibilitie and needs to be done to achieve the performance. human resources management should consider the realization of organizational goals, but also consider the development of individual employees, emphasizing the achievement of organizational goals while achieving the comprehensive development of individuals.终极目标具体目标价值链hrm相应职能活动the stability of human resourceswhy organizations must keep its human resources stabletodays world economy has been in a more volatile. internationalization and globalization of the economy, the world changes in any one place are quickly passed around the world. markets have been hit more than ever before. the large fluctuations in this market will inevitably lead to corporate employment instability. enterprise resource flows and the employees are forced to flow upward trend. for a long time in the management of employee turnover has been in a dilemma. on the one hand, changing the companys human resource needs in terms of type or quantity are in constant flux, but on the other hand, both the company and are in need of employment or staff have considerable stability. therefore, in the management to reconcile these two different, but equally important is the need, which gives the stability of the management of human resources, a lot of problems. at the same time, a useful talent for business and often unstable, in this context, research and analysis of enterprise employees is urgent and necessary stability.the benefits of maintaining the stability of human resources: (1) can maintain the stability of corporate culture; (2) alternating new and old employees to reduce work process caused by delay; (3) reduces the recruitment of new staff and new staff training costs.how the organization to maintain the stability of its human resourcesthe following methods can maintain the stability of human resources:(1) transparent interpretation of the labor contract law, the correct guidance staff; (2)full function of corporate culture, identity and belonging to improve staff; (3)improve the working mechanism, stability, expertise; (4)important factors can not be ignored - pay to keep people; (5)improve career planning and reduce the blind flow; (6)improve the internal labor market, reducing the impact of the loss of human resources; (7)identify all types of people, focusing on stability in key personnel.(8)accelerate the pace of development.corporate human resources policies must comply with state enterprise management, organizational status, operating conditions change and changes in business objectives, thus, the enterprises human resources management must be based on the following principles, according to the business environment within the enterprise and change .(一)stability principle stability rule requires enterprises to continuously improve the efficiency and accumulated operating costs, corporate human resources and stable development of enterprises should be the prerequisite and basis for its management. (二)growth principles growth of an enterprise operating principle is the increase in capital accumulation, increased sales, expansion of business scale and market circumstances, the staff will increase. human resources are the basic content and objectives for business growth and development. （三）sustainable principles human resources should be the vitality of enterprises and sustainable growth, and maintain the development potential of enterprises for the purpose of forever. must be committed to labor coordination, personnel training and work to cultivate a successor, in reality, companies do not represent the temporary prosperity long-term development of enterprises, so this requires business leaders and human resource managers, with a long term vision and broad-minded, proceed from the overall long-term development, and coordinate labor relations, good business people and cultivate successors recycling work. therefore, the human resource strategy for their overall strategy must be an integral part of, and human resources strategy is to contact their overall strategy and specific human resources activities of a bridge. whether it is practical, or retreated, eventually to be sure of a degree. it has been said: a strategic adjustment of enterprises often can not be said to be a smart company, and a lack of stability of the organization, it will not be a purposeful organization.the flow of human resourcesmobility of human resources introduction（1）manufacturing flowcut is not suitable for employees, organizational restructuring and the glow is a key step in the vitality of enterprises. only gone to the wrong people to the right people to leave. this is an entrepreneur in the voice of experience. in the not sure who is suitable for business, you can at least find out who are not suitable for business. （2）maintain the liquidity necessary to grasp the degree ofwe all know that 2 / 8 rule. 80% of the value from 20% of human creativity, business to give it 20% to 80% of the return. this theory is being used in the current organization and management. the effect is to retain 80% of business people, abandon 20% of the staff. because under the normal distribution, since 20% of the elite, it seems that there should be 20% needs to be eliminated. although this figure somewhat subjective, but the truth is self-evident. every business has some people to be excluded, but how to find these people? in general, corporate layoffs have both practical and retreats. retreat is to lay off as an incentive. of employees to a certain tendency to contain or to certain forces to combat. redundancy is not a goal, but only means. through layoffs, so that organizations have been re-integration, and create a sense of crisis. pragmatic is the layoffs as a means of strategic adjustment. in the adjustment process, the part of the interests of staff will be affected. from the perspective of corporate interests, would have to lay off some employees.why do organizations have to maintain the mobility of human resources in some areas mobility organization in some industries is difficult to control. any talent flow, the knowledge to stay, which is a it companys slogan. not the same as with other enterprises, this enterprise is never shy about the flow of talent. the reason we do not care about the employees leave, the objective is that this trend can not evade or willfully obstruct containment. its always broke, why not be able to comfortably break it? perhaps such a theory a little too idealistic, but the atmosphere of an open organization to maintain the vitality of enterprises is indeed a key factor. because good workers are not hired, it is cultivated.how organizations promote the flow of human resources(一)clear public sector human resource flows in the market are. market mechanism to play a role in human resource flow, a basic condition is to have the main supply and demand autonomy. laborers are the owners of human capital, of course, enjoy the benefits of human capital the right to transfer the right of disposal, the principal can not be free of any other violation of this right. otherwise, the flow of workers to a lack of initiative and enthusiasm to continuously improve their quality of lack of entrepreneurial spirit. of the public sector can no longer be as simple as in the past the organizations obligation to promote personal and obedience, but also the effective protection of individual rights of workers, respect for the workers personal interests. at the same time, to change the highly centralized personnel management system, based on the actual situation, devolution of management authority, the necessary supervision, so that public organizations have more autonomy in personnel employment options. this autonomy through the implementation of supply and demand sides, to better allow the market mechanism in the public sector play a role in the flow of talent. (二)improve market regulations and social security system. promote market-oriented public sector reforms of human resources, we must strengthen the legal system, improve the human capital property rights, labor relations, employment promotion, staff training, income distribution, dispute mediation and other laws and regulations, create a more robust system of norms of human resources market. social security system is seriously affected decision-making behavior of human resource flows need to strengthen the social security system, in particular, to make unemployment benefits, pension insurance and work-related injuries, medical care, housing and other building security system and actively create conditions to gradually to cover all employees higher degree of social management, fund transfers unified social security system transition. chinas current public sector and private sector workers in housing, pension, health care and other aspects of security are great differences, affecting the normal flow of public and private sector personnel. therefore, reform should be leveled as much as possible the artificial gap in the supply and demand in market liquidity, equal to the subject, to lift the flow of public officials to worry about. (三)reform the household registration system. chinas current household registration system is designed to limit the movement of persons, attached to its function on too much, fail to meet requirements of market economy. the long run, let alone become a household registration system, occupation or place of residence of citizens of signs, no longer has other functions. the current state should develop a unified household registration for the flow of human resources management approach as a transition, to promote the rational flow of them in the country, breaking the geographical and sectored division closed, and gradually establish a national human resource flow market. can also be implemented where soft flow approach, breaking the restrictions household registration system, namely, the flow of people, with or without accounts, as long as the ground work for some time, residents can enjoy the treatment, and change management for the household identity management, and change the movement for intellectual flow, thereby eliminating the flow