outcome1.doc

introduction to managing the human resourcename:yunzhao anclass:business management 1no：5920090283 date: april 6, 2011beijing institute of technology1 define human resource managementeffective development of human resources, reasonable configuration, full use and scientific management system, laws, procedures and methods of the sum of the human resource management: the policies and practices involved in carrying out the “people” or human resource aspects of a management position ,including: recruiting, screening, training, rewarding, and apprising.2. describe how human resource management differs from personnelmanagementpersonal management(traditional approach) including marginalised mangament function that is not seen as central to the business needs of the organisation but merely there to provide a welfare sevice to workers.reactive role takes action to put in place policies and procedures in response to requestes from line mangers.besides,human resource management(new approach) is included as well that strategic management function.there are 2 points,one is seen as key to the business needs of the organisation and involved in decision making at a strategic level. recognises that the workers in an organisation are its most valuable asset.another one is anticipates organisational needs and introduces innovative ideas,for example restructuring the whole organisation to increase communication between management and workers.3 in the evolution of personnel and human resource management, four major stagescan be discerned social justice,human bureaucracy,consent by negotiation organisation and integration.briefly describe the key developments in each of these stagesa:human resource management as a distinct profession development can be traced back to the industrial revolution, factory establishment personnel department, research staff wages and welfare personnel management policy of giving way to human resources personnel functions from the nineteenth century the work of social reformers appear. in the early factory workers facing extremely bad conditions, long working hours, and mostly living in slums. this soon caused riots in several workers, the government will intervene to provide basic rights and protection of workers and the need to force the manufacturers to comply with the establishment of a formal mechanism to study the wages and benefits and other laws and regulations, and other remedies labor-related issues. this has led to personnel management as a unique industry appear. these workers, reformers criticized robert owen, lord shaftesbury, or exploitation.bin the early 20th century, began to focus on human welfare and more areas, this period began large-scale enterprises. human resource management aims to maximize the efficiency of the employees, so the organization should be the most effective way to use labor. later, the rise of employee relations began to study the theory of social relations, staff morale and productivity is also affected an important factorc consent by negotiationthe labor union history dates back to the guild system in europe began, the purpose is to protect the status and choice of professional skills of the master control system. this is the beginning of how to form trade unions is how to combine large numbers of workers to create their own rules, not those set by their employer in the following section an example. this is ten? nineteenth century became the alliance, the national labor union, this is the first establishment of the national union is very popular. this is the union how to start? exist. it all started as a great idea, and become what we see today. although the agenda of todays union may be changed, but the ideals and objectives are more or less unchanged. university courses began to personnel experts. the government has set up a consulting service for employers to continue todays acas. employee relations is an underlying philosoph, and the necessary attitudes and skills, rather than specific management functions and specific activities. union is its name implies - it is the people for the sake of their trade union. in other words, it is an organization of workers, wage increases in order to achieve some common goal, better working conditions, the government established employers, acas advisory serviced organisation and integrationfrom around 1970, human and professionals to start building a relationship between organization and management more closely, not only deal with staff matters. appeared at this time of recruitment, training these new areas of human expertise has also been progress, can be an example. promotion of information technology to human. sector development and change of personnel reasons: since the 1970s, the emergence of the law on employment, labor structure change. layoffs and recruitment organizations, employment of women, as well as the emergence of part-time employees, technology development and the weakening of trade union rights4 what are the key functions of human resource management?business transformation and change managementbusiness transformation and change management,which means business transformation is a key executive management initiativeby whom? that attempts to align an organisations initiatives relating to people, process and technology more closely with its business strategy and vision. the initiative aims to support and help innovate new business strategies and to meet long-term objectives.compensation and employee benefit management means employee benefits and (especially in british english) benefits in kind (also called fringe benefits, perquisites, perqs or perks) are various non-wage compensations provided to employees in addition to their normal wages or salaries.1 where an employee exchanges (cash) wages for some other form of benefit, this is generally referred to as a salary sacrifice or salary exchange arrangement. in most countries, most kinds of employee benefits are taxable to at least some degre