人力导论1doc.doc

hnd business human resources management: dn7834candidate name: ning miaostudent id: 115101307tutor: minggui qusubject: what is human resources management?words account: 1338introductionthe human resource management and personal management are very important in the managerial history. but with the social development, some theories had not suit the conditions. the personal management had dot fit the developing society. so, the human were put forward a new theory that human resource management to add the shortage of personal management. we will know what is human management resources. the theory can help people settle problems and increase the working efficiency. humans can utilize it to improve the managerial efficiency.define human resources managementthe definition of human resources management is that administrative discipline of hiring and developing employees so that they become more valuable to the organization. “management process includes the planning, organising, leading and controlling that takes place in order to accomplish objectives. management is the process of efficiently getting activities completed with and through other people.” the paragraph comes from ppt, minggui qu in my opinion, the human resource is that division of a company that is focused on activities relating to employees. these activities normally include recruiting and hiring of new employees, orientation and training of current employees, employee benefits, and retention. formerly called personnel. in addinion to, i think the human resources management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. human resources management is also a strategic and comprehensive approach to managing people and the workplace culture and environment. effective hrm enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organizations goals and objectives.the different human resource management and personal managementthe personal management birthed earlier than the human resources management. the personal management was created in the early part of the 20th century and is considered to be the more traditional approach to managing people in organisations. in addition,human resources management appeared in the 1980s, is show a new approach compare with the personal management. human resource management was introduced was a term to reflect how organisations achieved the best from employees. sqa, introduction to managing the human resource, china modern economic publishing house, 2009(2) “human resources management is spoken about in a much broader sense than personnel management. it has been said that hrm incorporates and develops personnel management skills. it is human resources management that develops a team of employees for an organization.” /od/glossaryh/f/hr_management.htm i think the human resource management is more suitable for the present society. on the one hand, i think personnel management is fit for dealing with employees, their payroll and employment laws. on the other hand, human resources management deals with the management of the work force, and contributes to an organizations success. hrm basically deals with developing personnel management skills. it is human resources management that develops a team of employees for an organization. i believe that the personnel management is considered to be reactive and human resources management is stated to be proactive. personnel management focuses on administrating people or employees. on the other hand, the prime focus of human resources development is to build a dynamic culture. personnel management is independent from an organization. on the contrary, human resources management forms an integral part of a company or an organization.human justicethis period is very inportant for the development of human resource management history. in this stage, social justice was to set up a society or organization to give people equal chance and respect human right according to a principle that the equality, solidarity and acknowledge the human power. in the 19th century, it is the original period for human resource development. “deriving from the work of social reformers such as lord shaftesbury and robert owen. their criticism of the free enterprise system and the hard ship created by the exploitation of workers by factory owners led to the appointment of the first personnel managers. in the late 19th and early 20th centuries, some large employers began to appoint welfare officers to manage new initiatives designed to make life less harsh for their employees.the results were higher productivity, improved retention of the workforce and a bigger pool of applicants for each job.the more obvious welfare initiatives promoted by employers today include employee assistance schemes,child care facilities and health-screening programme. the human justice made is a footstone in the human resource history.” the paragraph comes from ppt, minggui qu in this stage, it develops very fast and quick. it makes basement for later theories growth and development.human bureaucracy the human bureaucracy period has key effect for human resource management. in this stage, managers not only took care of the profit, but also the warfare focused so that to achieved the organisational purposes. so, caring about staff became more and more important in running.in the early 20th century, the human bureaucracy birthed and the first world war also happed in this period. “it combined organizational structure, procedures, protocols, and set of regulations in place to manage activity, usually in large organizations. a bureaucracy is directly responsible to the leadership that creates it, such as a government executive or board of directors, as a matter of practicality, the bureaucracy is where the individual will interface with an organization such as a government etc. large-scale industrial organizations.” the paragraph comes from ppt, minggui qu i think that in this stage, the managers made the strict standardization and cooperation to ensure the high working efficiency.consent by negotiation the managers negotiated with staff increased very important in the second world war. the staff became a scarce resource and required larger right. so the managers were required to satisfy their needs. the governments had to do some actions to support those.consent by negotiation appeared from 1950s to 1960s which the second world war had finished. “in this phase, it has full employment and labors become scare resource. the most important achievements are: collective bargaining role, growth in trade-union, university course and advisory service. in the u.s, a tremendous surge in union membership between 1935 and 1950 leads to a greater emphasis on collective bargaining and labor relations within personnel management.” the paragraph comes from ppt, minggui qu in this period, the personal management developed and made important role in bargaining skills so that to it can suit the novel changes.organisation and integrationduring the organization and integration stage, people pay attention to the changes of environment. in this period, the human resource management had developed very complete and can deal with the most abrupt conditions.the stagebegan in the early 1970s and end in 1980s. this phase was characterised by the development of career ladders and opportunities within organisations for personal growth. the latter remains a concern of personnel managers today, with a significant proportion of time and resources being devoted to the recruitment, development and retention of an elite core of people with specialist expertise on whom the business depends for its future. the paragraph comes from ppt, minggui qu the specialist technique growed vey quick in this stage. personnel managers payed more attentions on the manpower or workforce planning. the information technology was significant too. not only the managers had to collect more detailed and complex information about employees but also tried more energy to deal with those problem. what are the key functions of human resource management?human resource planninghuman resource planning is both a process and set of a plan. it is how organisations assess the future supply of and demand for human resources.recruitment, selection and inductionrecruitment includes the job analysis, job description, person specification, internal recruitment and external recruitment, application forms. the selection contains the leeting, interviews, psychological test and testing. induction can decrease the mistakes of new staff and make them suit new job as soon as.employee relationemplo