刘希 商务论文.doc

Human Resources ManagementIn this term, we have learned something about business such as Forms of Business Ownership, Management, Production and Operations, Marketing, Human Resources Manageress, Corporate Culture, Electronic Commerce, Business star-up. This paper mainly discusses Human Resources Management (HRM).So what is its definition? From the book , we can learn that HRM process means an ongoing procedure that tries to keep the organization supplied with the right people in the right position .It includes such basic parts as recruiting and selecting , employee training and development, career development,promotion,staff motivation , staff turnover ,appraising and improving performance, pay and benefits,labour relations , work place safety and health, time management and managing stress.PART 1: RECRUITING and SELECTING.As we all know, job market is becoming more and more competitive, so there are many people loss their jobs. If you want to seek for a job, the first thing you should do is interview. In fact, the job interview is crucial to the applicant because it determines the applicant can get the job. As far as I am concerned, a successful job interview depends on many factors. In addition to the applicants neat appearance, polite behavior and clear expression, how he or she performs during the interview is the key. So they should really prepare for the interview! But how? There is something youd better do before interviewing. It includes assuming the possible questions that the employment interviewer would ask and making the possible answers, deeply know the companys background and its cultrue, persons manner and behavior and so on. Of course, there is a outstanding thing that you should pay much attention to the manner, such as, on time, be polite to the employment interviewer and the interviewee around you, turning off your cell phone, especially the sitting gesture and keeping eye contact with the employment interviewer. During the interviewing, you should listening carefully to questions which is asked by the employment interviewer and then carefully make the answer. Please dont pretend you know the question if you dont. if it happens, it will make you in an embarrassed situation! Never make a too short or too long answer! When you answer the question, your attitude should not be too modest. After the interviewing, you should be confident in whatever youve said, so it will give the employment a very good imprssion.Whats the most important this is thank the employment interviewer for giving you the face-to-face interview. You can also send a card to thank them! Here are six tips for better recruiting which are suggested by Susan M. Heathfield. First, improve your candidate pool. Second, hire the sure thing. Third, look first at in-house candidates. Fourth, be known as a great employer.Fifth, involve your employees in the hiring process.Sixth, and pay better than your competitor.PART 2: EMPLOYEE TRAINING and DEVELOPMENTIn my view, employee training and development are the important parts of HRM, and it is significant to improve corporates competition and effection, short cost, keep the stabile working norm. Training involves an specialized working with learners to transfer into them certain areas of knowledge or skills to improve in their current jobs. Development is a broad, ongoing multifaceted set of activities to bring someone or an organisation to another threshold of performance, often to perform some jobs or new role in the future.Here I want to talk about what should be considered when choosing a training program to attend? In my opinon, when choosing a training program, its important to consider the training content. Because it is important to us. As we know, the purpose of training is improve your knowledge, skills and abilities needed for high quality performance and optimum contributions to the goals and objectives your organizations whether the subjects covered is targeted at your job and whether the content is above your level are crucial . Otherwise it would be a waste of time and money.In addition to conten, trainers qualification and status are important. In order to make a training course effective, trainers play an important role. Qualification and status can at least prove that trainers job are of higher level, if not profound level, while trainers experience can guarantee effective training techniques and strategies, thus ensuring interesting, responsive and quality training. Whats more, location of training can not be overlooked. Place of interest is preferable. Experts, together with beautiful scenery, make the training more attractive to trainees. Last but not least, length of training can not be overlooked; either.training should not last too long or too short. Because long training will be boring and too short training will be inadequate for the trainers.PART 3: CAREER DEVELOPMENTSome may ask what is career development. As far as I am known, staffs career development is a process of his all kinds of working activities and working experience. Career development is very important to the development of corporate and every staff in the company. Staffs career development includes individual planning and organization management.In our society, most peoples career development conception is based on a series of changing promotion in certain position. This is called the old conception of career development. While other peoples career development is based on their interest, ability, value and working environments. They want to find a cozy job which they love very much and can show his value in all aspects. Of course, they will change their job whenever they want. This is called the new conception of career development. According to the reality in our society, almost all people are belonging to the first kind. So they always take on different jobs. Most people would think it is not a good idea to often change jobs .But in my opinion, everything has two sides, it has both advantages and disadvantages. For the advantages, job rotation helps the employee better understand the organization and add diversity to their routine job. With job rotation, they can do different jobs and learn new skills, thus increasing interest and motivation. The disadvantaged can not be neglected. If an employee always changes his job, it might show he is not honest to his corporate, so he is untrusted.As a result, the company will not hire him.So career development can determine your life, you must carefully plan your career development.PART 4: PROMOTIONPromotion is an important part in the HRM, too. It plays an indispensible role in selecting effective person and inspiring staffs passion. When a corporate position is empty, it can cope with this problem by internal promotion and internal recruitment. Of course, different firms have different promotion policy.When the corporate makes the promotion policy, it has to deeply consider many factor saves .In the fist place, if the corporate combine the internal promotion and internal recruitment ,it will save time and money, whats more ,it can avoid some shortcomings in some extent. In the second place, the corporate should analyze its condition, the marketings situation, relevant policy and regulation, salary and working environment, manage strategies and so on, and then decide to make a perfect promotion policy.As for the employee want to be promoted, so what qualities should he or she have? I want to show you the ways in two aspects. The one is work-related qualities and the other is person-related qualities. To the former, it includes training, skills and abilities. I think training is a good choice for further development to the corporate, and it is a prepared step for the skills and abilities. Professional skills and abilities guarantee excellent work performance. The latter is very important as well. Such as loyal to the company, responsibility is enthusiasm and so on. If you establish those qualities, you will become a trusted person in the company. So if you combine those two aspects, you will be promoted sooner or later in your career.PART 5: STAFF MOTIVATION and STAFF TURNOVERMotivation is important to us human beings. You can successfully do everything with motivation. So there is no exception for staff. In briefly, motivation is a certain inspiration through masteries or money to achieve your goal. There are many for motivation, I think the most common means are paying high salary and providing promotion chance for staff so that they will have confidence in your company and in their position. Maybe he or she will think you value him or her. Of course, there are many and value ways to keep staffs motivation, such as financial benefits, effective training, promising career, good working environment, paid holiday, flexible work hours and so on. As for the effective training, I think it can help the talent people to keep up with the latest development and skills. With training, they can always maintain their edge over others and keeping on the best. In the modern corporation, with the high demanding of the motivation in the competitive marketing intensifying, the traditional motivation which means shorting or increasing salary has been changed into a new conception of the modern corporate means, namely, profit-sharing plan, market-value sharing plan, owner-ship sharing plan and administration-sharing plan. They all have their own advantages and disadvantages.So different corporation should take different ways to incent staffs motivation according to its companys instinct. But also show the relationship between the company and staff in the development of the economy.As to staff turnover, I want to discuss its definition and both its advantages and disadvantages. Staff turnover is some employees quit their job in one company for certain reasons, in other words, in means job-hop. Everything has two sides, no exception for staff turnover. Reasonable staff turnover can be a good thing because of “the survival of the fittest”. Some turnover is healthy and essential to organizational well-being. With the new hires: they infuse the company with high economic effect, which is new ideas and style of management, new visions. There are disadvantages as well. High staff turnover will induce replacement cost and training cost, increase workloads, cause stress and tension, decline employee moral and decrease productivity. It means a waste of time and money.PART 6: APPRAISING AND IMPROVEMENT Performance appraisal is to estimate employees finished task, and then send back the estimating process and result to him. Performance appraisal is determined by many factors, for instance, paying planning, personal regulation and training planning and so on.There are two kinds of performance appraisal: informal appraisal and systematic appraisal. Performance appraisals rater can be manager or supervisor appraisal or subordinate appraisal, peer appraisal, self appraisal. But how about the estimating way of performance appraisal? It usually takes category rating methods, such as, graphic rating scale and graphic rating checklist.During the performance appraisal process, raters should pay much attention to some possible mistaken. For example, central tendency error, leniency error, strictness errors, rater bias, recent and halo error and so on. PART 7: PAY and BENEFITS, and LABOR RELATIONSAs we all know, compensation is extremely attractive to employees. Compensation is divided into two sorts, the direct compensation and the indirect compensation. Also, direct compensation includes base salary and variable salary. The indirect compensation includes employees benefits. When the company makes the compensation strategy, it must consider many factors. What should it is consider are the labor marketing, compensation strategy choice, compensation case and planning, the organizations value and so on. I think the most important thing is the company should balance the working time and the salary; it must be fair to every employee.Employee benefits means retirement plans, health life insurance, life insurance, disability insurance, vacation, employee stock ownership plans and so on. The increasing benefits are provided for the employees, so the range and choices of benefits are changing rapidly to include, for example, flexible benefits plans. Typical examples of benefits are insurance(medical, life, dental, and disability), vacation pay, holiday pay, and maternity leave, profit sharing, stock option, and bonuses.Labor relations are the key in the MRH. Because whether it is good or bad all has a deep effect on the laborer, the company and the society. For the laborer, the situation of the labor relation will affect the working condition, the workload, compensation, security, and career development. For the company, labor relation determines the internal working o