effective management of human resources商务英语专业大学论文.docx

effective management of human resources商务英语专业大学论文.docx

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effectivemanagementofhumanresources商务英语专业大学论文

EffectiveManagementofHumanResources

ABSTRACT

Formanyyears,peoplethoughtthattheimportantfactorsofanycompanytosurvivewerethecompany’sfinancialhealth,productandmarketdevelopment,minimizingcostsandimprovingcustomerrelations.Nowadaysmorecompaniesrecognizethatmanagingpeoplewithintheorganizationisnolessimportantthancreatingacompetitiveproductorlaunchingasuccessfulpromotionalcampaign.Infact,organizationalsuccessactuallydependsuponcarefulattentiontohumanresourcemanagement.Therefore,HumanResourceManagement,whichconcernsthemanagementofpersonnel,ismoreoftenrecognizedasafundamentalelementinanyorganization.Ithasbecomeacommonnotionthatanorganization'sgreatestassetsareitspeople;thereforeonlyeffectivemanagementofitshumanresourcesallowsorganizationstoachievetheirgoalsandobjectives.ThepurposeofmythesisistogiveabriefviewofhowtoconducteffectiveHumanResourceManagementinorganization.

Atthebeginningpart,IbrieflyintroduceHumanResourceManagementanditsimportance.Then,Ianalyzehowtoconducteffectivehumanresourcemanagementinorganizationfromfouraspects:

Firstisgettingrightpeoplefortherightpositionattherighttimethroughrecruitmentandselection.Secondisdevelopingmoreeffectiveandefficientworkforcethroughtraining.Thirdismaintainingahighlyefficientworkforcethroughperformanceevaluation.Forthisattractingandretainingenthusiasticandqualifiedemployeesthroughcompensation.Atthelastpartofthethesis,ImentionedthestrategicdevelopmentofHumanResourceManagement.

KEYWORDS:

humanresourcemanagement;recruitmentandselection;training;performanceevaluation;compensation;strategichumanresourcemanagement

摘要

多年来人们认为，任何企业生存的关键因素都在于其财务状况、产品和市场发展、成本控制及改善客户关系。

而现在，越来越多的企业认识到，企业中人员管理的重要性并不亚于产品创新或企业推广的成功。

事实上，企业的成功恰恰取决于企业对人力资源管理的关注。

于是，人力资源管理越来越被看作是任何企业组织所必备的关键因素。

企业组织中最大的资产就是人力资本，只有有效的人力资源管理才能引导企业达成其企业目标。

本论文的目的就在于探讨怎样在企业组织中开展有效的人力资源管理。

本文的开始部分介绍了人力资源管理及其重要性。

然后，从四个方面进一步分析了怎样在企业组织中开展有效的人力资源管理。

首先，通过招聘和选拔在恰当的时机为企业组织中恰当的职位获得恰当的人选。

第二，通过培训打造更具效率和效能的雇员队伍。

第三，通过绩效考评来保持企业员工的高绩效。

第四，通过薪资管理来吸引和保有兼具胜任能力和工作热情的员工们。

在论文的最后部分，简略提及了战略人力资源管理的发展。

关键词：

人力资源管理；招聘和选拔；培训；绩效考评；薪资管理；战略人力资源管理

1.ImportanceofHumanResourceManagement

Formanyyears,peoplethoughtthattheimportantfactorsofanycompanytosurvivewerethecompany’sfinancialhealth,productandmarketdevelopment,minimizingcostsandimprovingcustomerrelations.

Nowadays,morecompaniesrecognizethatmanaginghumanresourceswithinthecompanyisnolessimportantthanthesefactors.Manyexpertssuggest:

itistheworkforceandthecompany’sabilitytorecruitandmaintainthegoodworkforcethatconstitutesthefoundationofacompany’sprogressing.

Therefore,HumanResourceManagement（HRM）ismoreoftenconsideredasafundamentalandcrucialelementinanyorganization.

Organization’sgreatestassetsarehumanresources.Acompany’scompetitiveadvantageisgainedthroughacompetent,committedworkforce.OnlyeffectiveHRMallowsorganizationstoachievetheirgoalsandobjectives.

Specificallyspeaking,theeffectiveHRMcangiveacompanythefollowingcompetitiveedgeoveritsrivalcompanies:

1.Hard-workingemployeesaremorelikelytoproduceexcellentworkthataddsvaluetotheorganization.

2.Possessingsoundemployeerelationswillencourageoutsideinvestorstobuysharesofthecompany,sothatitbecomeseasierforthecompanytoraisefunds.

3.Companyresourceswillbeusedinthemostefficientway,viarecruitmentofthebestpeople,improvementofemployees’abilityandskillsthroughtraining,etc.

4.Theorganizationalculturewillbemoreconducivetoqualityperformance.

Therefore,companies,whoareexpertinthemanagementofhumanresources,willdevelopconsiderably.

InordertounderstandthedetailedfunctionsofHRM,we’dbetterfirstlookatwhattheHumanResourceManagementmeans.

AccordingtoGrahamandBennett（1998）,“Humanresourcesmanagementconcernsthehumansideofthemanagementofenterprisesandemployees’relationswiththeirfirms.Itspurposeistoensurethattheemployeesofacompany,i.e.itshumanresources,areusedinsuchawaythattheemployerobtainsthegreatpossiblebenefitfromtheirabilities,andtheemployeesobtainbothmaterialandpsychologicalrewardsfromtheirwork.”

OnceknownasPersonnelAdministration,themeaningofHRMiscontinuallyevolvingandexpanding.ThechangeinitstitlealsoreflectsthatthedisciplineofHRMhasmovedfrombeinglargelyadministrativetobeingastrategicanddynamicmanagementfield.

Generallyspeaking,HumanResourceManagementreferstothepracticesasfollows:

1.Conductingjobanalyses（determiningthenatureofeachemployee’sjob）

2.Planninglaborneedsandrecruitingjobcandidates

3.Selectingjobcandidates

4.Orientingandtrainingnewemployees

5.Managingwagesandsalaries（determininghowtocompensateemployees）

6.Providingincentivesandbenefits

7.Evaluatingperformance

8.Communicating

9.Traininganddeveloping

10.Buildingemployeecommitment

Onthebasisofthosepractices,HRmanagersworkeffectivelyandefficientlytoenableemployeestocontributetheirmaximizedeffortstowardstheobjectivesofthebusiness.Meanwhile,avarietyoffunctionsareincorporatedwithintheoverallfunctionsoftheHumanResourcesManager.Thefollowingpageswillelaboratehowtoconducttheeffectivemanagementofhumanresourcesinorganizations.

2.ConductingeffectiveHumanResourceManagement

EffectiveHRMcouldenableemployeestomaximizetheirworkefficiencyandtheircontributiontowardsthecompany.Inordertoachievethat,higherstandardandmorechallengesarepostedtoHumanResourceManagers.

AgoodHRmanagerhastoknowhowtogettherightpeopleintotherightplaceattherighttimeandhowtomanagethemeffectivelyoncetheyarethere.Usuallythisinvolves:

1.Identifyingthekindsofhumanresourcesthatareneededtofulfilltheplanningandobjectivesofthecompany.Itmustbeviewedfrombothquantityandqualityperspectives,suchashowmanypeopleshouldbehiredandwhatkindofcompetences,aptitudes,skillsandattitudestheymustpossess.

2.Identifyingthevacancyinthedepartmentsofthecompany.

3.Developingaprocessofrecruitmentandselectiontoplacerightpeopleinrightposition,wheretheycanexercisetheirtalentsproperly.

4.Clarifyingresponsibilitiesandobjectivestoemployees,toensurethattheirperformanceandpersonalobjectivesaretightlylinkedwiththeobjectivesofthecompany.

5.Motivatingtheworkforcebysystematicallycompensatingtheeffortsofemployees.Thecompensationsystemmustberational,equitableandincentive,inordertoretainingandmotivatingemployees.

6.Cultivatingthecompetencyandcapabilityofemployeesthroughtrainingprograms.Afterhiringnewemployees,HRmanagerhastodesigncomprehensivetrainingprogramstoensurethatthenewemployeesbecomequalifiedassoonaspossible.Beforethepromotionofpresentemployees,theconsequenttrainingshouldalsobeconducted,sothatthepromotedemployeescouldsuitthenewpositionmorequickly.

7.Maintainingahighlyefficientworkforcethroughperformanceevaluation.Collaboratingwithdepartmentmanagers,HRmanagershavetoevaluateemployees’performancemonthlyandyearly,toensureeveryoneinthecompanyperformswell.

Toexplainhowtoperformtheabove-mentionedfunctionsmosteffectively,wemayneedtostudytheprofounddisciplineofHumanResourceManagementindepth.HerefourkeyaspectsofeffectiveHRMarediscussedindetail.TheyareRecruitmentandSelection,Training,Performanceevaluation,andCompensation.

2.1Recruitmentandselection

Recruitmentandselectionisthescreeningstepforacompanytogettherightpeoplefortherightpositionfromnumerouscandidates.ItisprimaryimportantforHRmanagertoconductasuccessfulrecruitingandselection.Employeeswiththerightskillswilldoabetterjobforthecompany,whilstthewronglyhiredemployeeswillbecostly,becausethecompanyhastooffermoretrainingoreventoreplacethemsometimes.

Toachieveasuccessfulrecruitingresult,HRmanagershavetouseoneormorerecruitingmethodswhicharesuitabletotherequirementofthecompanyandtheopeningposition.Sotheeffectiverecruitmenthastobetactical,well-designedandsystematicalaswell.

Firstly,HRdepartmentshoulddevelopacandidatepool.BecausethemorecandidatesHRhas,themoreselectivethecompanycanbeinthehiring.Ifonlytwocandidatesapplyfortwoopenings,HRmanagermayhavelittlechoicebuttohirethem.Butif10or20applicantsappear,thentheHRmanagercanusevarioustechniqueslikeinterviewsandteststoscreenoutallbutthebest.

Mostpopularrecruitingmethodsusedtodevelopapoolofcandidatesareasfollows:

1.Internalrecruiting.Internalrecruitingmeansrecruitcandidatesfromcurrentemployeeswithinthecompany.Itoftenusesjobpostingtopublicizetheopeningpositiontoalltheemployees,andlistingitsattributeslikequalifications,supervisor,workingschedule,andpayrate.Itisthebestwaytoenhanceemployees’moralebygivingthemtheopportunityofapromotionoramorefavorableposition.Meanwhile,havingbeenwithinthecompanyforsometime,insidecandidatesmaybemorecommittedtocompanygoalsandlesslikelytoleave.

2.Advertising.It’soneoftheexternalrecruitingmethods.Duetotheuseofmassmedia,theadvertisingmethodcouldattractavastnumberofcandidates.Theselectionofthebestmedium–localpaper,journal,TV,orinternet–depe