hnd 人力資源管理outcome1

1、1. define human resource management. so-called human resource management, is what makes human capital (or) with the material capital (or things) of the organic combination of a series of management behavior. thant is to say, every can promote people and objects effectively combine the management beh

2、avior, is human resource management.qin yaomao gold fanged consultant questioned traditional human resource management definition. jfcgf .cn 2010/9/1 10:19 http:/www.hrm jfcgf .cn/forum/forum view.php?fid=45764i think one is the human resources management is not simply, but stressed this management

3、is the process of combining with the content of the completion, namely: emphasis on mans objectivity characteristic; it is indicated the core of human resource management is to make the combination of people and things, all can make peoples behavior is more efficient, high benefit, high quality act

4、is human resource management, can be incorporated into human resource management category.2. describe how human resource management differs from personnel management. human resources management and personnel managements difference human resources management is develops in the personnel management fo

5、undation forms, but from the personnel management to human resources management development transformation is an idioplasmic leap, regardless of looked from the discipline development evolution, looked from management concepts transformation, human resources management displays many are different wi

6、th the personnel management new thought that the new function and the new connotation. human resources management and the personnel management produce the time background is different as the society industrializes personnel management is the appearance and development arises at the historic moment.

7、in the early 20th century, personnel management department began to appear, and experienced from the simple to the complex process of development. in the early stages of the development of the industrialization of society to the persons management related to material resources with essentially the m

8、anagement surfactant therapy. for a long period of time, although steady economic and social development, science and technology progress, but the basic functions and personnel management function and not too big change, only in the more elaborate than the original division, organization, implementa

9、tion much tighter just. but the human resource management is the rapid development of industrialization in society, science and technology, the humanities spirit high development is rising, competition and cooperation, especially the social economy to strengthen with a qualitative leap history condi

10、tion from and developed. generally, human resources management is in the 1970s later began to appear. the personnel management into human resource management, this change in understanding of people and the material resources performance is: the person is no longer the adjunct material resources. soc

11、iety, economy, science and technology development of different situation determines the personnel management and human resource management important distinction. human resources management and personnel management of knowledge of people are differentthe personnel management will people in an organiz

12、ation of labor as a process of production of consumption or cost. that is, the production costs include material cost, also including the cost. this kind of understanding seem very reasonable, but this kind of understanding is equal to the people of the material resources, i.e. people and material r

13、esources in concept no differences. therefore, personnel management focuses on how to reduce labor costs, correct selection, improve employee use efficiency and productivity, and avoid the human cost increases. human resource management will people as human capital, this kind of capital through effe

14、ctive management and development can create more value for the organization, can bring long-term interests that human capital is the capital to appreciation. this kind of understanding and personnel management to the fundamental difference between human perception is that personnel management will p

15、eople as passively adapt to the production of a factor; human resource management will people as actively transform the material world, promote production development, create the physical and spiritual wealth and the value of active capital, it is can value-added.human resources management and perso

16、nnel management of the basic functions differentlythe personnel management functions is basically specific affairs, such as recruitment and selection, evaluation, turnover, salary, welfare, personnel file management, personnel policies of the system implementing, etc. overall, the personnel manageme

17、nt function is concrete, technical affairs management functions. human resource management functions are quite different, it is a complex social systems engineering. human resources management both strategic management functions, such as planning, control and predictive, long-term development, train

18、ing strategy; and technical management functions, such as selection, evaluation, compensation management, movement of personnel management, etc. overall, the human resources management functions have stronger systematic, strategic and time, the management of remote sex than the vision has a much bro

19、ader scope of personnel management.n. b., human resources management and personnel managements difference. w. 2010-6-23. i think and the traditional personnel management, modern, compared the human resources management science including content not only is staff appraisal, distribution, promotion, t

20、ransfer and retirement and so on a series of into, tubes, the management process, but a rich content, view is broad system engineering. it includes job analysis and job design, human resource prediction and planning, personnel recruitment and selection, deployment and resign, employee training and c

21、areer planning, salary, welfare design and management, labor safety and security, labor relations and human resource development for many links. the traditional personnel management is a kind of based on cost reduction, little recruit people work more urged management to the idea. the modern human r

22、esources management will people as a resource, and is a kind of can develop resources, adopt various scientific means human resources scientifically reasonable configuration, fully develop and play human resources labor potential. will the personnel management into human resource management, and rea

23、lizes from negative to positive development of compression cost human resource transformation. in the evolution of personnel and human resource management, four major stages can be discerned:human resource management is an emerging discipline, come out in the late 20th century, 70. the history of hu

24、man resource management, while not long, but the idea has a long history of personnel management. from the time point of view, starting from the 18th century industrial revolution, until the 20th century, 70s, the period known as the traditional personnel management phases. from the 20th century, si

25、nce the late 70s, personnel management so that in the human resources management.(a) social justicefrom 1880 to 1914 drove that systems appearance along with industry great revolutions realization, the machine causes the labor efficiency to enhance greatly. the employers present does not need to app

26、ortion again raw material the workers, let them go home to process, did not have the efficiency like this very much. but found a fixed production place, purchases the machine, lets when these slack farming seasons carries on the work the farmer to here, therefore, the factory produced. seeing is cle

27、ar about the function the need, in view of introduction course work. abstract from the social reformer for example robert irving your excellency sum of shaftesbury.(b) human bureaucracy 1833-increasing staffs labor legislation protects its right human. 1898-first welfare official mary woodss assigns

28、 for the first expert process persons total demand day-by-day to be insufficient. her title is the employee benefits official deals with any issue as well as the organization social activity. fayola law riel in 1916 divided corporate management 6 big functions: administration, technology, trade, fin

29、ance, accountant, safe. we had not seen the independent human affairs function, in this division, law riel dispersed him the administration (employment advertise), accountant (salary) and safe (training, safety in production)(c) consent by negotiation 1913-formation welfare worker association indust

30、rial welfare workers quantity becomes like this conferences sponsor seebohm grand rowntree has. thinks in the welfare and the hygienic work womans factory in this stage, first world war, because the 1914-first government increases staffs individual development plan, encourages the people best use. i

31、n 1916, it became had the duty is engaged in the social welfare work. the army density will be studying this person diligently will come under the influence for the factor in choice ability and the intelligence quotient test together with other. the national 1921-the research institutes psychologist

32、s establish the findings to publish in the choice test, face-to-face discuss the skill and the training method. (d) organization and integration 1939 second world war welfare provide relieved officials role function, the inflation has provided from welfares service, including: the employment makes t

33、he advertisement and the choice, enhances the morale and the motive, the discipline; health and security; joint consultation and wage policy. with the welfare worker who uses the name together in trade unions negotiation personnel managements 1946 institutes develops the importance which research in

34、stitutes personnel management 60s industry correlation motion role grows diligently. manager the negotiations authorizations personnel have traded about the wage and other collective question. in 1970 s the employment increased in the among 1960 new legislation legislations, was introduced that the

35、contract is hired, the training and the redundancy payments, in 1970 the law was engaged in equally afterward with the advantage and the job opportunity, and has attempted the standard protection union activity. an important tendency proposed in 1990 the flexibility and the multiple employers will i

36、ncrease time the nimble job placement is away from the work by quantity concurrent works staff addition and the temporary contract and the invention.4. what are the key functions of human resource management?recruitment, selection and inductionrecruitmentjob description outline of the role of the jo

37、b holder. selection select the best candidate for the job.induction ensures new hires are retained, and then settled in speedily and comfortably in a constructive role. n. b., key functions of human resource management. r. 2009-3-31. management i think main forms of recruitment through advertising i

38、n newspapers, magazines, trade papers and internal vacancy lists.human resource planning ensure it has in place the right type and amount of workers in place at any given time. determining and assuring the adequate no of skilled people in an organization to meet personal or organizational objectives

39、. n. b., key functions of human resource management. r. 2009-3-31. management i think effective planning of hr is essential to match the requirements of the job with individual. right resource at the right time to meet the future organizational needs is critical. employee relations involvers the bod

40、y of work concerned with maintaining employer- employee relationships that contribute to satisfactory productivity motivation, and morale. n. b., key functions of human resource management. r. 2009-3-31. management i think essentially, an employee relation is concerned with preventing and resolving

41、problems involving individuals which arise out of or affect work situations. pay and reward ensure that all workers are paid fairly in line with service they provide to the organization. ensure all workers are paid in line with current legislation. n. b., key functions of human resource management.

42、r. 2009 -3-31. managementi think guaranteed that they all workers who provides for the organization according to the service quite pay money give. guaranteed that all workers act according to the current legislation are paid.job design and evaluationjob design: organizing tasks and responsibilities towards having a productive unit of work. evaluation: ev