管理專業(yè)畢業(yè)論文外文文獻(xiàn)翻譯-wenkub
2023-05-18 19:34:53 本頁面
【正文】 performance evaluation。人力資源管理也被許多人有一個(gè)組織內(nèi)的風(fēng)險(xiǎn)減少的關(guān)鍵作用。人力資源部門的各項(xiàng)活動被量化與公司的利潤率掛鉤，并且這也是衡量職工和各部門是否有效工作的主要手段。人力資源被作為提高公司競爭力的戰(zhàn)略手段而被重視。s efficiency, thus increment business enterprise of management and luck camp more valid. When a pany practice human resource management strategy of time, human resource section will be bring into a pany strategy plan of an importance constitute part. When a pany practice human resource management strategy of time, human resource section will be bring into a pany strategy plan of an importance constitute part. The future development of pany, the market expand, new product development the etc. all want to lead long to pull a human resource section of support, moderate and cooperation. Human resource drive is an exaltation pany the strategy of the petition ability means but drive value. In addition, human resource management be help the pany encourage employee, through some satisfy of material and some finance reward, thus increment employee of to pany ownership feeling, increment employee morale with turn down to work of disaffection etc.. 在人力資源管理階段，企業(yè)員 工被看成企業(yè)的可以增值的資產(chǎn)而被發(fā)展以期充分利用潛能。 welfare, and with the legal procedure of labor union. The upper level management of the pany section sees various activity and office clerk of personnel section all make a pany of the big pen be pure expenditure, but possibly of reduction this part of expenditure. The pany maintain inactive support attitude to the activity of personnel department. 在人事管理階段，人事經(jīng)理們的工作是管理職工福利，以及和工會的法律程序方面。人力資源最重要是培訓(xùn)及發(fā)展，人力資源發(fā)展必須投資在培訓(xùn)方面，以發(fā)揮各階層的人力資源潛能。s opinion prehensive, give up short take long, with processing salary, welfare etc. affair. Human resource most the importance be a training and development, human resource development have to investment at training aspect, with exertive each stratum of human resource potential. 人力資源管理愈來愈被重視。在經(jīng)濟(jì)發(fā)展成熟的體系下，人力資源管理必須配合以爭取最佳的資源效益，若將不適當(dāng)?shù)娜肆ε鋵Σ贿m當(dāng)?shù)穆毼?，資源效益不但全無，或可能有損耗。 發(fā)展簡史 Generally say, the academic circles development of human resource experience: Personal management, human resource management be recently till now rise of manpower capital management. The main dissimilarity namely lay in the principle that pany and business enterprise treat an employee of variety and development. 一般說來，人力資源在 學(xué)術(shù)界 的 發(fā)展經(jīng)歷了：人事管理，人力資源管理 ， 到現(xiàn)在新近興起的人力資本管理。公司的上層管理部門將人事部門的各種活動以及公司職員皆看作公司的大筆純支出，而盡可能的削減這部分的開支。人力資源部門充分利用職位分析，工作分析，職位概述，人員選擇和招聘，員工培訓(xùn)等等活動來提高企業(yè)員工的效率，從而增加企業(yè)的管理和運(yùn)營更加有效。除此之外，人力資源管理就是協(xié)助公司去激勵員工，透過一些物質(zhì)上的滿足和一些財(cái)務(wù)獎勵，從而增加員工的對公 司歸屬感、增加員工士氣和減低對工作的不滿等。 Human Resource Management (HRM) is seen by practitioners in the field as a more innovative view of workplace management than the traditional approach. Its techniques force the managers of an enterprise to express their goals with specificity so that they can be understood and undertaken by the workforce and to provide the resources needed for them to successfully acplish their assignments. As such, HRM techniques, when properly practiced, are expressive of the goals and operating practices of the enterprise overall. HRM is also seen by many to have a key role in risk reduction within organizations 人力資源管理（ HRM）被認(rèn)為是在這一領(lǐng)域的從業(yè)人員作為一個(gè)更具創(chuàng)新性的工作場所的管理比傳統(tǒng)辦法的模式。 Human resource management is for the sake of pletion the management involve person or personnel in
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