【正文】 the work of the mission carry on of management work. The human resource management work include: Work analysis。 Labor relation management etc. 人力資源管理是指為了完成管理工作中涉及人或人事方面的任務(wù)所進行的管理工作。 Salary and welfare management。Concrete arrive China of management practice medium, return have tradition of personnel file, title natural intelligence management etc. have China special features of mold piece. 人力資源管理的主要職能包括：人員招募；培訓及開發(fā)；薪酬及福利管理；績效考核；員工關(guān)系；企業(yè)文化。主要是基于組織（公司，政府，非盈利組織等）的近期及遠期的業(yè)務(wù)需要，來制定人員需求的計劃，并通過各種招聘手段來完成組織的人員需求。主要的技術(shù)及手段有：培訓 、 在崗培訓 、 輪崗 、員工繼續(xù)教育計劃 、輔導、 訓導 。因此，一個是人力資源管理戰(zhàn)略的總體規(guī)劃，有關(guān)人力資源管理職能領(lǐng)域的具體實施。作為一個例子，一家公司銷售的汽車有較大的增加 10％，五年內(nèi)汽車銷售公司戰(zhàn)略。s personnel who actually construct a good, or provide a service. The personnel39。 在人員的適當?shù)墓芾硎侵陵P(guān)重要的公司獲得成功，甚至作為一個持續(xù)關(guān)注的現(xiàn)有。人民的戰(zhàn)略 涉及第一款所列的問題，即人力資源管理政策，審慎性 /行動，以達到規(guī)定的企業(yè)戰(zhàn)略制定的目標?；顒舆€包括你的方法來管理員工福利和補償，員工記錄和人事政策。 Note that some people distinguish a difference between HRM (a major management activity) and HRD (Human Resource Development, a profession). Those people might include HRM in HRD, explaining that HRD includes the broader range of activities to develop personnel inside of organizations, including, ., career development, training, organization development, etc. 注意：一些人區(qū)別 HRM(一個主要的管理活動 ) 和 HRD(人力資源發(fā)展 ,一個職業(yè) ) 之間的一種不同。最近，組織認為“ 人力資源部”的工作人員發(fā)揮著重要作用，訓練和協(xié)助管理人士，使人民和組織是在最大的能力表現(xiàn)在高度實現(xiàn)的方式。 Human resources management prises several processes. Together they are supposed to achieve the above mentioned goal. These processes can be performed in an HR department, but some tasks can also be outsourced or performed by linemanagers or other departments. When effectively integrated they provide significant economic benefit to the pany 人力資源管理包含一些程序。它的技術(shù)力量，企業(yè)的管理者與特異性表達自己的目標，使他們能 夠理解和勞動力開展，并為他們提供所需的圓滿完成任務(wù)的資源。因此，如果我們進入實際的定義，托林頓和 Hall（ 1987）被定義為：人力資源管理的目標是幫助一個組織，以滿足吸引戰(zhàn)略目標，保持員工，并有效地管理人員的管理。人力資源管理也被許多人有一個組織內(nèi)的風險減少的關(guān)鍵作用 。 這些程序能是運行在一個 HR 部門中 , 但是一些工作也能是外包的或運行被線 經(jīng)理或其他的部門。此外，人力資源組織，也有如何證明他們的活動和流程增加價值的公司困難。 There is a longstanding argument about where HRrelated functions should be organized into large organizations, ., should HR be in the Organization Development department or the other way around? 有一個持久的爭論有關(guān)哪里 HR相關(guān)的功能應(yīng)該被編入大的組織 , 舉例來說， HR 應(yīng)該在組織發(fā)展部門中嗎或另一個方法在附近 ? The HRM function and HRD profession have undergone tremendous change over the past 20–30 years. Many years ago, large organizations looked to the Personnel Department, mostly to manage the paperwork around hiring and paying people. More recently, organizations consider the HR Department as playing a major role in staffing, training and helping to manage people so that people and the organization are performing at maximum capability in a highly fulfilling manner. 在人力資源管理職能和人力資源開發(fā)行業(yè)都發(fā)生在過去 2030 年來的巨大變化。但是，他們應(yīng)該確保員工和都知道，人事政策，符合現(xiàn)行規(guī)定。 The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and pensation, em