【正文】 源組織，也有如何證明他們的活動(dòng)和流程增加價(jià)值的公司困難。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 。它的技術(shù)力量，企業(yè)的管理者與特異性表達(dá)自己的目標(biāo)，使他們能 夠理解和勞動(dòng)力開展，并為他們提供所需的圓滿完成任務(wù)的資源。最近，組織認(rèn)為“ 人力資源部”的工作人員發(fā)揮著重要作用，訓(xùn)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(shí)現(xiàn)的方式。活動(dòng)還包括你的方法來管理員工福利和補(bǔ)償，員工記錄和人事政策。 在人員的適當(dāng)?shù)墓芾硎侵陵P(guān)重要的公司獲得成功，甚至作為一個(gè)持續(xù)關(guān)注的現(xiàn)有。作為一個(gè)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。主要的技術(shù)及手段有：培訓(xùn) 、 在崗培訓(xùn) 、 輪崗 、員工繼續(xù)教育計(jì)劃 、輔導(dǎo)、 訓(xùn)導(dǎo) 。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(xùn)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。 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(jìn)行的管理工作。 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。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(dòng)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。 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。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。 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(huì)的法律程序方面。人力資源被作為提高公司競爭力的戰(zhàn)略手段而被重視。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。 Training and development。s need. 人員招募又稱為人員招聘。一個(gè)組織的人力資源功能可能具有招聘和選拔政策，紀(jì)律處分程序，獎(jiǎng)勵(lì) /承認(rèn)政策，在人力資源計(jì)劃，或?qū)W習(xí)和發(fā)展的政策，但這些人力資源管理的職能領(lǐng)域都需要加以調(diào)整和相關(guān)，為了以符合整體業(yè)務(wù)戰(zhàn)略。 Close cooperation (at least in theory) between HR and the top/senior management, in the development of the corporate strategy. Theoretically, a senior HR representative should be present when an organization’s corporate objectives are devised. This is so, since it is a firm39。 An HRM strategy can be divided, in general, into two facets the people strategy and the HR functional strategy. The people strategy pertains to the point listed in the first paragraph, namely the careful correlation of HRM policies/actions to attain the goals laid down in the corporate strategy. The HR functional strategy relates to the po