【文章內(nèi)容簡介】 nagement 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。 這六項(xiàng)人力資源職能是依據(jù)西方的人力資源管理實(shí)踐所歸納的職能，對(duì)于大部分中小型企業(yè)而言已經(jīng)足夠，大型集團(tuán)企業(yè)往往還會(huì)包括人力資源信息化、干部管理等；具體到中國的管理實(shí)踐中，還有傳統(tǒng)的人事檔案、職稱資質(zhì)管理等有中國特色的模塊。 The personnel enlists and is called a personnel a job advertisement. Main is according to organization(pany, government, non earnings organization etc.) of in the near future and longterm of business demand, establishment personnel need of plan, and pass various job advertisement means to pletion organization of personnel39。s need. 人員招募又稱為人員招聘。主要是基于組織（公司，政府，非盈利組織等）的近期及遠(yuǎn)期的業(yè)務(wù)需要，來制定人員需求的計(jì)劃，并通過各種招聘手段來完成組織的人員需求。 The recruitment of key staff personnel involved in the planning, resume collection, selection, recruitment and staff induction training. Training and development is mainly done through training and development of technology and means to improve staff skills to meet the pany39。s business environment in which the skills and knowledge changes. . The main technology and tools include: training, job training, job rotation, staff continuing education programs, counseling, discipline. 人員招募主要涉及人員規(guī)劃，簡歷收集，選聘，錄用及員工入職培訓(xùn) 。 培訓(xùn)及開發(fā)主要是通過一些培訓(xùn)及開發(fā)的技術(shù)及手段，提高員工的技能，以適應(yīng)公司所處經(jīng)營環(huán)境中的技術(shù)及知識(shí)的變化。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) 。 An HRM strategy pertains to the means as to how to implement the specific functions of HRM. An organization’s HR function may possess recruitment and selection policies, disciplinary procedures, reward/recognition policies, an HR plan, or learning and development policies。 however all of these functional areas of HRM need to be aligned and correlated, in order to correspond with the overall business strategy. An HRM strategy thus is an overall plan, concerning the implementation of specific HRM functional areas. 一個(gè)人力資源管理戰(zhàn)略，涉及到如何實(shí)施人力資源管理的具體職能的手段。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。因此，一個(gè)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(shí)施。 Best fit and best practice meaning that there is correlation between the HRM strategy and the overall corporate strategy. As HRM as a field seeks to manage human resources in order to achieve properly organizational goals, an organization’s HRM strategy seeks to acplish such management by applying a firm39。s personnel needs with the goals/objectives of the organization. As an example, a firm selling cars could have a corporate strategy of increasing car sales by 10% over a five year period. Accordingly, the HRM strategy would seek to facilitate how exactly to manage personnel in order to achieve the 10% figure. Specific HRM functions, such as recruitment and selection, reward/recognition, an HR plan, or learning and development policies, would be tailored to achieve the corporate objectives. “最佳”和“最佳做法” 意思是，是有關(guān)系的人力資源管理戰(zhàn)略和總體戰(zhàn)略的關(guān)系。像人力資源管理 的目的，是外地的人力資源管理，以實(shí)現(xiàn)組織的目標(biāo)正確，一個(gè)組織的人力資源管理戰(zhàn)略，旨在通過應(yīng)用實(shí)現(xiàn)企業(yè)的人員，如管理需要的目標(biāo) /組織的目標(biāo)。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。因此，人力資源管理戰(zhàn)略，將努力推動(dòng)究竟如何管理人員，以實(shí)現(xiàn) 10％的數(shù)字。具體的人力資源管理職能，如招聘和選拔，獎(jiǎng)勵(lì) /認(rèn)知，人力資源計(jì)劃，或?qū)W習(xí)和發(fā)展政策，將按照實(shí)現(xiàn)企業(yè)目標(biāo)。 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 devis