【正文】 通用電氣公司的杰克韋爾奇提出這樣說：我認(rèn)為獲得更多生產(chǎn)力的唯一的辦法就是讓人們對他們的工作感到棘手和興奮。皮特 相反，越來越多的成功取決于利用好的想法的來源，找出其合作需要采取的行動(dòng)是在這些想法之上起作 用的，并且它們之間相互產(chǎn)生結(jié)果，總之，新的管理工作意味著完全不同的獲取和使用權(quán)力的方式。 權(quán)力的基礎(chǔ)正在發(fā)生變化。正如剩余的管理人員有更多的人向他們報(bào)告，他們將無權(quán)干涉他們下屬的工作。使企業(yè)滿意的就是規(guī)范。他們說，今天的組織應(yīng)該 把客戶放在頂端，并強(qiáng)調(diào)每一個(gè)舉動(dòng)都應(yīng)該使公司盡量滿足客戶的需求。 相應(yīng)的也不去強(qiáng)調(diào)通過 “堅(jiān)持指揮鏈 ”而得出決定。 在企業(yè)之間已經(jīng)成功地回應(yīng)了這些挑戰(zhàn)，新的組織和管理的模式已經(jīng)形成了。 4. 明天的人力資源 像全球化和技術(shù)創(chuàng)新的那些趨勢正在改變企業(yè)的管理方式。然后，他們向那些想通過面談挑選合適的人的主管（項(xiàng)目管理人員）提出最佳的申請人。 例如，在該地區(qū)的招募和聘用時(shí)向有資格的員工指定需要填寫的具體職位是項(xiàng)目管理人員的責(zé)任。人力資源管理人員停留在這種趨勢的頂端，并幫助他們組織實(shí)施必要的計(jì)劃。它在企圖遵守平等就業(yè) 和職業(yè)安全的法律中協(xié)助項(xiàng)目管理人員。 職員（服務(wù)）職能。這就意味著權(quán)力比因 人力資源 /人事問題而困擾的管理人員更有分量。換言之，他或她使用人事部門里的項(xiàng)目權(quán)利。但是，隨著組織的成長，他們需要對一個(gè)獨(dú)立的 人力資源職員的協(xié)助、專業(yè)知識和建議。人力資源管理人員是一般的職員管理人員。此外， 項(xiàng)目管理人員負(fù)責(zé)完成本組織的基本目標(biāo)（例如，酒店管理人員和生產(chǎn)銷售管理人員是一般管理人員。人力資源管理者和他或她的工作人員涉及到 “項(xiàng)目 ”管理人員的人力資源職責(zé)時(shí)怎樣執(zhí)行這份職責(zé)？讓我們來回答這個(gè)問題，通過一個(gè)簡短的相對職員管理人員的項(xiàng)目管理人員的權(quán)威的定義。而面對管理變革，他們必須有就像他們自己擁有這個(gè)公司一樣對自己的工作充滿責(zé)任心的員工。我沒聽說過任何有良好的思想、活力和熱情支持的重大項(xiàng)目因?yàn)橘Y金短缺而停工。 當(dāng)你讀這本書的時(shí)候記住，得到結(jié)果是管理的底線，而且，作為一個(gè)經(jīng)理，你將通過別人來得到這些結(jié)果。更重要的是，它可以幫助您確保通過其他途徑得到結(jié)果。 在這本書中，我們將重點(diǎn)放在其中的一個(gè)職能：人員編制、人事管理，或者（現(xiàn)在的說法是）人力資源（ HR）管理職能。 組織：給每個(gè)下屬的具體任務(wù)；建立部門；給下屬權(quán)力；建立權(quán)威和交流的渠道；協(xié)調(diào)下屬的工作。t afford to have anyone walk through a gate of a factory or into an office who is not giving 120%. 附錄 B. 外文翻譯 譯文部分 人力資源管理的戰(zhàn)略作用 泰森， S 1. 人力資源管理工作 什么是人力資源管理 了解人力資源管理，首先要審查管理人員。s manager knew that the president and owners of the firm gave him or her authority to mand and control subordinates. Today most managers realize that reliance on formal authority is increasingly a thing of the past. Peter Drucker says that managers have to learn to manage ip situations where they do not have mand authority, where you are neither controlled nor controlling.Yesterday39。s anization should put the customer on top and emphasize that every move the pany makes should be toward satisfying the customer39。re a production manager, sales manager, office manager, hospital administrator, county manager (or HR manager), getting results through people is the name of the game. And to do this, you39。 and employee security and safety. For example, in the area of recruiting and hiring it39。s no single division of line and staff responsibilities that could be applied across the board in all anizations. But to show you what such a division might look like. This shows some HR responsibilities of line managers and staff managers in five areas: recruitment and selection。s HR Management Responsibilities The human resource department provides this specialized assistance. In doing so, the HR manager carries out three distinct functions: A line , the HR manager performs a line function by directing the activities of the people in his or her own department and in service areas (like the plant cafeteria). In other words, he or she exerts line authority within the personnel department. HR managers are also likely to exert implied authority. This is so because line managers know the HR manager often has access to top management in personnel areas like testing and affirmative action. As a result, HR managers39。The direct handling of people is, and always has been, an integral part of every line manager39。s boss. In addition, line managers are in charge of acplishing the anization39。 but to manage change they must have mitted employees who do their jobs as if they own the pany. In this book we39。s inability to recruit and maintain a good work force that does constitute the bottleneck for production. I don39。t want: To hire the wrong person for the job To experience high turnover To find your people not doing their best To waste time with useless interviews To have your pany taken to court because of your discriminatory actions To have your pany cited under federal occupational safety laws for unsafe practices To have some of your employees think their salaries are unfair and inequitable relative to others in the anization To allow a lack of training to undermine your department39。s usually called today) human resource (HR) management function. Human resource management refers to the practices and policies you need to carry out the people or personnel aspects of your management job. These include: Conducting