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Essay写作范文:Strategic Human Resources Management (SHRM)

日期:2022年11月21日 编辑: 作者:无忧论文网 点击次数:1219
论文价格:免费 论文编号:lw202211210254308376 论文字数:4000 所属栏目:essay写作
论文地区:澳大利亚 论文语种:English 论文用途:MBA 课程论文 MBA Essay
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ployee participation to the decision systems, high wages for the high qualified human resources, virtual and network organizations.
21世纪战略管理员工的需要也要求管理层和组织结构更加灵活。随着拥有高素质劳动力的自主工作组、外包部分运营人力资源职能、裁员、分层、员工参与决策系统、高素质人力资源的高薪、虚拟和网络组织,工作体系开始发生变化。
Evolution 演变
The human resource management function, once responsible for record keeping and maintenance, has evolved into a strategic partner (Ferris et al., 1999). It will give a perspective if we look at the evolution of HRM in a historical period briefly.
人力资源管理职能部门曾经负责记录保存和维护,现已发展成为战略合作伙伴。如果我们简要回顾人力资源管理在一个历史时期的演变,它将提供一个视角。
If we take the year 1920 as when many believe the first formal HRM function and department was initiated, then it is possible to think that the field is nearly 90 years old. During this 90-year period, there have been considerable changes in both science and practice of HRM.
如果我们将1920年视为许多人认为第一个正式的人力资源管理职能和部门成立的那一年,那么我们有可能认为该领域已经接近90年。在这90年的时间里,人力资源管理的科学和实践都发生了重大变化。
People who worked during the 1600s to 1700s were guided by a craft system. Under this system, the production of goods and services was generated by small groups of workers in relatively small workplaces, usually in a home. In the early 1900s, many changes occurred in the work place.
在17世纪至18世纪工作的人都是由一个工艺系统指导的。在这一制度下,商品和服务的生产是由相对较小的工作场所(通常是在家中)的一小群工人产生的。20世纪初,工作场所发生了许多变化。
This forced managers to develop rules, regulations and procedures to control the workers. Some of the regulations required an increase in job specialization, which led to boring, monotonous jobs (Anthony, Perrrewe and Kacmar, 1996).
这迫使管理者制定规则、条例和程序来控制工人。一些规定要求增加工作专业化,这导致了枯燥乏味的工作。
At that time, with the effect of Scientific Management, workers were seen as a part of a machine without considering that they were social human beings. All the jobs were broken into specific tasks.The next step in the development of human resources occurred in the late 1920s and early 1930s by Hawthorne Studies. As a result of these studies, the social side of workers was realized by managers and the effect of social factors on the performance was understood.
当时,由于科学管理的影响,工人被视为机器的一部分,而不考虑他们是社会人。所有的工作都被分成了具体的任务。霍桑研究公司在20世纪20年代末和30年代初进行了人力资源开发的下一步。作为这些研究的结果,管理者认识到了员工的社会一面,并了解了社会因素对绩效的影响。
Expanding on the human relations school of thought including academic findings from various disciplines such as psychology, political science, sociology and biology, the behavioral science era was born. This era focused more on the total organization and less on the individual. It examined how the workplace affected the individual worker and how the individual worker affected the workplace. Many believe that the modern day fields of organizational behavior and human resource management grew out of the behavioral science (Anthony, Perrrewe and Kacmar, 1996).
在人际关系学派的基础上,包括心理学、政治学、社会学和生物学等各个学科的学术发现,行为科学时代应运而生。这个时代更多地关注整个组织,而较少关注个人。它考察了工作场所如何影响个体工人以及个体工人如何影响工作场所。许多人认为,组织行为和人力资源管理的现代领域源自行为科学。
In the early years, organizations set up welfare secretaries whose jobs were to keep track of employees’ welfare. Through the years, the welfare secretaries’ jobs encompassed more duties parallel with the new laws and employee rights were passed. They started to keep up all files about employees, maintain payroll systems and counsel employees (Anthony, Perrrewe and Kacmar, 1996).Parallel with the changes in some factors like technology, globalization and work force, HRM began to take more attention from the organizations and it became a formal department. The increase in the importance of HR has not happened accidentally. Rather, these trends are a function of specific changes in the business environment. With the increased rate of globalization, a firm’s ability to compete in a global environment becomes increasingly contingent on having the right people. Pressures from competitors, shareholders and customers require people that can create new products, services and processes ahead of the competition (Brockbank, 1999)
在早些年,组织设立了福利秘书,其工作是跟踪员工的福利。多年来,福利秘书的工作包含了更多与新法律和员工权利并行的职责。他们开始保存所有关于员工的档案,维护工资系统并为员工提供咨询。随着技术、全球化