g and controlling, it should make continuous learning for the overall development of the organization.
良好的文化是指组织成员意识到自己在组织中的需求和要求，并将为实现组织目标而表现良好。这种文化使一个组织在生产力、质量、客户服务水平、增长、利润等领域取得高绩效，而在盈利组织的情况下，它也会增加股东价值。组织中的每个成员都应该有一种独特的文化，从而发展出良好的组织文化。人力资源管理有责任通过学习外部和内部的变化，在一个拥有良好政策和实践的组织中发展良好的文化。人力资源管理在组织的规划、组织、指挥和控制等主要职能中发挥着至关重要的作用，它应该为组织的整体发展不断学习。
HRM models and Southwest Airlines 人力资源管理模式与西南航空
There are various models of HRM; the two most important models among them are propounded by Harvard and the Michigan models. These two models have been described in terms of soft and hard approaches. Hard HRM model focuses on employee cost and numbers and soft model on the psychological aspects such as commitment, skills and empowerment. Harvard model of HRM (Beer et. al., 1984) emphasizes the soft side of human resource management by giving importance to motivating people and development of a good organizational culture based on trust and teamwork. This model of HRM believes that the organization’s people are assets to it rather than costs. So in accordance with this model, the time and money spent for training and development is an investment in a firm’s human capital. Human capital means the body of knowledge, skills and experience possessed by the people in an organization. From the point of view of Harvard model, an organization will get long-term benefits through investment in people.
人力资源管理有多种模式；其中最重要的两个模型是哈佛模型和密歇根模型。这两个模型已经用软方法和硬方法进行了描述。硬人力资源管理模式侧重于员工成本和数量，软人力资源管理模型侧重于承诺、技能和赋权等心理方面。哈佛人力资源管理模式强调人力资源管理的软性一面，重视激励员工和发展基于信任和团队合作的良好组织文化。这种人力资源管理模式认为，组织的人员对其来说是资产，而不是成本。因此，根据这个模型，用于培训和发展的时间和金钱是对企业人力资本的投资。人力资本是指组织中人员所拥有的知识、技能和经验。从哈佛模式的角度来看，一个组织将通过对人的投资获得长期利益。
Another important model, Michigan model focuses on the harder side of HRM or it is a less humanistic approach. This model gives equal importance to employees and all other resources of the organization. This model considers all its business policies and activities are linked with its business strategy. The main features of this model include its concentration on managing human assets to achieve strategic goals and it is mainly based on strategic control, organizational structure etc., the importance given for the components such as organization structure, mission and strategy, human resource selection, performance appraisal, rewards and development (Randhawa, 2007).
另一个重要的模式，密歇根模式专注于人力资源管理的艰难一面，或者它是一种不那么人性化的方法。这种模式对员工和组织的所有其他资源给予同等的重视。该模型考虑到其所有业务政策和活动都与其业务战略相关联。该模型的主要特征包括专注于管理人力资产以实现战略目标，主要基于战略控制、组织结构等，对组织结构、使命和战略、人力资源选择、绩效评估等组成部分的重视，奖励与发展。
In the case of Southwest Airlines, the company has implemented the Harvard model of HRM as it considers employees as the most important asset of the organization. It provides the employees large amount of information for helping them to understand the organization’s structure, mission, customers and competitors. The company is not considering employees and all other resources as equal.
以西南航空公司为例，该公司实施了哈佛人力资源管理模式，将员工视为组织最重要的资产。它为员工提供了大量的信息，帮助他们了解组织的结构、使命、客户和竞争对手。该公司并不认为员工和所有其他资源是平等的。
Challenges to HRM in enhancing learning organization 人力资源管理在加强学习型组织方面面临的挑战
The learning organization is actually a concept based on the human asset philosophy or the Harvard model of HRM. It makes the main challenge to HRM in learning organizations. There are many factors such as external and internal factors which will influence the environment of an organization. The main challenges that are faced by HRM are;
学习型组织实际上是一个基于人力资产哲学或哈佛人力资源管理模式的概念。这是学习型组织人力资源管理面临的主要挑战。有许多因素，如外部和内部因素，会影响组织的环境。人力资源管理面临的主要挑战有：
Technological developments-as there is an increase in the technological developments the HRM department has to retrain and upgrade its employees.
技术发展随着技术发展的增加，人力资源管理部门必须对员工进行再培训和升级。
Globalization-as the industries are expanding its business to foreign countries the HR managers should have the knowledge about the employees and company’s needs in the foreign market. They are also needed to learn the local language of the foreign country.
全球化随着行业向国外扩展业务，人力资源经理应该了解员工和公司在国外市场的需求。他们还需要学习
