摘 要：多年来人们认为，任何企业生存的关键因素都在于其财务状况、产品和市场发展、成本控制及改善客户关系。而现在，越来越多的企业认识到，企业中人员管理的重要性并不亚于产品创新或企业推广的成功。事实上，企业的成功恰恰取决于企业对人力资源管理的关注。于是，人力资源管理越来越被看作是任何企业组织所必备的关键因素。企业组织中最大的资产就是人力资本，只有有效的人力资源管理才能引导企业达成其企业目标。本论文的目的就在于探讨怎样在企业组织中开展有效的人力资源管理。
本文的开始部分介绍了人力资源管理及其重要性。然后，从四个方面进一步分析了怎样在企业组织中开展有效的人力资源管理。首先，通过招聘和选拔在恰当的时机为企业组织中恰当的职位获得恰当的人选。第二，通过培训打造更具效率和效能的雇员队伍。第三，通过绩效考评来保持企业员工的高绩效。第四，通过薪资管理来吸引和保有兼具胜任能力和工作热情的员工们。在论文的最后部分，简略提及了战略人力资源管理的发展。
1. Importance of Human Resource Management
For many years, people thought that the important factors of any company to survive were the company’s financial health, product and market development, minimizing costs and improving customer relations.
Nowadays, more companies recognize that managing human resources within the company is no less important than these factors. Many experts suggest: it is the work force and the company’s ability to recruit and maintain the good work force that constitutes the foundation of a company’s progressing.
Therefore, Human Resource Management (HRM) is more often considered as a fundamental and crucial element in any organization.
Organization’s greatest assets are human resources. A company’s competitive advantage is gained through a competent, committed workforce. Only effective HRM allows organizations to achieve their goals and objectives.
Specifically speaking, the effective HRM can give a company the following competitive edge over its rival companies:
1. Hard-working employees are more likely to produce excellent work that adds value to the organization.
2. Possessing sound employee relations will encourage outside investors to buy shares of the company, so that it becomes easier for the company to raise funds.
3. Company resources will be used in the most efficient way, via recruitment of the best people, improvement of employees’ ability and skills through training, etc.
4. The organizational culture will be more conducive to quality performance.
Therefore, companies, who are expert in the management of human resources, will develop considerably.
In order to understand the detailed functions of HRM, we’d better first look at what the Human Resource Management means.
According to Graham and Bennett (1998), “Human resources management concerns the human side of the management of enterprises and employees’ relations with their firms. Its purpose is to ensure that the employees of a company, i.e. its human resources, are used in such a way that the employer obtains the great possible benefit from their abilities, and the employees obtain both material and psychological rewards from their work. ”
Once known as Personnel Administration, the meaning of HRM is continually evolving and expanding. The change in its title also reflects that the discipline of HRM has moved from being largely administrative to being a strategic and dynamic management field.
Generally speaking, Human Resource Management refers to the practices as follows:
1. Conducting job analyses (determining the nature of each employee’s job)
2. Planning labor needs and recruiting job candidates
3. Selecting job candidates
4. Orienting and training new employees
5. Managing wages and salaries (determining how to compensate employees)
6. Providing incentives and benefits
7. Evaluating performance
8. Communicating
9. Training and developing
10. Building employee commitment
On the basis of those practices, HR managers work effectively and efficiently to enable employees to contribute their maximized efforts towards the objectives of the business. Meanwhile, a variety of functions are incorporated within the overall functions of the Human Resources Manager. The following pages will elaborate how to conduct the effective management of human resources in organizations.
2. Conducting effective Human Resource Management
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Bibliography
1. Gary Dessler. Human Resource Management. Prentice Hall, Inc., 2000.
2. James N. Baron and David
