HUMAN RESOURCE MANAGEMENT

期刊基本信息

期刊名称：HUMAN RESOURCE MANAGEMENT

期刊ISSN：0090-4848

期刊数据表：

HUMAN RESOURCE MANAGEMENT英文简介：

Human resource management (HRM or HR) is the strategic approach to the effective management of people in an organization, so that they help the business to gain a competitive advantage. It is designed to maximize employee performance in service of an employer's strategic objectives.[1][need quotation to verify] HR is primarily concerned with the management of people within organizations, focusing on policies and on systems.[2] HR departments are responsible for overseeing employee-benefits design, employee recruitment, training and development, performance appraisal, and Reward management (e.g., managing pay and benefit systems).[3] HR also concerns itself with organizational change and industrial relations, that is, the balancing of organizational practices with requirements arising from collective bargaining and from governmental laws.[4][need quotation to verify]Human resources' overall purpose is to ensure that the organization is able to achieve success through people.[5] HR professionals manage the human capital of an organization and focus on implementing policies and processes. They can specialize in recruiting, training, employee-relations or benefits, recruiting specialists, find, and hire top talent. Training and development professionals ensure that employees are trained and have continuous development. This is done through training programs, performance evaluations and reward programs. Employee relations deals with concerns of employees when policies are broken, such as in cases involving harassment or discrimination. Someone in benefits develops compensation structures, family-leave programs, discounts and other benefits that employees can get. On the other side of the field are human resources generalists or business partners. These human-resources professionals could work in all areas or be labor-relations representatives working with unionized employees.HR is a product of the human relations movement of the early 20th century, when researchers began documenting ways of creating business value through the strategic management of the workforce.[citation needed] It was initially dominated by transactional work, such as payroll and benefits administration, but due to globalization, company consolidation, technological advances, and further research, HR as of 2015 focuses on strategic initiatives like mergers and acquisitions, talent management, succession planning, industrial and labor relations, and diversity and inclusion. In the current global work environment, most companies focus on lowering employee turnover and on retaining the talent and knowledge held by their workforce.[citation needed] New hiring not only entails a high cost, but also increases the risk of a newcomer not being able to replace the person who worked in a position before. HR departments strive to offer benefits that will appeal to workers, thus reducing the risk of losing employee commitment and psychological ownership.

HUMAN RESOURCE MANAGEMENT中文简介：

人力资源管理(Human resource management，简称HRM或HR)是对组织中人员进行有效管理的战略方法，从而帮助企业获得竞争优势。它的目的是最大化员工的表现，为雇主的战略目标服务。人力资源主要关注组织内部人员的管理，关注政策和制度。[2]人力资源部门负责监督员工福利设计、员工招聘、培训和发展、绩效评估和薪酬管理(如管理薪酬和福利体系)。[3] HR还关注组织变革和产业关系，即组织实践与集体谈判和政府法律要求之间的平衡。[4][需报价验证]人力资源的总体目标是确保组织能够通过人取得成功。人力资源专业人员管理组织的人力资本，并专注于执行政策和流程。他们可以专门从事招聘、培训、员工关系或福利、招聘专家、发现和雇佣顶尖人才。培训和发展专业人员确保员工得到培训并持续发展。这是通过培训计划、绩效评估和奖励计划来实现的。员工关系处理员工在政策被打破时的担忧，例如涉及骚扰或歧视的案件。福利部门的员工会制定薪酬结构、家庭休假计划、折扣和其他员工可以获得的福利。该领域的另一方是人力资源多面手或业务合作伙伴。这些人力资源专业人员可以在所有领域工作，也可以成为工会雇员的劳资关系代表。人力资源是20世纪早期人类关系运动的产物，当时研究人员开始记录通过劳动力的战略管理创造商业价值的方法。[引文需要]最初主要是事务性工作，如工资和福利管理，但由于全球化、公司合并、技术进步和进一步的研究，到2015年，人力资源关注的是战略性举措，如并购、人才管理、继任规划、劳资关系、多样性和包容性。在当前的全球工作环境下，大多数公司都注重降低员工流动率，留住员工所拥有的人才和知识。[citation needed]招聘新员工不仅成本高，而且增加了新员工无法取代之前工作过的人的风险。人力资源部门努力提供对员工有吸引力的福利，从而降低失去员工承诺和心理所有权的风险。

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