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HR-标志
12 四月 2018

人力资源管理

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什么是人力资源?

学习目标

  • 澄清组织中的人力资源管理部分。
  • 描绘并检查一部分人力资源管理主要活动。

每个协会,无论大小,都利用各种资金来影响企业的工作。 资本包含用于为企业创造报酬的资金,资产或产品。 例如,一个零售店使用注册和库存,而一家咨询公司可能有限制性的节目或结构。 不管业务如何,所有组织都以类似的方式制定事情:他们应该有个人为他们的资金工作。 这将是我们的全部内容:使用关系建立能力和能力的收入年龄。

什么是人力资源管理?

人力资源管理(HRM) 是利用个人,为他们做准备,为他们提供报酬,制定确认他们的政策,并制定持有他们的程序的方式。 作为一个领域, 人力资源管理 在最近的二十年中经历了许多进步,使其成为现有组织中相当重要的组成部分。 之前,人力资源管理部门意味着处理财务问题,向代表发送生日礼物,编排组织之旅,并确保形状准确地完成 - 在一天结束时,更多的管理部分,而不是一个至关重要的部分该协会。 通用电气公司前任首席执行官杰克韦尔奇和管理大师杰克韦尔奇将人力资源管理的新部分整合起来:“逃避集会,生日活动和招募框架......请记住,人力资源在很多情况下是至关重要的,人力资源在艰难环境中具有特点”(Frasch ,等,2010)。

在这里引用注意力是很重要的,在这个内容的最早的参考点,每个董事都有一些与人力资源管理相关的部分。 因为我们没有人力资源总监的职位并不意味着我们不会完全执行任何人力资源管理任务或者没有任何人力资源管理任务。 例如,大多数主管人员负责管理员工的报酬,启发和维护 - 这些观点是人力资源管理的一部分,也是管理的组成部分。 因此,本书对于需要成为人力资源管理人员和处理业务的人员同样重要。

 

人力资源管理的作用

请记住,人力资源管理的诸多元素同样也是其他办公室主任所执行的差事,尽管采取了这种职业方式,但这也是使这些数据变得至关重要的因素。 大多数专家认同人力资源管理在组织中扮演的七个主要部分。 这些都在相应的细分市场中描绘。

人才招聘

您需要个人完成差事并完成协会的工作。 事实上,即使使用最现代的机器,人类仍然是必需的。 按照这些原则,人力资源管理部门的重要任务之一就是人员配备。 人员配置包括从安排薪酬捆绑中提出职业的整个采购过程。 在人员配置能力方面,有四项​​基本进展:

改善员工计划。 这种安排使人力资源管理部门能够根据收入需求来了解他们应该雇用多少人。

改进政策,激励工作中的多元文化。 工作场所中的多元文化主义正在变得越来越重要,因为我们有更多的人从各种各样的劳动力基础中脱颖而出。

征募。 这包括发现个人填补空缺职位。

决心。 在这个阶段,会遇到并挑选个人,并安排合适的薪酬组合。 这个过程通过准备,维护和启发而落后。

工作场所政策的进步

每个协会都有保证协会内部合理性和一致性的政策。 人力资源管理的职业之一是建立包含这些政策的措词。 在政策的推进中,人力资源管理,管理和官员与程序相关联。 例如,人力资源管理专家可能会认为需要制定策略或安排有所不同,寻求对方法的感受,制定策略,然后将这种方法传达给工人。 这里至关重要的是,人力资源部门不会也不能单独工作。 他们所需要的只是把每一个其他部门都包括在协会里。 伴随工作场所政策的一些案例可能伴随着:

  • 教学过程方法
  • 游览时间的方法
  • 服装标准
  • 道德方法
  • Web使用方法

薪酬与福利管理

HRM experts need to confirm that remuneration is reasonable, meets industry gauges, and is sufficiently high to lure individuals to work for the association. Remuneration incorporates anything the worker gets for his or her work. Furthermore, HRM experts need to ensure the compensation is practically identical to what other individuals performing comparable occupations are being paid. This includes setting up pay frameworks that contemplate the quantity of years with the association, years of experience, instruction, and comparative perspectives. Cases of worker remuneration incorporate the accompanying:

  • 薪水
  • Medical advantages
  • 401(k) (retirement designs)
  • Stock buy designs
  • Get-away time
  • Wiped out leave
  • Educational cost repayment

Since this isn’t a comprehensive rundown, pay is examined assist in Chapter 6 “Remuneration and Benefits”.

机械维护

Maintenance includes keeping and spurring workers to remain with the association. Remuneration is a main consideration in representative maintenance, however there are different factors too. 90% of workers leave an organization for the accompanying reasons:

  • Issues around the activity they are performing
  • Difficulties with their chief
  • Poor fit with hierarchical culture
  • Poor workplace condition

Regardless of this, 90 percent of administrators think representatives leave because of pay (Rivenbark, 2010). Subsequently, chiefs frequently attempt to change their pay bundles to shield individuals from leaving, when remuneration isn’t the reason they are leaving by any means. Part 7 “Maintenance and Motivation” and Chapter 11 “Worker Assessment” examine a few techniques to hold the best representatives in light of these four components.

学习与发展

When we have invested the energy to enlist new representatives, we need to ensure they are prepared to carry out the activity as well as proceed to develop and grow new aptitudes in their activity. This outcomes in higher efficiency for the association. Preparing is additionally a key segment in worker inspiration. Representatives who feel they are building up their aptitudes have a tendency to be more joyful in their occupations, which brings about expanded worker maintenance. Cases of preparing projects may incorporate the accompanying:

  • Employment aptitudes preparing, for example, how to run a specific PC program
  • Preparing on correspondence
  • Group building exercises
  • Arrangement and legitimate preparing, for example, inappropriate behavior preparing and morals preparing

管理影响就业的法律

Human asset individuals must know about every one of the laws that influence the workplace. A HRM expert may work with some of these laws:

  • 隔离法律
  • Medicinal services prerequisites
  • Pay prerequisites, for example, the lowest pay permitted by law
  • Worker security laws
  • Work laws

The legitimate condition of HRM is continually changing, so HRM should dependably know about changes occurring and after that convey those progressions to the whole management association. As opposed to introducing a part centered around HRM laws, we will address these laws in each significant section.

对应

Other than these real parts, great relational abilities and astounding management aptitudes are critical to effective human resources management and in addition general management.

熟悉外部因素

Notwithstanding overseeing inward factors, the HR director needs to consider the outside powers at play that may influence the association. Outside powers, or outer variables, are those things the organization has no immediate control over; in any case, they might be things that could emphatically or contrarily affect human resources. Outside variables may incorporate the accompanying:

  • Globalization and offshoring
  • Changes to business law
  • Medicinal services costs
  • Representative desires
  • Decent variety of the workforce
  • Changing socioeconomics of the workforce
  • An all the more exceedingly instructed workforce
  • Cutbacks and scaling back
  • Innovation utilized, for example, HR databases
  • Expanded utilization of long range informal communication to disseminate data to workers

 

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