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论文题目：英国hr作业The role of an HRD department/ specialist in contributing towards an organization’s competitive strategy
论文语言：英语论文 English
论文专业：international business communication
字数：1500
学校国家：英国
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您的学校：uclan
论文用于：BA essay 本科课程作业
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英国hr作业The role of an HRD department/ specialist in contributing towards an organization’s competitive strategy

1.0 Introduction

With the globalization of economy and the rapid development of science and technology, the competitive pressures faced by enterprises are also increasing, which makes enterprises have higher demand for talent of employees and managers, the importance of human resource management (HRM) has been reflected (Bennett, 1992). However, there is a concept which holds that many organizations do not have an human resource development (HRD) department, or even an HRD specialist, and yet they are still successful. These success stories seem to confirm that HRD is not important for the success of an enterprise. How to explain the existence of this paradox is an interesting question. This essay first presents the challenges posed by the external factors of enterprises for corporate personnel management, then it introduces how HRM should deal with the challenges. Finally, it draws a conclusion and discusses the role of an HRD department / specialist in contributing towards an organization's competitive strategy.

随着经济的全球化和科学技术的迅猛发展，企业所面临的竞争压力也越来越大，这使得企业对员工和管理人员高职人才的需求，人力资源管理（HRM）的重要性已经体现（班尼特，1992）。然而，有一种观点认为，许多组织没有人力资源开发（HRD）部门，甚至是人力资源开发的专家，但他们仍然是成功的。这些成功的故事似乎证实了人力资源开发的一个企业的成功不重要。如何解释这个悖论的存在，是一个有趣的问题。本文首先提出了企业人事管理企业外部因素所带来的挑战，并介绍了人力资源管理如何应对挑战。最后，得出结论并讨论了人力资源开发部门/专家在促进组织的竞争战略中的作用。

2.0 Body

3.0 Conclusion

Some organizations can be successful by taking traditional personnel management, but with the changing market and economic environment, advances in technology, as well as the strategic transformation of enterprises, traditional personnel management will not be able to meet the needs of enterprises, the importance of HRM for enterprises will be greatly improved, the complexity of work of HRM will be greatly increased, companies must pay attention to HRM, HRD specialists with expertise, good management level and overall quality will commit to corporate HRM work (Bennett, 1992), an HRD department / specialist can help companies to develop long-term HRM strategies and manage personnel better, as well as conduct more scientific performance evaluation and take on some other important HRM work.

References

Ahedo, M. (2010). Exploring the innovative potential of SMEs in Spain. Transfer: European Review of Labour and Research, 5(16), 197 - 209.
Bachrach, D. G., Powell, B. C. and Bendoly, E. (2004). Organizational citizenship behavior and performance evaluations: the impact of task interdependence. AMPROC, 8, A1 - A6.
Bennett, M. (1992). Future directions in remuneration management. Asia Pacific Journal of Human Resources, Dec; 30: 59 - 66.
Blomberg, R. (1989). Cost-benefit analysis of employee training: a literature review. Adult Education Quarterly, 1(39) 89 - 98.
Brown, M. and Benson, J. (2005). Managing to overload: work overload and performance appraisal processes. Group Organization Management, 2(30), 99 - 124.
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