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人力资源管理英国硕士毕业论文:在中国和英国如何有效的使用雇主的招聘信息_a comparison of how employers in china and uk use recruitment information to attract applicants

论文作者:英语论文网论文属性:硕士毕业论文 thesis登出时间:2011-06-29编辑:anne点击率:4402

论文字数:13104论文编号:org201106291421463259语种:英语 English地区:英国价格:$ 132

关键词:人力资源管理英国硕士毕业论文雇主招聘信息

摘要:人力资源管理英国硕士毕业论文大致内容:人力资本是企业第一资源,它是采取了越来越多的关注。作为人力资本的开发和管理部门,主要工作包括以下四个方面是:选举,教育,就业和留人。现代招聘的人力资本开发和管理的第一步骤,也是一个非常重要的一步。如果你是对有形和无形的资产在过去20年的业务比例而言,你会发现一个很有趣的现象,据调查(从分析数据的S&P500公司,巴鲁克列弗),有形资产发生68%的企业在1982年的总资产在1998年下跌了15%。

INTRODUCTION
1.1 BACKGROUND TO THE RESEARCH
With rapid development of revolution of the new technology, the production methods transformed to the direction of the improvement of products and content of intelligence and information, and workers are playing an increasingly important role in the production process. Britain who took the leading position in areas of scientific experiments and technological innovation had taken almost half percent major technological inventions. The fundamental reason is that Britain had the advanced human capital management which attracted a large number of high-tech talents. Britain's development of human capital management developed and improved early, https://www.51lunwen.org/humanresource/ specially since the 1990s, the functions of human capital management of Britain’s had taken a great transformation which won Britain lots of talents. However, China didn’t pay enough attention to attract qualified personnel and management of human capital in the past years. In the circumstance of market economy, China should actively learn from the United Kingdom and other developed countries for the advanced management experience.
Human capital is the primary resource of enterprise and it is taken more and more attention. As a department of developing and managing human capital, the main work involves are following four aspects: election, education, employment and keep people. Modern recruitment is the first step of developing and managing human capital which is also a very important step. If you are concerned about the ratio of tangible and intangible assets in the business in past 20 years, you will find a very interesting phenomenon, according to surveys (data from Analysis of the S & P500 Company, Baruch Lev), the tangible assets took 68 percent of the total assets of enterprises in 1982 which fell to 15 percent in 1998.

1.2 COMPARATIVE RESEARCH
1.2.1 The Nature of Comparative Research
1.2.2 The Importance of Comparative Research
1.2.3 The Problems of Comparative Research
1.3 AIM AND OBJECTIVES
1.3.1 Aim:
1.4 STRUCTURE OF THE PROJECT
1.4.1 Introduction
1.4.2 Chapter 1.0
1.4.3 Chapter 2.0
1.4.4 Chapter 3.0
1.4.5 Chapter 4.0
Chapter I: LITERATURE REVIEW

1.1 Recruitment
1.2 The principle of recruitment
1.2.1 Principle of complying with laws and regulations 
1.2.2 Principle of open competition
1.2.3 Principle of giving priority to efficiency
1.2.4 Principle of selecting the appropriate talents
1.2.5 Principle of a comprehensive examination
1.3 The source and methods of recruitment
1.3.1 Internal selection
1.3.2 External employment
1.4 Study on competence
1.5 Hofstede's theory of cultural dimensionality
1.5.1 Power distance
1.5.2 Uncertainty avoidance
1.5.3 Individualism versus collectivism
1.5.4 Masculine versus feminality
1.5.5 Long vs short term orientation
1.6 The cultural differences between the U.K. and China

CHAPTERⅡ: LITERATURE REVIEW

2.1 The Development of Theory of Cultural Differences in Human Resources Management
2.2.1 Power distance
2.2 Hofstede's theory of cultural dimensionality
2.2.2 Uncertainty avoidance index
2.2.3 Individualism versus collectivism
2.2.4 Masculine versus feminality
2.2.5 Long versus short term orientation
2.3 The cultural differences between the U.K. and China
2.3.1 Power distance
2.4 Recruitment

CHAPTER III: METHODOLOGY
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