英语论文网

论文题目：英国人力资源管理作业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
是否有数据处理要求：否
您的学校：uclan
论文用于：BA essay 本科课程作业
补充要求和说明：

英国人力资源管理作业The role of an HRD department/ specialist in contributing towards an organization’s competitive strategy

1. Introduction

Since the advent of the theory and practice of human resource management (HRM for short) in the second half of the 20th century, HRM theory develops continuously, the importance of HRM is increasingly paid enough attention by important business managers, almost all of big companies in the world have a special department of HRM, and there are many specialists who expert in HRM develop and implement HRM strategies for the companies. Scientific HRM is essential to the success of modern enterprises (Gerhardt, Ashenbaum, & Newman, 2009). However, there is a phenomenon that causes the interest of many scholars who deal with HRM, that is, many organizations do not have an HRD department, or even an HRD specialist, and yet they are still successful. Especially in some SMEs, they do not attach very great importance to HRM, but they still succeed. This phenomenon causes debate of many scholars, the argument is about whether HRM of SMEs help them with increasing their competitiveness (Sisson, 1993; Rainnie, 1985). The author of this essay is in accordance with knowledge of relevant literatures to try to analyze this debate, ultimately putting forward the personal views. This essay first analyzes the reason for why some SMEs do not attach great importance to HRM but succeed, followed by an analysis of the benefits and limitations of HRM in SMEs. Finally, about whether HRM contributes to the growth of the competitiveness of SMEs, it presents its own views.

从人力资源管理理论和实践的出现（人力资源管理的简称）在下半场的第二十个世纪，人力资源管理理论不断发展，人力资源管理的重要性日益重要的企业管理者的足够重视，几乎世界上所有的大公司人力资源管理的一个特殊部门，有许多管理专家的专家制定和实施公司的人力资源管理策略。科学的人力资源管理是现代企业成功的关键（格哈德，ashenbaum，纽曼，2009）。然而，还有一种现象，引起许多学者从事人力资源管理，即利益，许多组织没有人力资源开发部门，甚至是人力资源开发的专家，但他们仍然是成功的。尤其是一些中小企业，他们不重视非常重视人力资源管理，但他们仍然成功。这一现象引起了许多学者的争论，争论的是关于人力资源管理的中小企业是否帮助他们提高他们的竞争力（西森，雷尼，1993；1985）。本文在相关文献知识按照试图分析这场辩论，最终提出了个人的看法。本文首先分析了为什么有些企业不重视人力资源管理，而成功的，其次是人力资源管理的优点和局限性的分析，中小企业。最后，对人力资源管理有助于企业竞争力的发展，提出了自己的看法。

2. Discussion
3. Conclusion

References

Barbero, J. L., Casillas, J. C. & Feldman, H. D. (2011). Managerial Capabilities and Paths to Growth as Determinants of High-growth Small and Medium-sized Enterprises. International Small Business Journal, Vol.12 No.2, pp. 671 - 694.
Cho, J., Kyu-Young, L. & Jaeseong, L. (2011). Dismissal Law and Human Resource Management in SMEs: Lessons from Korea. Asia Pacific Journal of Human Resources, Vol.3 No.49, pp. 105 - 123.
Gerhardt, M., Ashenbaum, B. & Newman, W. R. (2009). Understanding the Impact of Proactive Personality on Job Performance: The Roles of Tenure and Self-Management. Journal of Leadership and Organizational Studies, Vol.8 No.16, pp.61 - 72.
Hutchinson, V. & Quintas, P. (2008). Do SMEs do Knowledge Management?: Or Simply Manage what they Know? International Small Business Journal, Vol.4 No.26, pp. 131 – 154.
Illessy, M., et al. (2007). Labour Relations, Collective Bargaining and Employ本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。