人力资源管理包括知识管理
人力资源管理(HRM)是在一个组织中,侧重于招聘和管理,为组织中工作的人提供方向的一种职能。人力资源管理也可以由部门经理来执行。
人力资源管理是一种处理组织内与工人的比如招聘这类问题的职能,它为工作匹配和可用的人力资源并进行评估,开展绩效管理以及奖励,奖励制度是对推动组织绩效和组织发展最利用率低下和胡乱操作的管理工具之一, 人力资源管理的职能还有开发高质量的员工以及解决员工问题,员工的补偿、安全、福利、健康,员工激励,培训、沟通和管理员工。
人力资源管理的总体目的是通过它的员工确保组织能够增加成就。乌尔里希和拉克(1990)提出:“人力资源管理系统可以作为组织能力的来源,它使得企业可以学习和利用新的机会。人力资源管理将在以下的某些地区带来更大的效率。
Human Resource Management includes knowledge management
Human Resource Management (HRM) is a function in an organization that focuses on recruitment and management, providing direction for the people who work in the organization. HRM can be performed by line managers as well.
HRM is a function that deals with issues within the organization related with its workers such as hiring; matching available human resources to jobs, appraisal; performance management, rewards; the reward system is one of the most under-utilized and mishandled managerial tools for driving organizational performance, organization development; developing high quality employees, employee issues; compensation, safety, benefits, wellness, employee motivation, training, communication and administration.
The overall purpose of human resource management is to ensure that the organization is able to increase its success through its employees. As Ulrich and Lake (1990) say: ‘HRM systems can be the source of organizational capabilities that allow firms to learn and capitalize on new opportunities.' HRM is expected to bring more efficiency in some areas which is shown in below.
Organizational effectiveness: ‘Distinctive human resource practices shape the core competencies that determine how firms compete' Capelli and Crocker-Hefter (1996). This drastic research has shown that such practices can make a significant impact on company performance. HRM strategies aim to supports the practices in the company for improving effectiveness by developing methods in such areas as knowledge management, talent management and generally creating a perfect place for workers.
Human capital management: The human capital of an organization consists on the people who work in that company and on whom the company depends. Bontis et al (1999) defined human capital management as; 'human capital represents the human factor in the organization; the combined intelligence, skills and expertise that give the organization its distinctive character. The human elements of the organization are those that are capable of learning, changing, innovating and proving the creative thrust which if properly motivated can ensure the long-term survival of the organization.'
Knowledge Management: ‘Knowledge management is any process or practice of creating, acquiring, capturing, sharing and using knowledge, whenever it resides to enhance learning and performance in organizations' (Scarborough et al, 1999). HRM enables supporting the developments of an organization specifically the knowledge and skills which are the practices of organizational processes.
Reward Management: HRM aims to enhance the motivation, job engagement and commitment by introducing the employees that they are valued and rewarded for their work performances and achievements also the levels of their skills and competences that they reach.
Employee Relations: The aim is in employee interactions to create a great wo
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