公司管理
在最近几年已经出现市场国际化的热潮,各种组织的服务延伸至世界各地不同国家,目的是为了增加产品供应量、提高与现存同行业之间的竞争力、降低成本等。为确保公司业务运营的盈利能力和生存能力,跨国公司的管理者们越来越意识到人事管理措施的重要性。
这种国际化的行为将人力资源经理引入错综复杂的事物和伴随公司国际化而产生的一系列问题当中。这些问题和其复杂性使得国际人力资源管理办法开始推行,根据道林和韦尔奇的解释,其被定义为是“超越国籍的管理范围并延伸至世界各地的人力管理。”
斯卡利恩(1995年,引斯卡利恩和科林斯,2006)则理解为“人力资源问题和由于公司国际化、人力资源管理战略、政策与做法而呈现问题是公司为追求国际化的进程所产生的反应。”
Manager Management Business
Introduction——引言
In recent years there has been an upsurge in the Internalization of markets as various organisations are extending their services to different countries of the world in a bid to either flow with the competition existing within its industry, reducing costs etc. Managers of multinational firms are now increasingly realizing the significance of people management practices in ensuring the profitability and viability of their business operations (Brewster, 2002).
This act of internationalization introduces the human resource manager to the intricacies and issues that come with the internationalization of a corporation. These issues and intricacies have led to the introduction of the International Human Resource management which according to Dowling and Welch (2004) is defined as ‘going beyond the spectrum of management of expatriates and extends to the worldwide management of people.'
Scullion (1995, cited in Scullion & Collings, 2006) defines as ‘the Human resource issues and problems arising from the internationalization of business, and the Human Resources management strategies, policies and practices which firms pursue in response to the internationalization process.' These Human Resources Management Policies though from the Parent Country (PCN) cannot always be applied in the various subsidiaries. Thus the aim of this work is to find out the factors human resource managers must consider when preparing IHRM policies.
Recruitment and Selection——招聘和选拔
Recruitment and selection according to Price (2004) are major issues for human resource managers. Recruitment is often described together with selection, which in time follows immediately after or is often closely connected with recruitment.
Anderson (1994: cited in Beardwell & Claydon, 2007) states that these issues are concerned with identifying, attracting and choosing suitable people to meet organisations' human resource requirements. Though these processes are at times used simultaneously an attempt to differentiate its meaning is pertinent.
Recruitment is an instrument of the company's HR policy, concerning decisions to be taken in a company or another organisation. It is a HR practice to attract appropriate individuals or groups for an organisation. It is defined by Dowling and Schuler (1990, cited in Beardwell & Claydon, 2007) as “Searching for and obtaining potential job candidates in sufficient numbers and quality so that the organisation can select the most the appropriate people o fill its job needs'.
While Hackett (1991: cited in Beardwell & Claydon, 2007) defines Selection as being more concerned with
‘Predicting which candidates will make the most appropriate contribution to the organisation- now and in the future'
According to Edward and Rees (2006) it involves testing and evaluating the skills
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