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第一章 CHAPTER 1

前言 INTRODUCTION

由几个经营者主导下的极具竞争力的环境下，一个组织要生存和迅速扩大，组织的绩效是至关重要的。组织绩效是根据几个变量，如盈利能力,销售,生产质量和市场份额等来衡量的。然而，很少有组织把人力资源绩效这一最重要的因素给予极大重视。根据人力资源管理评论员的经验和组织的发展显示，员工是组织绩效的关键。

人力资源管理的总体目的是确保组织能够通过组织员工的共同努力实现成功。乌尔里希和拉克(1990)指出:“人力资源管理系统是组织能力的来源,允许企业学习和利用新的机会，但另一方面，人力资源管理有一个伦理维度,这意味着它还应该关注人的权利和一个组织的需求。

For an organization to survive and expand in the rapidly competitive environment dominated by several players, it is paramount for an organization to perform. The organization performance would be measure according to several variables such profitability, sales, production quality and market share, however, few organizations give prominence for the most important factors which is human resources performance. According to HRM commentator's retention and development of the organization employees are pivotal for organization performance.

The overall purpose of human resource management is to ensure that the organization is able to achieve their success through people. Ulrich and Lake (1990) states that: ‘HRM systems can be the source of organizational capabilities that allow firms to learn and capitalize on new opportunities'. But in the other hand HRM has an ethical dimension as well, which means it should also concern the rights and needs of people in an organization.

With the increased competition, globalization, boundless technological advances, -companies are forced to think about the factors like HRM, environment…etc to run the extra mile ahead of the others. Therefore nowadays employers consider investments on the HRM functions are very significant and effective, rather than seeing it as just a cost.

As it shown above, HRM should be incorporated with each and every function with in an organization. Starting from the recruitment process to the training and development, performance appraisal, performance incentives, promotion system , design of work and working environment…etc should aligned with effective HRM practices as it will reduce the direct & indirect employee grievances which results in a highly motivated and pleased workforce, which in turn influences on the overall organization performances.

When considering the structure of the Human resource management, there are two categories;

1. Managerial Functions

2. Operative functions

Functions of HRM

Managerial Functions Operative Functions

Planning Employment

Organising Human Resource

Directing Development

Controlling Compensation

Human relations

Recent trend in HRM

1. Managerial functions - It include Planning, organizing, directing and controlling.

· Planning is the main activity that a manager has to consider. The management has to decide what to do and how to do to achieve the objective of the organization. Management uses this process to plan the future of the company, decide what actions they are going to make to avoid difficult problems etc. (Bateman, Snell, 2007).

· Organizing is established in the internal struct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。