人力资源管理领域面临道德挑战 [5]
论文作者:www.51lunwen.org论文属性:作业 Assignment登出时间:2015-07-21编辑:huiyin点击率:10279
论文字数:4361论文编号:org201507172107584982语种:英语 English地区:新西兰价格:免费论文
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摘要:道德挑战是专业人力资源管理目前面临的新问题。随商业环境的改变,目前人力资源管理内容发生了很大变化,社交网络的应用应该得到重视。人力资源专业人员应该牢记招聘、培训、多样性和全球化的要求,迎接道德挑战的要求。
plan, measure outcomes, and leverage learning. The first step, get intelligence, could involve a SWAT analysis. It could also mean just becoming intelligent as well. The 'get intelligent' step helps leadership plan the rest of the process. This is the point when which social technologies to use can be determined. The second step, 'clarify objectives', is easy to forget. For example, Morecroft, Marr and Kassokakis mention, 'Often new users' enthusiasm may lead them to adopt strategies that don't necessarily address their true needs' (2010 p. 138). Just adopting social networking technologies will not be enough to provide an organization with a competitive edge; social networking must be clearly linked to the businesses mission, vision, goals and future needs. A strategy map can help in developing the objectives. Morecroft et. al, define a strategy map as a 'method of displaying and communicating an organization's purposeful strategic decisions' (p. 140). Having a strategic plan is critical but it should not be seen as the 'end all-be all'. The strategy may need to change if the external environment, key players, or organizational profits change. Flexibility with the strategy will be required to ensure the strategy is effective. The third step in social network organizational adoption is design strategies. Here the audience is considered and the objectives formulate into a clear plan for training. After a plan is developed implementation should be next. Implementation will involve training a company's employees on the new systems and new technologies. For employees to use social networks successfully, they will have to understand what part they play in achieving the new training vision. Ultimately, training should be the 'best way to prepare the organization's members to contribute using your social network tools' and 'building trust and preparing users to embrace and begin using social media quickly' (Morecroft et. al. p. 144). Implementation is followed by measuring impact. Measuring impact involves finding the relationship between the newly implemented social network technologies and organizational performance. Organizations typically measure down to the detail how well their campaign was followed. Often large worksheets with activities, names, and dates are a good sign this is happening. Human resources can help with measurement, ensuring that implementation fits the organizational design. The mission, values, goals and vision of a company should be supported by the campaign of social network integration with training and development. The last step in this process is to leverage learning. Leveraging learning is about reapplying learning. Morecroft et. el state that true learning involves 'experience, re茂卢鈥歟ction, analysis, insight, and reapplication in another interaction' (p. 145). Social network adoption, following the steps outlined above, can be used to prevent many ethical dilemmas that human resource professionals may otherwise encounter.
How do trainers use social media ethically? Morecroft, Marr, and Kassokakis provide this insight: 'Employee training and development teams are also ending innovative uses of social media to share knowledge, develop skills, and manage talent. The ability to easily and quickly share knowledge,
learning, and wisdom helps create a learning culture.'(p. 113). Detroit's Henry Ford hospital used YouTube to capture a brain surgery in re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。