外文文献现代企业人力资源管理.docx

外文文献现代企业人力资源管理.docx

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外文文献现代企业人力资源管理

ModernHumanResourcesManagement

1.Thegeneralsituationofhumanresourcemanagement

Modernhumanresourcesmanagementofenterpriseroughlycandivideintothreelevels,tacticsplan,andcarryoutplan.Threelevelsrepresenthumanresourcesmanagementadvance,canembodythetransitionfromtraditionalpersonnelmanagementtomodernhumanresourcesmanagement.WewillwelcomeEerainthe21stcentury.Inthefaceofthebrand-newchallenge,enterprisestoobtainthecompetitionadvantage,humanresourcesdevelopmentandmanagementcan'tbeignored.ThroughadapttoEeraviolentchangeandnewchallengecanpromoteenterprises’organizationsystemdevelopment,procedurerecombinationandmanagementtransformation.Topromotelatentenergyofhumanresourcesbecomeenterprisehumanresourcesmanagementdepartment’schiefduty.

Amongthecourseofenterprisemanagementdeveloping,itisnotdifficulttofindthatenterprisemanagementhavegonethroughproductionperiodandmarketperiod,thenenterthehumanresourcesleadingperiod.Wecansay,atEerahumanresourceswillbecomedirectionofenterprisesmanagement.Asweknow,productionperiodhavekeptquitealongstage,thenwepaidattentiontoproducts.FordMotorwasavividcaseofthatperiod:

Doyouneedtheautomobilewhichothercolors?

Weonlyproducetheblack.

Marketleadingisthetrendofrecenttenyearsdomesticenterprisesalsopayattentiontoit.Itscharacteristopayattentiontomarkettrend,marketrequire,andcustomersatisfaction.Productsqualityandservicearethefoundationofcustomersatisfaction.Productqualityandservicepromoted,enterprisecouldkeeptheoccupationrateofmarket.

EnterprisewilladopthumanresourcestoEeramaincharactersglobalization,worldnetandknowledge.Enterprisesmustknowthefunctionofhumanresourcesinthedevelopment.

Firstofall,knowledgeandtechnologyhavechangedthemeasureofenterprise’swealthandcompetitionrule.Knowledgeisstrategicassetsofenterprise,enterpriseistheorganizationwhichcancombine,create,transmitanduseknowledge.Sowhetherenterpriseshaveinnovativeknowledge,orheterogeneitytechnologybenotcoded,willpromoteenterprisestoboostproductivityinsuccession,promoteandcreatetheadvantageincompetition.Asknowledgeandtechnology’smedium（humanresources）onbehalfofspecialknowledge,technologyandability.Thoughscienceandtechnologyandknowledgeofenterpriseinvisible,knowledge,technologyandability’smedium（humanresources）isrealistic,andcanmanage,trainanddevelop.So,humanresourcesofenterprisesbecomethekeyfactorofenterprise’smarketvalue.Forinstancespeaking,themarketvalueofMicrosoftgoesbeyondGE.

Ineraofknowledge-driveneconomy,thefundamentalchangetakesplaceinenterprises’competition.E-eraisknowledge-driveneconomyera,thecompetitionbasedonkeyabilityofenterprise.AccordingtoMcKinseyadvisorycompany’sviewso-calledkeyabilitymeanorganization’saseriesofcomplementarytechnicalabilityandknowledge,ithavemadeoneormanyaspectsofbusinessreachcompetitionfieldfirst-classlevel.Thecultivationofenterprise’skeyabilitywillbebasedoninformationmanagement.AstoabroadpositionCEO,CIO,CKO（ChiefKnowledgeOfficer）,Chineseshouldbecalledchiefknowledgeofficerorknowledgeinspector.Theresponsibilityistopromotestaffknowledgeandtechnicalabilityconstantly,toguaranteeorganization’scompetitivenessathighlevel.

Secondly,networkeddevelopmentchangetraditionalspace-timeconception,createonenodemarcationandglobalworkingenvironmentandvision.So,thedevelopmentatfullspeedofthenewtechnology,notonlyimprovedproductionefficiency,reducedthetradeexpensesgreatly,butalsomadeanimpacttoenterprise’smanagement.Forexample,applicationofcomputerandnetworktechnology,redistributethepowerofenterprises.Thedevelopmentofcommunicationmeansandnetworktechnologyenablecustomerandstaffgettingmorerelevantinformation,improvingreactionspeedandflexibility.Thedevelopmentoftechnologywillredefineworkingtimeandworkingmodelconstantly.Thedevelopmentofinformationtechnology,makeenterprisesrealizetheimportantfunctionoftechnologycreator.Moreandmoreenterpriseswillimprovethehumanresourcesmanagementtoquiteimportantextent.

Moreover,globalizationhasalreadychangedtheborderofthecompetition.Enterpriseswillfaceunprecedentedchallenge.Globaleconomyintegrationundertradeliberalizationwillmakemultinationalenterprisesbecomeimportantstrengthininternationalmarketcompetition.Toobtaincompetitionadvantageunderglobalizationbackground,enterprises’administratorsandhumanresourcesdepartmentmusttakehumanresourcestoprogram.Theywillsetupnewmodeandprocedure,trainglobalsensitivesenseandkeyability.Alotoftrans-corporationadhere“thinkingglobalization,takeactionlocality”principle.Itisthechallengethatglobalizationbringtoenterprises.Thepromotionofinternationalcompetitionmustpromoteenterprisestodisposeresourcesinthewholeworld,includinghumanresourcesdispositioninworldwide.Managementincludingproblemsasfollows:

thedifficultytraining,conflictofdifferentcultureandmanagingcross-culturallywillbecomeimportantproblemsofenterprise’shumanresourcesmanagement.

2.Eera:

Deepchangeofhumanresourcesmanagement

Eera,knowledgeandtechnology,networkandglobalizationarethemaincharacter.Newmarket,newproductandnewconceptcontainnewthinkingofenterprise’skeyabilityandmanagementstyle.Humanresourcesmanagementinenterprisewilltakedeepchange:

Inthefaceofknowledgeeconomysociety,itdemandingknowledgeandinformationshared.Networkmakeinstitutionalframeworkdoawaywithhierarchicalsystem.Ononehand,networktissuegroupreplaceregularworkingofficeorposition.Insideenterprises,thegroupandtheothergroupareindependentandcomplementary,thecomprehensiveresultofthesumgreaterthanthepartwholly.Inthiscase,groupdependsonmembers’ability（notpost）andtusk.Performanceofgroupisthestandardtogetreward.Ontheotherhand,networkmademiddlemanagementinformationsharingloser.So,highpositionsreducingintheenterprise,itmadethetraditionalpromotionwayreduce.Inadapttothedevelopmentofenterprisehumanresourcessystem.Theworkisnotapositionbutataskandthetaskchangingconstantly.

Infuture,thesteady,machinery,repeatedworkwillbereplacedbythemachine.Thereonlyleftmentalwork,creativework.The“knowledgeworker”willutilizehisknowledgeandinnovationability,offerproductsandadditionalvalueofservice.Peoplenolongerregardpursuingtheseniormanagerialpositionasthemaingoalofjobdevelopment.Whattheyneedarebiggerautonomyandworkingelasticity,inordertogiveplaytotheirhigherproductioncapacity.Thus,astheadministrator,mustbegoodatcommunicatingandbuildingtherelaxedworkingatmosphere.Withengineeringleveldevelopingconstantly,staffwillbemoreandmoreimportantamongenterprise.TomeetstaffworkingandliferequestsbecomeEeraonekeygoalofhumanresourcesmanagement.Thestaffneedgetthefairandreasonablepay,getdevelopmentselfchanceandcondition.Heneedjobsecurity.Inotherwords,enterpriseswillrealizewhatthestaffneedisnotwork,butthevocation.

Astoabove-mentionedchanges,organizationsystemredesignedshouldonbackgroundofhumanresourcesmanagementofEera.Eera,organizationsystemwillchangeproduce,market,saleandresearch,developmentandfinancialdepartments.Butimplementahierarchicalsystemandnetworkframework.Intraditionalpyramidinstitutionalframework,itwasorderingandcontrolthatemphasized,emphasisdescribingthestaff’staskclearly,sotheexpectationtothestaffoftheorganizationisclear.Topromotestaffverticalmeansincrease,improvementandhighremunerationofstatusandresponsibility.Allinformationofhumanresourcesmanagementconcentratedonthesupremeadministrationandsupervisionauthorities.Bycontrast,inflatinstitutionalframework,emphasizethemandateofthestaff,andmakeupworkgrouponcommission.Theorganizationencouragesthestafftoexpandone’sownworkingcontent,improvethestaff'scommonabilityandflexibility.Trainsystemandremunerationsystemsupportthepromotionofcompetence.Innetworkedorganization,companywillmakeupvariouskindsofworkgroupsaccordingtospecialabilitytofinishthespecifictask.Theworkgroupusuallyincludesexpert.Innetworkedorganization,emphasizethemanagementofstaffparticipation,constructtheborderoforganizationagain.Overthepast5-10years,industrialeconomyeraoccupyspecializinginorderingwithcontroldecisionandresourceallocationtoarrangestatusconcentrateonmanagementthatmakewayforflexibleorganizationsystemalready.GE’sCEOJackWelchsaid,“Guaranteeandorganizesuccessful,thekeyistoletsuitablepersonstosolvethemostimportantbusinessquestion.Whetherheenterpriseswhichgradeandwhichpositioninorganization.”Itisthevividportrayalofthismechanism.Inpractice,themostimportantthingistoletthestaffstepfunctionaldepartmentsandworktogether,andguaranteetheyhavethepowerofdecisionandinformationneeded.Lookfromtrend,humanresourcesmanagementemphasizestaffindividualandworkgroup’sresponsibility.Achievementofworkgroupbecomethecore,toencouragestaffindividualwillbecomehistory.

AsthewideapplicationofInternettechnology,thecompetitionanddevelopmentwillunderthebackground“E-Business”times.Itisobvious,managementreconstructionand