有关人力资源管理的中英文文献

发布网友发布时间：2022-04-25 09:40

共2个回答

热心网友时间：2023-11-13 01:05

注意！楼上的这个英文文献是google译的，不顺。。。

http://www.managementhelp.org/hr_mgmnt/hr_mgmnt.htm

http://en.wikipedia.org/wiki/Human_resource_management

http://zh.wikipedia.org/wiki/%E4%BA%BA%E5%8A%9B%E8%B5%84%E6%BA%90%E7%AE%A1%E7%90%86

http://books.google.com.sg/books?id=FciK6xtWfy0C&pg=PT166&lpg=PT166&dq=Private+Enterprise+human+resource+management&source=web&ots=OFncstpski&sig=6f_0AsxbQZFRexeS08L8UAT_Zf8&hl=en

http://en.wikipedia.org/wiki/List_of_human_resource_management_topics

http://books.google.com.sg/books?hl=en&id=9fWF_ndSCcAC&dq=human+resource+management&printsec=frontcover&source=web&ots=4xwIYBuMf9&sig=6qfNhxSFoKD-_s0NWnwVdVS-vHk

http://books.google.com.sg/books?hl=en&id=EZ1CLRm3FnQC&dq=human+resource+management&printsec=frontcover&source=web&ots=e9ZXXrcD0q&sig=i_JxI28y7ZXehl-dqvoX-KtdldI

http://books.google.com.sg/books?hl=en&id=1m0i_YKPDNwC&dq=human+resource+management&printsec=frontcover&source=web&ots=yu6BZIhFj_&sig=WU6l52bZ0JH2JZPN4Qy038OtuKA

http://books.google.com.sg/books?hl=en&id=Gu1YWQGHgLcC&dq=human+resource+management&printsec=frontcover&source=web&ots=H7SbJNAizE&sig=Y3GssDjBHljJr3aRrmVgCaA9gTY

http://books.google.com.sg/books?hl=en&id=bnAiaXdzbRwC&dq=human+resource+management&printsec=frontcover&source=web&ots=NbX4F8U9oG&sig=umxDaoU05w_dZkxyT_usnZH5lR0

http://books.google.com.sg/books?hl=en&id=Vs98_GTpU5EC&dq=human+resource+management&printsec=frontcover&source=web&ots=571NexI6ER&sig=i8A4B8m2nb1LkNv8UrzVcgm2XI8

http://books.google.com.sg/books?hl=en&id=aQpPzvu4eC0C&dq=human+resource+management&printsec=frontcover&source=web&ots=9c4a-JsUBC&sig=N8_-lXARbKr61H9yKwrhNcPQF8Y

http://books.google.com.sg/books?hl=en&id=2BWLZTWoAeUC&dq=human+resource+management&printsec=frontcover&source=web&ots=msCayB2Gwr&sig=2WxIZuqhy3ZvWW7rPYsqCwkOwcY

Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who indivially and collectively contribute to the achievement of the objectives of the business.[1] The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations.[1] Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce.

Features
Its features include:

Personnel administration
Personnel management
Manpower management
Instrial management[2][3]
But these traditional expressions are becoming less common for the theoretical discipline. Sometimes even instrial relations and employee relations are confusingly listed as synonyms,[4] although these normally refer to the relationship between management and workers and the behavior of workers in companies.

The theoretical discipline is based primarily on the assumption that employees are indivials with varying goals and needs, and as such should not be thought of as basic business resources, such as trucks and filing cabinets. The field takes a positive view of workers, assuming that virtually all wish to contribute to the enterprise proctively, and that the main obstacles to their endeavors are lack of knowledge, insufficient training, and failures of process.

HRM is seen by practitioners in the field as a more innovative view of workplace management than the traditional approach. Its techniques force the managers of an enterprise to express their goals with specificity so that they can be understood and undertaken by the workforce, and to provide the resources needed for them to successfully accomplish their assignments. As such, HRM techniques, when properly practiced, are expressive of the goals and operating practices of the enterprise overall. HRM is also seen by many to have a key role in risk rection within organisations.[5]

Synonyms such as personnel management are often used in a more restricted sense to describe activities that are necessary in the recruiting of a workforce, providing its members with payroll and benefits, and administrating their work-life needs. So if we move to actual definitions, Torrington and Hall (1987) define personnel management as being:

“a series of activities which: first enable working people and their employing organisations to agree about the objectives and nature of their working relationship and, secondly, ensures that the agreement is fulfilled" (p. 49).

While Miller (1987) suggests that HRM relates to:

".......those decisions and actions which concern the management of employees at all levels in the business and which are related to the implementation of strategies directed towards creating and sustaining competitive advantage" (p. 352).

Academic theory
The goal of human resource management is to help an organization to meet strategic goals by attracting, and maintaining employees and also to manage them effectively. The key word here perhaps is "fit", i.e. a HRM approach seeks to ensure a fit between the management of an organization's employees, and the overall strategic direction of the company (Miller, 1989).

The basic premise of the academic theory of HRM is that humans are not machines, therefore we need to have an interdisciplinary examination of people in the workplace. Fields such as psychology, instrial engineering, instrial and organizational psychology, instrial relations, sociology, and critical theories: postmodernism, post-structuralism play a major role. Many colleges and universities offer bachelor and master degrees in Human Resources Management.

One widely used scheme to describe the role of HRM, developed by Dave Ulrich, defines 4 fields for the HRM function:[6]

Strategic business partner
Change agent
Employee champion
Administration
However, many HR functions these days struggle to get beyond the roles of administration and employee champion, and are seen rather as reactive than strategically proactive partners for the top management. In addition, HR organizations also have the difficulty in proving how their activities and processes add value to the company. Only in the recent years HR scholars and HR professionals are focusing to develop models that can measure if HR adds value.[7]

Critical Academic Theory
Postmodernism plays an important part in Academic Theory and particularly in Critical Theory. Indeed Karen Legge in 'Human Resource Management: Rhetorics and Realities' possess the debate of whether HRM is a modernist project or a postmodern discourse (Legge 2004). In many ways, critically or not, many writers contend that HRM itself is an attempt to move away from the modernist traditions of personnel (man as machine) towards a postmodernist view of HRM (man as indivials). Critiques include the notion that because 'Human' is the subject we should recognize that people are complex and that it is only through various discourses that we understand the world. Man is not Machine, no matter what attempts are made to change it i.e. Fordism / Taylorism, McDonaldisation (Modernism).

Critical Theory also questions whether HRM is the pursuit of "attitudinal shaping" (Wilkinson 1998), particularly when considering empowerment, or perhaps more precisely pseudo-empowerment - as the critical perspective notes. Many critics note the move away from Man as Machine is often in many ways, more a Linguistic (discursive) move away than a real attempt to recognise the Human in Human Resource Management.

Critical Theory, in particular postmodernism (poststructualism), recognises that because the subject is people in the workplace, the subject is a complex one, and therefore simplistic notions of 'the best way' or a unitary perspectives on the subject are too simplistic. It also considers the complex subject of power, power games, and office politics. Power in the workplace is a vast and complex subject that cannot be easily defined. This leaves many critics to suggest that Management 'Gurus', consultants, 'best practice' and HR models are often overly simplistic, but in order to sell an idea, they are simplified, and often lead Management as a whole to fall into the trap of oversimplifying the relationship.

Business practice
Human resources management comprises several processes. Together they are supposed to achieve the above mentioned goal. These processes can be performed in an HR department, but some tasks can also be outsourced or performed by line-managers or other departments.

Workforce planning
Recruitment (sometimes separated into attraction and selection)
Inction and Orientation
Skills management
Training and development
Personnel administration
Compensation in wage or salary
Time management
Travel management (sometimes assigned to accounting rather than HRM)
Payroll (sometimes assigned to accounting rather than HRM)
Employee benefits administration
Personnel cost planning
Performance appraisal

Careers
The sort of careers available in HRM are varied. There are generalist HRM jobs such as human resource assistant. There are careers involved with employment, recruitment and placement and these are usually concted by interviewers, EOE (Equal Opportunity Employment) specialists or college recruiters. Training and development specialism is often concted by trainers and orientation specialists. Compensation and benefits tasks are handled by compensation analysts, salary administrators, and benefits administrators.

Professional organizations
Professional organizations in HRM include the Society for Human Resource Management, the Chartered Institute of Personnel and Development (CIPD), the International Public Management Association for HR (IPMA-HR) and the International Personnel Management Association of Canada (IPMA-Canada).Management Association of Nepal [MAN]

人力资源管理，是指为了完成管理工作中涉及人或人事方面的任务所进行的管理工作。

人力资源管理工作包括：工作分析；制定人力需求计划以及人员招募；培训及开发；薪酬及福利管理、绩效评估；劳动关系管理等。

人力资源管理愈来愈被重视。在经济发展成熟的体系下，人力资源管理必须配合以争取最佳的资源效益，若将不适当的人力配对不适当的职位，资源效益不但全无，或可能有损耗。现代经济讲求平衡及配合，提升管理效能和质素，就要人力资源配合以作平衡，个中的内容是设立人力资源架构框架，用最适合的人做最适合的工作。建立人力资源平台，作为沟通及搜集资讯渠道，将各方意见综合，舍短取长，以处理薪酬、福利等事宜。人力资源最重要是培训及发展，人力资源发展必须投资在培训方面，以发挥各阶层的人力资源潜能。

发展简史
在现实世界不同的国家人力资源的发展情况以及历史都不同。一般说来，人力资源的学术界发展经历了：人事管理（Personnel Management），人力资源管理（Human Resource Management）到现在新近兴起的人力资本管理（Human Capital Management）。其只要不同即在于公司和企业对待职员的理念的变化和发展。

在人事管理阶段，人事经理们的工作是管理职工福利，以及和工会的法律程序方面。公司的上层管理部门将人事部门的各种活动以及公司职员皆看作公司的大笔纯支出，而尽可能的削减这部分的开支。公司对人事部的活动持不积极的支持态度。
在人力资源管理阶段，企业员工被看成企业的可以增值的资产而被发展以期充分利用潜能。人力资源部门充分利用职位分析，工作分析，职位概述，人员选择和招聘，员工培训等等活动来提高企业员工的效率，从而增加企业的管理和运营更加有效。当一个公司实行人力资源管理战略的时候，人力资源部门将被纳入公司战略计划的一个重要组成部分。公司的未来发展，市场拓展，新产品研发等等都要牵扯到人力资源部门的支持，协调与合作。人力资源被作为提高公司竞争力的战略手段而被重视。除此之外，人力资源管理就是协助公司去激励员工，透过一些物质上的满足和一些财务奖励，从而增加员工的对公司归属感、增加员工士气和减低对工作的不满等¨。有高昂的士气会使工作更加有效率和使工作更加顺利，最终公司和员工也各有得益。
在人力资本管理阶段，人力部门的基本职责仍与人力资源管理时期相似，但是企业员工不再被看作有发展潜力的资产，而是公司可以利用的资本。人力资源部门的各项活动被量化与公司的利润率挂钩，并且这也是衡量职工和各部门是否有效工作的主要手段。

主要职能
人力资源管理的主要职能包括：人员招募；培训及开发；薪酬及福利管理。

人员招募：

人员招募又称为人员招聘。主要是基于组织（公司，*，非盈利组织等）的近期及远期的业务需要，来制定人员需求的计划，并通过各种招聘手段来完成组织的人员需求。

人员招募主要涉及人员规划，简历收集，选聘，录用及员工入职培训。

培训及开发：

培训及开发主要是通过一些培训及开发的技术及手段，提高员工的技能，以适应公司所处经营环境中的技术及知识的变化。

主要的技术及手段有：

培训在岗培训轮岗员工继续教育计划辅导，训导

薪酬；福利管理：

人力资源管理的内外部条件

人力资源管理的外部条件
劳动法规
劳动力市场
当地文化

人力资源管理的内部条件
企业经营战略
国际化程度

人力资源部的组织设置
有以下三种方式：

职能型组织设置
人力规划
人力购得
培训与进修
工资和薪水
社会事业
对象型组织设置
技术类员工
管理类员工
领导层
受培训者
混合模式

热心网友时间：2023-11-13 01:05

人力资源管理的中英文文献

术语：
PROFIT SHARING-------------------利润分成
DOCK CHARGE----------------------码头费
INLAND CHARGE--------------------内陆转运费
MERCHANDISE INSPECTION-----------商检费
TERMINAL HANDLING CHARGE---------THC
DRAYAGE--------------------------提箱和还箱费
PEAK SEASON SURCHARGE------------旺季附加费
COMMISSION-----------------------佣金
MAILS FEE------------------------邮寄费
PANAMA CHANNEL CHARGE------------运河费
THE CHARGE OF FREIGHT------------运杂费
TRANSSHIPMENT COSTS -------------中转费
VANNING FEE----------------------装箱费
INSURANCE FEE--------------------保险费
CUSTOM CLEARANCE FEE-------------报关费
CY SURCHARGE---------------------CY交货附加费
EQUIPMENT RETURN CHARGE----------空箱返还费
DIVERSION FEE--------------------改港费
EQUIPMENT CHANGING CHARGE--------改箱费
PORT CONGESTION SURCHARGE--------港口拥挤费
BUNKER ADJUSTIVE FACTOR----------BAF(燃油附加费)
CURRENCY ADJUSTMENT FACTOR-------CAF(币值附加费)
STORAGE CHARGE-------------------仓储费
CUSTOM INSPECTION FEE------------查验费
DEVANNING CHARGE-----------------拆箱费
DESTINATION DELIVERY CHARGE------DDC(终点码头卸货费)
HANDLING CHARGE------------------代理费
REFUND---------------------------反佣
GENERAL RATE INCREASE------------GRI(全面涨价费)
OCEAN FREIGHT--------------------海运费
DOCUMENT TRANSFERING FEE---------换单费
EQUIPMENT REPOSITION SURCHARGE---空箱调运费
WAREHOUSE REFUND SHARING---------拼箱退佣
CONTAINER FREIGHT STATION--------CFS(集装箱货运站)

随着社会的发展，行业竞争的日趋激烈，如何提高工作效率、降低管理成本、提高服务水平和企业的竞争能力，是每一个企业管理者最为关注的问题。越来越多的管理者认为实行计算机科学化管理是解决这一问题的关键。

物流运输企业由于行业特点，传统操作过程复杂，文件繁多，竞争日趋激烈。越来越多的信息问题涌现出来，例如：一方面，要不断开发客户市场，对客户的基本资料，货物分布情况、联系人的喜好及联系方式有较为全面的了解，另一方面，要作好财务的收付工作，确保运费能按时的收付，欠款一目了然，及时催缴。以往查阅厚厚的文件资料的做法，显然是不可取的。必须采取更有效的解决办法。同时收集处理信息的速度、信息的准确性、安全性，还影响到公司整体的管理水平和决策层对整体业务的控制和协调。采用计算机软件管理信息是解决上述问题的一个行之有效的办法。

物流管理软件，就是根据物流运输企业业务流程，将企业业务的各类数据联系起来，组成一个有机的系统，使得业务、财务、市场等方面的信息得以方便、快捷地传递，并经过综合处理生成各种报表送交给各个职能部门及决策层。应用物流管理软件系统不仅可以节省大量的人力，减少工作中的失误，对客户的询问可以迅速的从电脑中查询信息答复客户，而且可以帮助决策者及时调整公司经营策略，提高公司在同行业中的知名度，增强公司的竞争力。
过去物流管理着重在企业内部作业与组织的整合，对下游顾客的对应，是以服务与品质为主要重心。因此，评价物流的管理业绩和效果的准则，多半是以处理订单周期时间的速度，供货率及完成质量来量度。

随着物流业的发展，在供应链管理模式上增添新的内容，物流业出现了新的十大趋势。

（一）物流管理从物的处理，提升到物的加值方案设计、解决和管理上。可以为客户提供度身订造式的，并带有个性化的服务，企业逐渐转向强调跨企业界限的整合，使得顾客关系的维护与管理变得越来越重要。

（二）由对立转向联合。传统商业通道中，企业间多半以自我为中心，追求自我利益，因此往往造成企业间对立的局面。然而在追求更大竞争力的驱动下，许多企业开始在各个商业流通机能上整合，通过联合规划与作业，形成高度整合的供应链通道关系，使通道整体成绩和效果大幅提升。

（三）由预测转向终测。传统的流通模式通过预测下游通道的资源来进行各项物流作业活动，不幸的是预测很少会准确的，因而浪费了许多自然及商业资源。新兴的物流管理趋势是强调通道成员的联合机制，成员间愿意互换营运及策略的信息，尤其是内部需求及生产的资料，使得上游的企业无需去预测，流通模式是逐渐由预测基础转向终测基础发展。

（四）由经验积累转向变迁策略。一直以来经验曲线是企业用来分析市场竞争趋势及发展对应策略的方法，并以企业长年积累的经验作为主要竞争武器，然而科技的突飞进步，企业固守既有经验反而成为企业发展的障碍，因此在调度变化的环境下，经验及现存通道基础结构反变为最难克服的障碍，成功的企业要建立对策略方向的嗅觉和持续变迁管理体系才能生存。

（五）由绝对价值转向相对价值。传统财务评价只看一些绝对数值，新的评估方法将着重在相对价值的创造，亦即在通道中提供加值服务，顾客所增加的价值中企业可占多少比例。

（六）由功能整合转向程序整合。在竞争渠道日趋激烈的环境中，企业必须更快响应上、下游顾客的需要，因而必须有效整合各部门的营运，并以程序式的操作系统来动作，物流作业与活动多半具有跨功能，跨企业的特性，故程序式整合是物流管理成功的重点。

（七）由垂直整合转向虚拟整合。在传统渠道中，一些大企业进行通道的垂直整合，以期对通过掌握有更大的力量，事实证明这并不成功，反而分散了企业的资源，并将主业削弱。今日企业经营的趋势是专注核心业务，将非核心业务委托给专业管理公司去做，形成虚拟企业整合体系，使主体企业提供更好的产品及服务。

（八）由信息保留转向信息分享。在供应链管理结构下，供应链内相关企业必须将供应链整合所需的信息与其他企业分享，否则，无法形成有效的供应链体系。

（九）由训练转向知识学习。在可预见的未来，任何物流程序均以人力来完成。然而，物流作业多半需要在各个物流据点和运输网络中进行，大约有90%的时间，物流主管无法亲自加以监控。全球化的发展趋势，也增加了物流人力资源管理的复杂度。物流主管必须将以个别人员技能训练的方式，转向知识基础的学习发展。

（十）由管理会计转向价值管理。未来许多企业愿意投入许多资源建立基本会计系统，着重在提供增值创造，跨企业的管理信息，以期能确认可创造价值的作业，而非仅在于收益增加，成本升降上。

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The thing class manages the software, is flows the transportation enterprise service flow according to the thing, according to relates the enterprise service various class numbers, composes an organic system, causes aspect the and so on service, finance, market information to be able to be convenient, to transmit quickly, and proces each kind of report form after synthesis processing to deliver for each function department and the decision-making strata. The appliance flows the management software system not only to be possible to save the massive manpower, reces in the work the fault, may be rapid to the customer inquiry inquires the information answer customer from the computer, moreover may help the policy-maker promptly to adjust the company to manage the strategy, enhances company's in same profession well-knownness, the enhancement company's competitive power.
In the past flowed the management emphatically in the enterprise interior work and organization's conformity, to the downriver customer's correspondence, was take serves and the quality as the main center of gravity. Therefore, the appraisal flows the management achievement and the effect criterion, is mostly by processes the order form period the speed, supplying goods rate and completes the quality to measure.

Along with the thing flowing instry development, increased the new content in the supply chain management pattern, thing flowing instry had the new ten major tendencies.

(1) thing flows the management from thing processing, promotes to in the thing Canadian value plan design, the solution and the management. May provides for the customer 度身订造 -like, and has the personalization the service, the enterprise graally changes emphasized the cross enterprise boundary the conformity, causes the maintenance and the management which the customer relates changes more and more importantly.

(2) changes the union by the opposition. In the traditional commercial channel, the enterprise mostly take as the center, pursues the self- benefit, therefore often makes the aspect which the enterprise opposes. However in under the pursue bigger competitive power actuation, many enterprises starts in each commercial circulation function the conformity, through the union plan and the work, forms highly the conformity supply chain channel relations, causes the channel overall result and the effect large promotion.

(3) changes the final survey by the forecast. The traditional circulation pattern carries on each thing through the forecast downriver channel resources to flow the work activity, unfortunately forecasts very little can accurate, thus has wasted many natures and the commercial resources. The emerging thing flows the management tendency is emphasized the channel member's union mechanism, between the member is willing to exchange transport business and the strategy information upstream, in particular internal demand and the proction material, causes the enterprise not to need to forecast, the circulation pattern changes the final survey foundation development graally by the forecast foundation.

(4) accumulates by the experience changes the vicissitude strategy. The empirical curve has since always been the enterprise uses for to analyze the market competition tendency and the development correspondence strategy method, and the experience which accumulates by the enterprise elders takes the main competition weapon, however the science and technology flies suddenly the progress, the enterprise defends stubbornly already has the experience instead to become the barrier which the enterprise develops, therefore in under the dispatch change environment, the experience and the extant channel foundation structure instead becomes the barrier which most difficult to overcome, the success enterprise must establish to the strategy direction sense of smell and continues the vicissitude management system to be able to survive.

(5) changes the relative value by the absolute value. The traditional finance appraisal will look only some absolute values, the new appraisal method emphatically in the relative value creation, that is will provide adds the value service in the channel, in the value which the customer will increase the enterprise may account for how many proportions.

(6) changes the procere conformity by the function conformity. In the competition channel intense environment, the enterprise must day by day in a quicker response, the downriver customer's need, thus must effective conformity various departments' transport business, and acts by the procere -like operating system, the thing flows the work and the activity has the cross function mostly, cross enterprise's characteristic, therefore the procere type conformity is the thing class manages the successful key point.

(7) changes the hypothesized conformity by the vertical conformity. In the traditional channel, some big enterprises carry on the channel the vertical conformity, to through grasps by the time has a bigger strength, the fact proved this is not successful, instead dispersed enterprise's resources, and weakens the principal work. Today the enterprise manages the tendency is dedicated nucleus □0 □$. The service, makes the non- core business request for the specialized management company, forms the hypothesized enterprise conformity system, causes the main body enterprise to provide a better proct and the service.

(8) changes the information share by the information retention. Under the supply chain management structure, supplies in the chain to be connected the enterprise to have to supply the information which the chain conformity needs to share with other enterprises, otherwise, is unable to form the effective supply chain system.

(9) changes the knowledge study by the training. In future which may foresee, any thing flows the procere to complete by the manpower. However, the thing flows the work to need to flow the foothold and in mostly the transportation network in each thing carries on, probably some 90% time, the thing flows the manager to be unable to perform to monitor personally. Globalization development tendency, also increased the thing to flow the human resources management the order of complexity. The thing flows the manager to have by the indivial personnel skill training way, changes the knowledge foundation the study development.

(10) changes the value management by management accounting. Future many enterprises will be willing to invest many resources establishments basic accountant the system, in will provide the increment creation emphatically, the cross enterprise's management information, by the time will be able the true approval creation value work, but must only will lie in the income to increase, in cost fluctuation.

热心网友时间：2023-11-13 01:05