Library Management System 图书馆管理体制改革刍议The reform of library management system
resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually 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 features include:Personnel administration Personnel management Manpower management Industrial management[2][3] But these traditional expressions are becoming less common for the theoretical discipline. Sometimes even industrial 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 theoretical discipline is based primarily on the assumption that employees are individuals 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 productively, and that the main obstacles to their endeavors are lack of knowledge, insufficient training, and failures of 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 reduction 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 theoryThe 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", . 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, industrial engineering, industrial and organizational psychology, industrial relations, sociology, and critical theories: postmodernism, post-structuralism play a major role. Many colleges and universities offer bachelor and master degrees in Human Resources 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 TheoryPostmodernism 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 individuals). 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 . 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 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 practiceHuman 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 planning Recruitment (sometimes separated into attraction and selection) Induction 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 CareersThe 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 conducted by interviewers, EOE (Equal Opportunity Employment) specialists or college recruiters. Training and development specialism is often conducted by trainers and orientation specialists. Compensation and benefits tasks are handled by compensation analysts, salary administrators, and benefits organizationsProfessional 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,政府,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
Library Management System
你好,,我可以的。
As the society advanced, technology also advanced. The trend of the world economic integration is growing, especially when China joined the WTO. Hence, foreign corporations entered China, increasing the pressure of competition for Chinese domestic businesses. The competition includes product competitions and management competitions. This is a test for our nation’s business enterprise. And at the same point, it is a force to push us for the better. Behind every commodity competition is the competition of technology. Because of technical competition there will always be the competition human resources. The use of all material resources’ development, in the final analysis, lies on the use of human resources’ development. Hence, human resources are most crucial resources. The management of human resources and development is the key to improve business competition. As for enterprises in and outside of the competitive pressure, survival and sustainable development will play a crucial to our initial economic management plan’s influence, there is still a huge gap between our human resource management and the use of development. There’s a considerable number of enterprises disregard the importance of human resources. As a result; management of staffs are in chaos, production work efficiency decreases, creating bad quality products, delaying the advancement of the enterprise, creating a disadvantage for competition among the other enterprises, and even being eliminated by the piece of writing use the company’s management, strategic management, and modern human resources management theories to combine the reality of the work. And use them to diagnose the human resource management status of Max Food Co. (麦克斯食品有限公司?) We will first start with some of the company’s main issues. After we find the cause of the problems, we will come out with a solution base on the cause. As for the conclusion, the question lies now is how to improve human resource management, and the result’s effect, along with how to promote the Max Food Co. from getting out of the danger, and promote business development as a brief introduction. 不知道这段要不要翻译.Note: Don’t bother to reply if you use automatic translations. Thanks都是自己写的啊,lz不要浪费我的心血啊~
With social development, technological advances, integration of the world economy growing trend, especially after China's accession to the WTO, foreign companies entering China, Chinese enterprises increased competitive pressure. The competition includes both products also include competition management system competition. This is not only a test of China's enterprises, but also a driving force. All goods are behind the competition and technological competition and technological competitiveness is the real talent competition. All material and the development and utilization of resources, in the final analysis depends on human resources development and utilization levels. Therefore, human resources are the primary resources, human resources management and development of enterprises is the key to competitive advantage channels for domestic and foreign enterprises in the competitive pressure of survival and sustainable development plays a crucial role. Since the early days of China's enterprise management style of the planned economy, in personnel management, development and utilization of foreign still has a large gap. Quite a number of enterprises in human resources management seriously enough, leading to confusion in management, production inefficiencies, poor competitiveness of products, many problems impeding the growth of enterprises and weaken the competitive edge of the enterprise, or even eliminated by the market. This paper company management, corporate strategy and management of modern human resource management theory and practical work, Max and Food Company Limited (hereinafter referred to as the "Max") human resources management survey of the state, from the existence of some major companies starting with problems Through analysis to identify the causes and proposed solutions countermeasures. On how to improve human resources management, improved human resource management will play any kind of role, and how it will promote the Max companies emerge from the crisis and to promote the development of a brief introduction.
随着社会发展,技术进步,世界经济一体化趋势日益加剧,特别在中国加入WTO后,外国企业进入中国,加大了中国企业竞争的压力。这种竞争既包括产品竞争也包括管理体制的竞争。这对我国企业既是一种考验,同时也是一推动力。 一切商品竞争的背后都是技术的竞争,而技术竞争的实质是人才的竞争。一切物质资源的开发利用程度,归根结底取决于人力资源开发利用的水平。因此,人力资源是第一资源,人力资源管理与开发是增强企业竞争优势的关键途径,对于企业在内外竞争压力下得以生存和持续发展起着关键性作用。 我国企业由于建国初期计划经济管理方式的影响,在人才的管理、开发利用方面与外国相比还有着很大的差距。相当数量的企业对人力资源管理的重视程度不够,导致人员管理混乱,生产工作效率低下,产品竞争力差等诸多问题,阻碍了企业的发展,削弱了企业的竞争优势,甚至被市场淘汰。 本文运用公司管理学、公司战略管理和现代人力资源管理等理论,结合工作实际,对麦克斯食品有限公司(以下简称“麦克斯公司”)的人力资源管理状况进行调查分析,从该公司存在的一些主要问题入手,通过分析找出问题的产生原因,并提出了解决的对策。对如何改进人力资源管理,改进后的人力资源管理将起到什么样的作用,以及将如何促进麦克斯公司从危机中走出,并推动企业发展做了简要的介绍。
Develop along with the society, technique progress, economic integral whole in the world turns trend to turn worse increasingly, specially after China join WTO, the foreign business enterprise gets into China, enlargement the Chinese business enterprise compete of kind of competition since include a product competition to also include a competition of managing the to our country business enterprise since is a kind of test, also is one motivation. The backs that the whole merchandises compete are all technical competitions, but the substance of technique competition is the talented person's the developments of the material resourceses makes use of degree, returning a level that the knot bottom is decided by a human resource development to make use , human resource's ising the first resources, human resource management and development is the key paths which strengthens business enterprise competitive advantage, can exist and keep on for business enterprise at inside outside competition pressure descending the development contain decisive function. Our country business enterprise because of founding a nation early influence of[with] method of the planned economy management, in the talented person's management, develop to make use of aspect and foreign country to compare to still have a very big value degree of business enterprise to human resource management of the equal amount isn't enough, causing the personnel manage confusion, produce a work efficiency is lowly, product competition ability bad wait many problems, obstructed the development of business enterprise, weakened the competitive advantage of the business enterprise, is even eliminated by the market. The this text's usage's company's management learns, the company's strategy manage and the modern human resource manage etc. theories, combine a work physically, to Michael 斯 food the human resource of the limited company(call "the company of Michael 斯 " as follows) manage condition to carry on inquisition analysis, commencing from that company a little bit existent key problems, passing analysis seek wrong creation reason, and put forward understanding definitely of how improve a human resource management, the human resource management of the empress of the improvement will include what kind of function, and would ever promote the company of Michael 斯 come out from the crisis, and push a business enterprise development to do the introduction of the synopsis.
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