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留学生essay范文:人力资源管理对生产力的影响

时间:2017-07-17 16:34来源:www.ukthesis.org 作者:英国论文网 点击联系客服: 客服:Damien
人力资源管理实践和政策对员工生产力的影响是人力资源管理、劳资关系和组织心理学领域中的一个重要课题。其大部分工作包括对高绩效工作实践利用的理论基础,提高了补偿和救助在管理系统和广泛的员工参与和培训领域,能更好的知识,提高他们的督促、激励,减少避免工作和提高质量,增强员工挡托退出组织。
相关研究主题中的大部分逻辑表明,公司现有的和潜在的人力资源是制定和完成战术业务计划的关键因素。虽然大部分文献都是理论性的,但得出结论认为,人力资源管理的使用有助于发展长期竞争优势的来源,特别是当它们与公司的可行战略相关联时。
 
The impact of HRM practices and policies on employee productivity is a significant subject in the arena of human resource management, industrial relations and organizational psychology. The bulk of its work includes the rationale of utilization of High Performance Work Practices, boost up compensation and deliverance in the field of management systems and broader employee participation and training, can better the knowledge, enhance their urge/motivation, decrease avoiding work and improve retaining of quality employees while boosting up idler to quit the organization.
 
Most of the logic given in the related research topics shows this fact that firm present and prospective human resources are pivotal considerations in the development and completion of its tactical business plan. Although the bulk of this literature is theoretical, concludes that human resource management usage can assist to develop a source of long term competitive benefit, especially when they are associated with a firm's viable stratagem.
 
I both this largely hypothetical literature and the rising traditional acumen among human resource professionals there is a emergent agreement that organizational human resource tactic may, if adequately arrange in a particular way, present a vivid/direct and inexpensively noteworthy contribution to firm capability. The assumption is that more effective systems of HRM practices, which at the same time use the potential for complementarities or synergies among such practices and help to implement a firm's competitive strategy, are sources of sustained competitive advantage. Unluckily, very little pragmatic evidence assists such a notion. What empirical work does exist has largely focused on individual HRM practices to the exclusion of overall HRM systems.
 
1.2: Background
A number of researchers have reported that HR practices are positively linked with organizational and employee productivity or performance. The focus and thrust of these studies have been towards developed countries. Little research has been done to test the HR-performance link in developing countries like Pakistan. Aycan et al. (2000) termed Pakistan as 'under-researched' country in the field of HRM practices.(责任编辑:BUG)


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