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国际国内人力资源管理 International and Domestic Human Resource Management

时间:2018-06-22 08:40来源:www.ukthesis.org 作者:英国论文网 点击联系客服: 客服:Damien
人力资源管理已经成为一个重要的问题,因为越来越多的国际企业需要在国际商业环境中发展如何理解竞争的能力。
随着全球竞争日趋激烈,国际企业被迫采取有效的人力资源管理,并将其国际化的重点放在国内业务上。由于问题的敏感性,相关的人力资源必须解决的关键问题,如全球化的影响,环境影响,文化差异,国内HRM政策在不同的国家和全球劳动力参与行动。
本文的目的是明确国际和国内人力资源管理的主要区别和相似之处。本文将对国内外人力资源管理的实践以及影响这一过程的因素进行一定程度的探讨。最后,通过对研究结果的分析,得出结论。
 
INTRODUCTION 简介
Human resource management has become an important issue as more and more firms operating internationally are in need to develop an understanding on how to operate competitively in an international business environment (Dowling & Welch, 2005).
 
As the global playing field has become more competitive, international companies are forced to adopt efficient HRM and give more focus to their international than their domestic operations. Due to the sensitivity of the issue, the concerned HR must address the key issues such as the impact of globalization, environmental influences, cultural differences, the domestic HRM policies in different countries and the global workforce involved in the action (Armstrong, 2009).
 
The aim of this essay is to provide a clear overview of the main differences and similarities between International and Domestic Human resource management. The essay will to some extent discuss the practice of Human resource management in a domestic and international level together with the factors that affect this process. Finally, a conclusion will be drawn with an analysis of the research findings.
 
DEFINITIONS OF DOMESTIC AND INTERNATIONAL HUMAN RESOURCE MANAGMENT 国内外人力资源管理的定义
When we look at the historic development of Human resource management, we find that it evolves from the term Personnel management. The gradual development of management activity from administration of personnel to strategic planning of human resource, has given a competitive advantage to international companies. Personnel management focused more on administrative functions and how to control the employee rather than commit the employee to the organization strategic planning process. But the present Human resource management system is structured more on the commitment of the staff and involves the employee in the strategic planning and development process of the organization. It also stress that organizations should consider their employees as assets than variable costs (Armstrong, 2009, Torrington et al, 2005). It is not quite easy to provide a precise and exact definition of Human resource management due to the varying and different activities it refers to. One attempt made by Storey (1995) is "HRM is a distinctive approach to employment and management which seeks to achieve competitive advantage through the strategic development of a highly committed and capable workforce using an array of cultural, structural and personal techniques." On the other hand, Human resource management is also defined as representing two activities. One is the generic term concerned with the key objectives of human activity, which are the staffing, performance, change management and administrative objectives, and the other activity is the Human resource approach to carry out the activities stated under the generic term one (Torrington et al, 2005).(责任编辑:cinq)


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