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本文由留学生论文代写中心人力资源essay代写专家组整理并建议参考,全文论述了人力资源管理目前而言的重要性并举例说明,语言精练到位,结构清晰明了,是篇essay的佳作。

‘The major challenges of profitability, work-life balance and increased global competition have made the strategic HRM more important to business success than ever before.’ Discuss. 

Human resource management (HRM, HR) is the management of an organization's employees. On managing people within the employer – employee relationship. (Armstrong, Michael 2006). This includes employment and arbitration in accord with the law, and with a company's directives. HRM Involves the productive use of people in achieving the organization strategic objective and the satisfaction of individual employee needs. (Stone, R.J. 2011)

Strategic human resource management can be defined as the linking of human resources with strategic goals and objectives in order to improve business performance and develop organizational culture that foster innovation, flexibility and competitive advantage. (Boxall, P 1992) In an organization SHRM means accepting and involving the HR function as a strategic partner in the formulation and implementation of the company's strategies through HR activities such as recruiting, selecting, training and rewarding personnel

This essay will focus on analyzing of HRM for the company Dell to be more http://ukthesiss.com/Thesis_Writing/HRM/ profitability in the challenging of work life balance and increased global competition. The HRM strategy of the company will be examined and the importance of SHRM for the company.

In the old fashion, people think people go into HR because they like people and HR deals with the soft side of a business and therefore is not accountable, the hr’s job is to be the policy police and the health-and-happiness patrol. In the new realities, HR departments are not designed to provide corporate therapy or as social or health-and-happiness retreats.HR professionals must create the practices that make employees more competitive, not more comfortable. The impact of HR practices on business results can and must be measured. HR professionals must learn how to translate their work into financial performance and the HR function does not own compliance managers do. HR practices do not exist to make employee happy but helping them become committed. HR professionals must help managers to commit employees and administer policies.
 
Work–life balance is a broad concept including proper prioritizing between "work" (career and ambition) on one hand and "life" (Health, pleasure, leisure, family and spiritual development) on the other. Related, though broader, terms include "lifestyle balance" and "life balance". (Randall S. Schuler, Susan E. Jackson, 2007)



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