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1、重庆理工大学毕业论文 英文原文24The Strategic Role of Human Resource ManagementTyson,S1. Human Resource Management at WorkWhat Is Human Resource Management?To understand what human resource management is, we should first review what managers do. Most experts agree that there are five basic functions all managers p
2、erform planning, organizing, staffing, leading, and controlling. In total, these functions represent the management process. Some of the specific activities involved in each function include:Planning: Establishing goals and standards; developing rules and procedures; developing plans and forecasting
3、predicting or projecting some future occurrence.Organizing: Giving each subordinate a specific task; establishing departments; delegating authority to subordinates; establishing channels of authority and communication; coordinating the work of subordinates.Staffing: Deciding what type of people shou
4、ld be hired; recruiting prospective employees; selecting employees; setting performance standards; compensating employees; evaluating performance; counseling employees; training and developing employees.Leading: Getting others to get the job done; maintaining morale; motivating subordinates.Controll
5、ing: Setting standards such as sales quotas, quality standards, or production levels; checking to see how actual performance compares with these standards; taking corrective action as needed.Why Is HR Management Important to All Managers?Why are these concepts and techniques important to all manager
6、s? Perhaps its easier to answer this by listing some of the personnel mistakes you dont want to make while managing. For example, you dont want:To hire the wrong person for the jobTo experience high turnoverTo find your people not doing their bestTo waste time with useless interviewsTo have your com
7、pany taken to court because of your discriminatory actionsTo have your company cited under federal occupational safety laws for unsafe practicesTo have some of your employees think their salaries are unfair and inequitable relative to others in the organizationTo allow a lack of training to undermin
8、e your departments effectiveness重庆理工大学毕业论文 英文原文25To commit any unfair labor practicesRemember that you could do everything else right as a manager lay brilliant plans, draw clear organization charts, set up modern assembly lines, and use sophisticated accounting controls but still fail as a manager
9、by hiring the wrong people or by not motivating subordinates, for instance).On the other hand, many managers-whether presidents, generals, governors, or supervisors-have been successful even with inadequate plans, organization, or controls. They were successful because they had the knack for hiring
10、the right people for the right jobs and motivating, appraising, and developing them. 2. Line and Staff Aspects of HRMAll managers are, in a sense, HR managers, since they all get involved in activities like recruiting, interviewing, selecting, and training. Yet most firms also have a human resource
11、department with its own human resource manager. How do the duties of this HR manager and his or her staff relate to line managers human resource duties? Lets answer this question, starling with a short definition of line versus staff authority.Line versus Staff AuthorityAuthority is the right to mak
12、e decisions, to direct the work of others, and to give orders. In management, we usually distinguish between line authority and staff authority.Line managers are authorized to direct the work of subordinates theyre always someones boss. In addition, line managers are in charge of accomplishing the o
13、rganizations basic goals (Hotel managers and the managers for production and sales are generally line managers, for example. They have direct responsibility for accomplishing the organizations basic goals. They also have the authority to direct the work of their subordinates. ) Staff managers, on th
14、e other hand, are authorized to assist and advise line managers in accomplishing these basic goals. HR managers are generally staff managers. They are responsible for advising line managers (like those for production and sales) in areas like recruiting, hiring, and compensation.Line Managers Human R
15、esource Management ResponsibilitiesAccording to one expert, The direct handling of people is, and always has been, an integral part of every line managers responsibility, from president down to the lowest-level supervisor.For example, one major company outlines its line supervisors responsibilities for effective human resource management under the following general headings:Placing the right person on the right jobStarting new employees in the organization (orientation)Training employees for jobs that are new to them重庆理工大学毕业论文 英文原文2
