人力资源管理导论报告

1、1.0 The difference between HRM and PMHRM Refers to the use of the combination of modern scientific method, personnel training, the organization and the deployment of manpower and material resources management, in order to maintain the best proportion of peoples thoughts, psychological and their talent, control and coordination, and give full play to peoples enthusiasm, achieving the organizations objectives.PM is the first stage of development of human resources management is a general term for

2、a series of management plans in terms of personnel, organization, command, coordination, information and control. For the scientific method, the use of reasonable principle of management system of the adjustment, the party and the matter between people and organizations, the most appropriate use of power for employees. And the protection of the legitimate interests of them.In addition to the personnel functions between the two, there are many different points, specific performance of the five as

3、pects:1 HRM: It is with the person this, reflect the importance of individual. PM: is center by working, major reflect working importance.2 From the destination point of view, human resource management focus to meet the needs of staff self-development, to achieve long-term interests of the protection business; personnel management to focus on the protection of corporate short-term goals.3 HRM: organizations need to innovative ideas, it is the role of the initiative, it is to belong to y theory.

4、PM: Take action in place policies and procedures requirement and management and it is passive role, it is to belong to x theory.4 HRM is depend line management and they are involved in providing some of the services traditionally only provided by personal specialists. however PM is depend specialist and personnel specialists provide all of the services of the personnel department.5 HRM and PM due to the objectives of the organization are respectively longer-time and short-time.2.0 The evolution1

5、 Social justiceThe personnel function arises from the work of nineteenth century social reformers. Social reformers criticized what they saw as the exploitation of workersRobert Owen. The core is abolished punishment, emphasizing humanization management. Create a precedent level of management, be helpful for employers and employees is equal to communication and solution to these problems.In the early twentieth century, a close to human resources department is trade. Unilever grasp of global busi

6、ness operation, the protagonist in the business growth people really interested in. Unilever understand talents and the quality of the business development needs, the best talent recruitment and retention; Unilever to provide professional and world-class training system and training of the professional ability and leadership; Unilever promote enterprises value and cultural construction, to create a working personnel to her full potential environment; Unilevers staff provide the best internal ser

7、vice, employees really can trust the experts; Evaluate and improve the ability of organization in unilever, improve the effectiveness of the efficiency of the company.So the company introduces allowance housing, welfare institutions set up and developed sick pay and unemployment relief program.2 Human bureaucracyIn the early twentieth century, personnel began to move away from its primary focus on welfare. this was a period in which large-scale industrial organizations began to emerge. personnel

8、 as a specialism started to take shape, with responsibility to look at areas such as Henri Fayol.Frederick Taylor put forward new conceive will experimental method import operating managementfield. separate plan and execute. standardization manage. make the best possible use of men and material. They should briefly mention analysis studies were carried out with the aim of maximising the efficiency of human labor, the rise of the human relations school of thinking began a process in which social

9、relationships and employee morale were considered important factors for personnel officers who were seeking to raise productivity levels.The purpose is to maximize efficiency analysis of human labor, such design work and organization can be the most effective use of the labor force. The rise of human relations thinking is considered is a process in which the social relations and morale, work personnel, an important factor, seeking to improve productivity level.3 Consent by negotiation During the 1950s and 1960s, the personnel function widened its role organizations to include a bargaining role. Full employment and the growth in trade-union membership resulted in collective bargaining and collective agreements with workforce representatives.Industrial relations became a key personnel role. For example, personnel officers managed joint consultative committees, etc. the statutory duty placed on nationalized industries

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