The Strategic Role of Human Resource Management深圳编导培训
Tyson，S
1. Human Resource Management at Work
What 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 perform’ planning, organizing, staffing, leading， and controlling。 In total， the functions reprent 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—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。
马修波莫Staffing： Deciding what type of people should be hired； recruiting prospective employees； lecting employees; tting performance standards; compensating employees; evaluating performance； counling employees; training and developing employees。
ietLeading： Getting others to get the job done; maintaining morale; motivating subordinates.
Controlling： Setting standards such as sales quotas， quality standards, or production levels; checking to e how actual performance compares with the standards; taking corrective action as needed.
Why Is HR Management Important to All Managers?
Why are the concepts and techniques important to all managers? Perhaps it's easier to
answer this by listing some of the personnel mistakes you don’t want to make while managing. For example， you don’t want:
指令性计划To hire the wrong person for the job
To experience high turnover
To find your people not doing their best化学元素周期表读音
To waste time with uless interviews
To have your company taken to court becau of your discriminatory actions
To have your company cited under federal occupational safety laws for unsafe practices
To have some of your employees think their salaries are unfair and inequitable relative to others in the organization
To allow a lack of training to undermine your department's effectiveness
To commit any unfair labor practices
Remember that you could do everything el right as a manager - lay brilliant plans， draw clear organization charts， t up modern asmbly lines, and u sophisticated accounting controls — but still fail as a manager 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 becau they had the knack for hiring the right people for the right jobs and motivating, appraising, and developing them。
2. Line and Staff Aspects of HRM
All managers are， in a n, HR managers, since they all get involved in activities like recruiting， interviewing, lecting， and training. Yet most firms also have a human resource 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? Let's ans
wer this question， starling with a short definition of line versus staff authority。
难民奥运代表队Line versus Staff Authority
Authority is the right to make 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 - they're always someone's boss。 In addition， line managers are in charge of accomplishing the organization's basic goals (Hotel managers and the managers for production and sales are generally line managers， for example. They have direct responsibility for accomplishing the organization's basic goals. They also have the authority to direct the work of their subordinates。 ） Staff managers, on the other hand， are authorized to assist and advi line managers in accomplishing the basic goals。 HR managers are generally staff managers。 They are responsible for advising line managers (like tho for production and sales) in areas like recruiting， hiring, and compensation。
初一英语单词表
Line Managers' Human Resource Management Responsibilities
contractualAccording to one expert, ’The direct handling of people is， and always has been, an integral part of every line manager's 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 job
Starting new employees in the organization （orientation)
Training employees for jobs that are new to them
Improving the job performance of each person
Gaining creative cooperation and developing smooth working relationships
Interpreting the company s policies and procedureshld
Controlling labor costs
Developing the abilities of each person
Creating and maintaining departmental morale南通电脑培训
