1. Human Resource M带一的成语anagement was introduced as a term to reflect how organisations achieed the best from their employees. It was reconid that the best way to compete in an ever-increasing worldwide market was to have highly motivated people.
Human Resource Management refers to the practices and policies you need to carry out the personnel aspects of your management job, specifically, acquiring, training, appraising, rewarding, and providing a safe, ethical, and fair environment for your company’s employees.
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2. （1）
Human resources management is said to incorporate and develop personnel management tasks, while eking to create and develop teams of workers for the benefit of the organization.
打羽毛球能长高吗Personnel management is often considered an independent function of an organization. Human resource management, on the other hand, tends to be an integral part of overall company function.
Personnel management is typically the sole responsibility of an organization's personnel department. With human resources management, all of an organization's managers are often involved in some manner, and a chief goal may be to have managers of various departments develop the skills necessary to handle personnel-related tasks.
a.Emerging of Personnel Management/Social justice
Evolution of Personnel management started in 19th century. During the 19th century’s governments began to feel pressure from the working class mass who started to question and defy the power of the aristocracy. This was called the social reform. The working class began to form workplace combinations and trade organizations to provide a collective voice for their rights. The fist Trade Union Conference held in 1868. The personnel function aris from the work of nineteenth century social reformers.
b.Grouth in PM 1914-1939/Human bureaucracy
蕾丝女同The exact growth of personnel management started during First World War. Include the s
upply of welfare officer made mandatory by government and the title labour manager or employment manager came in the year 1920 in engineering industry and other industries where the factories was very importanty to handle abnce、recruitment and so on.
Second world war incread the importance of having personnel department In the early twentieth century, personnel began to move away from its primary focus on welfare. This was a period in which large-scale industrial organisations began to emerge. Personnel as a specialism started to take shape, with responsibility to look at areas such as organisational design and staffing. Some social scientists’ studies promoted the development of PM. For examples: Frederick Taylor and Elton Mayo
c.Connt by negotiation吃粽子是什么节日
During the 1950s and 1960s, the personnel function widened its role in organisations to include a bargaining role. Industrial relations became a key personnel role. The statutory duty placed on nationalid industries required them to negotiate with unions reprenting employees. University cours began to appear for personnel specialists.
Personnel management perform different function such as Collective bargaining role, Implementation of legislation role, Social conscience of the business role, Growing performance improvement role.
d. Organisation and integration
From the early 1980s, the Human Resources Management function is complex and as such has resulted in the formation of Human resource departments/divisions in companies to handle this function. The Human resource function has become a wholly integrated part of the total corporate strategy.
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Personnel specialists began to develop a clor role in the management of organisations, rather than dealing principally with employee issues on their behalf. The period also saw the growth of personnel as a career, with opportunities to speciali in specific areas. The practitioners of HRM are required to get certification ,such as CIPD.
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a.Human recource planning
Human recource planning requires the human resource mangement function to ensure that it has in place the right type and number of workers in place at any given time.
b.Recruitment and lection
Recruitment and lection are usually considered as one process. However, we will make the distinction here between the initial actions and considerations when planning staff recruitment and the process of lecting an individual from a pool of applicants. Recruitment needs to be carefully planned in order to attract the right type of applicant. Ultimately, this increas the chances of making a suitable lection and appointment. 同一天生日
