现代人力资源管理-英文文献翻译

现代人力资源管理

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英文文献翻译

英

文

文

献

翻

译

TRANSLATION OF ENGLISH LITERATURE

Modern Human Resources Management

1. The general situation of human resource management

Modern human resources management of enterprise roughly can divide

into three levels, tactics plan, and carry out plan. Three levels

represent human resources management advance, can embody the transition

from traditional personnel management to modern human resources

management. We will welcome E era in the 21st century. In the face of

the brand-new challenge, enterprises to obtain the competition advantage,

human resources development and management can't be ignored. Through

adapt to E era violent change and new challenge can promote

enterprises’ organization system development,

procedure recombination and management transformation. To promote

latent energy of human resources become enterprise human resources

management department’s chief duty.

Among the course of enterprise management developing, it is not

difficult to find that enterprise management have gone through

production period and market period ,then enter the human resources

leading period. We can say, at E era human resources will become

direction of enterprises management. As we know, production period have

kept quite a long stage, then we paid attention to products. Ford Motor

was a vivid case of that period: Do you need the automobile which other

colors? We only produce the black.

Market leading is the trend of recent ten years domestic enterprises

also pay attention to it. Its character is to pay attention to market

trend, market require, and customer satisfaction. Products quality and

service are the foundation of customer satisfaction. Product quality and

service promoted, enterprise could keep the occupation rate of market.

Enterprise will adopt human resources to E era main characters

globalization, world net and knowledge. Enterprises must know the

function of human resources in the development.

First of all, knowledge and technology have changed the measure of

enterprise’s

wealth and competition rule. Knowledge is strategic assets of

enterprise, enterprise is the organization which can combine, create,

transmit and use knowledge. So whether enterprises have innovative

knowledge, or heterogeneity technology be not coded, will promote

enterprises to boost productivity in succession, promote and create the

advantage in competition. As knowledge and technology’s medium (human

resources) on behalf of

special knowledge, technology and ability. Though science and

technology and knowledge of enterprise invisible, knowledge, technology

and ability’s medium (human resources) is

realistic, and can manage, train and develop. So, human resources of

enterprises become the key factor of enterprise’s market value. For

instance speaking, the market value of Microsoft goes beyond GE.

In era of knowledge-driven economy, the fundamental change takes

place in enterprises’ competition. E

-era is knowledge-driven economy

era, the competition based on key ability of enterprise. According to

McKinsey advisory

company’s view so

-called key

1

ability mean organization’s a series of complementary technical

ability and knowledge, it have made one or many aspects of business

reach competition field first- class level. The cultivation of

enterprise’s key ability wil

l be based on information management. As to

abroad position CEO, CIO, CKO (Chief Knowledge Officer), Chinese should

be called chief knowledge officer or knowledge inspector. The

responsibility is to promote staff knowledge and technical ability

constantly,

to guarantee organization’s competitiveness at

high level.

Secondly, networked development change traditional space-time

conception, create one no demarcation and global working environment and

vision. So, the development at full speed of the new technology, not

only improved production efficiency, reduced the trade expenses greatly,

but also made an impact to enterprise’s management. For example,

application of computer and network technology, redistribute the

power of enterprises. The development of communication means and network

technology enable customer and staff getting more relevant information,

improving reaction speed and flexibility. The development of technology

will redefine working time and working model constantly. The development

of information technology, make enterprises realize the important

function of technology creator. More and more enterprises will improve

the human resources management to quite important extent.

Moreover, globalization has already changed the border of the

competition. Enterprises will face unprecedented challenge. Global

economy integration under trade liberalization will make multinational

enterprises become important strength in international market

competition. To obtain competition advantage under globalization

background, enterprises’ administrators and human resources department

must take human resources to program. They will set up new mode and

procedure, train global sensitive sense and key ability. A lot of trans-

corporation adhere “thinking globalization

, take action

locality” principle. It is the challenge that globalization bring

to enterprises. The promotion of international competition must promote

enterprises to dispose resources in the whole world, including human

resources disposition in world wide. Management including problems as

follows: the difficulty training, conflict of different culture and

managing cross-culturally will become important problems of

enterprise’s human resources

management.

2. E era: Deep change of human resources management

E era, knowledge and technology, network and globalization are the

main character. New market, new product and new concept contain new

thinking of enterprise’s key ability

and management style. Human resources management in enterprise will

take deep change:

In the face of knowledge economy society, it demanding knowledge and

information shared. Network make institutional framework do away with

hierarchical system. On one hand, network tissue group replace regular

working office or position. Inside enterprises, the group and the other

group are independent and complementary, the comprehensive result of the

sum greater than the part wholly. In this case, group depends on

members’

ability (not post) and tusk. Performance of group is the standard to

get reward. On the other

2

hand, network made middle management information sharing loser. So,

high positions reducing in the enterprise, it made the traditional

promotion way reduce. In adapt to the development of enterprise human

resources system. The work is not a position but a task and the task

changing constantly.

In future, the steady, machinery, repeated work will be replaced by

the machine. There only left mental work, creative work. The “knowledge

worker” will utilize his

knowledge and innovation ability, offer products and additional

value of service. People no longer regard pursuing the senior managerial

position as the main goal of job development. What they need are bigger

autonomy and working elasticity, in order to give play to their higher

production capacity. Thus, as the administrator, must be good at

communicating and building the relaxed working atmosphere. With

engineering level developing constantly, staff will be more and more

important among enterprise. To meet staff working and life requests

become E era one key goal of human resources management. The staff need

get the fair and reasonable pay, get development self chance and

condition. He need job security. In other words, enterprises will

realize what the staff need is not work, but the vocation.

As to above- mentioned changes, organization system redesigned should

on background of human resources management of E era. E era,

organization system will change produce, market, sale and research,

development and financial departments. But implement a hierarchical

system and network framework. In traditional pyramid institutional

framework, it was ordering and control that emphasized, emphasis

describing the staff’s task clearly, so the expectation to the staff of

the organization is clear. To promote staff vertical means increase,

improvement and high remuneration of status and responsibility. All

information of human resources management concentrated on the supreme

administration and supervision authorities. By contrast, in flat

institutional framework, emphasize the mandate of the staff, and make up

work group on commission. The organization encourages the staff to

expand one’s own working content, improve the

staff's common ability and flexibility. Train system and

remuneration system support the promotion of competence. In networked

organization, company will make up various kinds of work groups

according to special ability to finish the specific task. The work group

usually includes expert. In networked organization, emphasize the

management of staff participation, construct the border of organization

again. Over the past 5-10 years, industrial economy era occupy

specializing in ordering with control decision and resource allocation

to arrange status concentrate on management that make way for flexible

organization system already. GE’s CEO Jack Welch said, “Guarantee and

organize

successful, the key is to let suitable persons to solve the most

important business question. Whether he enterprises which grade and

which position in organizati

on.” It is the vivid

portrayal of this mechanism. In practice, the most important thing

is to let the staff step functional departments and work together, and

guarantee they have the power of decision and information needed. Look

from trend, human resources management emphasize staff individual and

work group’s responsibility. Achievement of work group become the core,

to encourage staff individual will become history.

3

As the wide application of Internet technology, the competition and

development will

under the background “E

-

Business” times. It is

obvious, management reconstruction and

procedure recombination will become important means to break

traditional rule and to

t to the growth obtain new competitive power. The rule of industrial

economy can’t

adap

and development of E-era. Human Resource Department is layman or

servant of technology no longer, information technology will be got

application in human resources management widely. The manpower resources

management of enterprises will set up on ent

erprise’s network framework,

and break through the limitation of the enterprise border. Research,

exchange and communication inside and outside enterprises will be

swifter. In human resources, employee’s relation, job vacancy, expert

searches, employees training

and support, and study remote will use Internet effectively.

Internet technology can help enterprises organize and realize

fictitiously management. Internet technology will help enterprises to

set up the administrative system of knowledge, set up studying type

organization, help enterprises to win competitiveness of long-term

development. One organization must have ability on “how to study”,

study ability will

become competition advantage than rival.

3. E era: Existence of the human resources manager

In E era competitive environment changing fast, it makes the

managers face the change of human resources management field, play a

role in transformation. More and more enterprises realize that set up

competition advantage, the key is to make human resources management

effective. The administrator on the senior level of enterprises places

much hope on this. Enterprise’s human resources manager would meet the

challenge of E

era.

First of all, enterprise's human resources administrator's duty will

be liberated from homework, administrative affairs gradually, will

engage in strategic human resources management more. So, enterprise

manpower resources by the original non- mainstream functional department

gradually become administrative department and strategic partner of

business management. Among the 1994, American human resources management

association meeting, council chairman Gale Parker point out,

“Enterprise rebuild, structure

recombination, scale simply require human resources managers to

become CEO's strategic partners, help to plan, implement the

organization transformation. The human resources managers participate in

enterprise’s plan to organize the operational activity more and more.

They lead enterprises improvement, set up competition advantage,

propagate function technology and act as the role propagator and

promoter, and will responsible for staff's performance and productivity

etc.. Many foreign enterprises’ human resources directed by