勘测性质事业单位人力资源管理新思路研究

为响应内外部环境变化所造成的冲击,勘测单位在架构及人力运用上都要保持适度的柔性以达到单位规划的目标,本文首先探讨了基于柔性的人力资源管理的勘测单位绩效研究的必要性。其次探讨了人力资源柔性构建的理论支撑,在此基础上,探讨了人力资源柔性对勘测单位绩效的作用机理,最后探讨了人力资源柔性与勘测单位绩效之间的关系。

基于柔性的测绘单位人力资源管理的研究

首先探讨了基于柔性的人力资源管理的测绘单位绩效研究的必要性,其次探讨了人力资源柔性构建的理论支撑。在此基础上,接着探讨了人力资源柔性对测绘单位绩效的作用机理,还探讨了人力资源柔性与测绘单位绩效之间的关系。最后尝试探讨了柔性人力资源管理体系的架构。

Stages, Content, and Theory of Strategic Human Resource Management （SHRM）： An Exploratory Study

This study discusses ＂theory of strategic human resource management （HRM） has an impact on research topic of this study is to discuss SHRM resource management （SHRM）＂. Theory of SHRM is that human firm performance through employee performance. Therefore, the theory. Research method is literature scanning. Research findings are, firstly, that strategic HRM can be defined with employee/firm performance relationship. Secondly, this study depicts its own SHRM model. In this model, HRM practices develop individual performance of employees in organizations, and individual performance increases performance of business departments, such as supply department, finance department, marketing department, logistics department, etc., and performance of business departments has an impact on firm performance. Furthermore, this study makes its SHRM definition. So far, there have been two definitions of SHRM in literature studies. The first definition identifies SHRM with corporate strategies and competitive advantage. The second definition describes SHRM with HRM-firm performance relationship. This study makes the third definition, namely, SHRM is employee/firm performance relationship, and this definition is figured in an SHRM model in this study.

Core of HR Strategy： System Thinking and HRM

Research topic of study is to explore system approach in strategic HRM field. Assumption of study is that, strategic HRM may be applied in organizations by HR system set. In USA literature HPWS represents HR system thinking. This study explores HR system thinking in human resource management. Second assumption of study is that, HR manager must have system approach in HRM. HRM practices are applied through individual in HRM; however, HRM practices are applied through interrelation in SHRM to have more impact on performance. HR system is bundle, according to MacDuffie＇s study （1995）. In addition, Huselid （1997） suggests application of HPWS in HR system. Study adopts case study methodology. Methods are career management system and performance management system. Research question is how a firm sets an HR system and strategic HRM in its organizational structure. Main conclusion is that HR systems might be applied in organizations through interrelated HRM practices. To achieve this purpose, HR manager must have HR system thinking in application of HRM.

Research on the Applications of Case Studies and Role Playing Methods on the Enterprise Strategic Management Course Teaching

In this paper, we conduct research on the applications of case studies and role playing methods on the enterprise strategic management course teaching. Training is an important part of the enterprise human resources management. For enterprises is a kind of novel important human capital investment, as well as other capital investments, both benefits. Also be risky, because of the risks and benefits is coexistence, indivisible. To deal with the mentioned challenge, we combine the novel and state-of-the-art training methodology to maximize the effectiveness of the training process. In the article, we cast our new opinion together with the prospect for the future.

Anatomy of the 3D Innovation Production With the Cobb-Douglas Specification

This paper focuses on verifying the relevance of two theoretical propositions and related empirical investigation about the relationship between creativity and entrepreneurship. It draws upon a creativity process that considers three ＂dimensions＂ or ＂disciplines＂ （3D） critical for creative organizations--within discipline expertise, out of discipline knowledge, and a disciplined creative process. The paper first explores the Cobb-Douglas production function as a relevant tool for modeling the 3D creative process. The next part discusses the 3D process as a production function, which is modeled following the well-known Cobb-Douglas specification. Last, the paper offers implications for future research on disciplined creativity/innovation as a method of improving organizations＇ creative performance. The modeling shows that labor and investment can readily enter into the 3D creativity process as inputs. These two inputs are meaningful in explaining where innovation outputs come from and how they can be measured, with a reasonable theoretical decomposition. It is not true that the more capital investments in the creativity process, the better the level of innovation production, but firm＇s human resource management and expenditures should pay attention to optimal levels of capital and labor stocks, in a combination that helps reach highest possible innovation output.

Human Resources Information Management Research of Xinlong Casting Company

Based on the integrated predecessors＇ research results and practical experience at home and abroad, on the basis of investigation and study the Xinlong casting co., LTD. In the process of implementation of human resources information management problems, such as： The problems existing in the informatization recruitment; The problems in the compensation management, software foundation weak; In the labor relations problems. ChangIng the concept of executives, to renew the idea of human resources information management. And other small and medium-sized enterprise human resources the implementation of information management to provide the reference and the suggestion.

The Evaluation of Human Resources in Modern Public Management in the Countries of South East Europe

Nowadays, the public sector plays an important role when it comes to economic development and growth of a country. The most important chapter is ＂the evaluation of public servants＂. The analysis for the evaluation and subsequently the personal development and career planning of human resources based on both academic theories and their practical implementation. The new model is based on proportionality and administrative Europeanization, which creates formal and informal rules, modern processes of public policy that will shape common beliefs and values incorporated in the specific national policies. Performance appraisal is the process by which organizations evaluate job performance. The aim of this paper is to provide a comprehensive narration for the performance management in modem public sector, to explain the uses of performance appraisals, to describe the methods of the evaluation and to analyze the role of evaluation.

Analysis on Human Resource Outsourcing in Chinese Government

Social and economic development, the deepening of the reform of our government have higher requirements, then the Government is an important step in the implementation of human resources outsourcing, is now the phenomenon of corporate human resources outsourcing has been very common, the Government also needs further enterprise, This paper studies the cost-benefit analysis of government human resource outsourcing by deepening the understanding of human resource management and the comparative analysis of government and enterprise human resource management to verify whether it is feasible and the way to outsource human resource management. The content has made the detailed analysis, to study our country government＇s human resources outsourcing question has the vital significance.

Discussion on Present Situation and Countermeasures about the development of nursing human resources

Nursing Human Resource Management is part of the human resources is nursing human resources by organizing nurses study, planning, training, and ultimately serve the medical career management stated objectives. Nursing human resource development of our human resources there are insufficient care, nurses configuration structure is irrational, the management system is not perfect, nurses are not high quality is the current status of nursing human resource mauagemenL and problems. This paper proposes a ＂human resource is the first resource＂ human resources management concept, has taken to develop a reasonable management mechanism, improve relevant laws and regulations of nursing human resources development, increase investment in education, strengthen education and training for nurses, the rational allocation of nursing human resources and other measures. In this paper, the connotation of Human Resources Management in the current situation as the starting point of care, from the current situation of nursing human resource development and the problems of the current situation of nursing human resource management and problems of nursing human resources management to discuss and propose appropriate for the development of human resource management solutions.

Human Resources Information Management Research of Xinlong Casting Company

Based on the integrated predecessors＇ research results and practical experience at home and abroad, on the basis of investigation and study the Xinlong casting co., LTD. In the process of implementation of human resources information management problems, such as： The problems existing in the informatization recruitment; The problems in the compensation management, software foundation weak; In the labor relations problems. Changing the concept of executives, to renew the idea of human resources information management. And other small and medium-sized enterprise human resources the implementation of information management to provide the reference and the suggestion.

Recruitment and selection of Human Resources --Alibaba business, for example

Human resources is one of the important aspects of an enterprise survival and development.The competition of an enterprise is ultimately a competition of human resources. It is no exaggeration to say that human resources are the core strength of an enterprise survival and development. If there is no good human resources, then the business may be just a shell, no pillars and core development, then it can not go on long-term development. With the development of international, multinational companies continue to grow, the demand for human resources is placed in a prominent position. Human resources management including human resource planning, human resources recruitment and selection, training and development of human resources, human resources performance management, compensation of human resources, labor relations. This paper studies the recruitment and selection of human resources, and Alibaba, for example, described in detail the meaning of the recruitment and selection methods and the role in order to provide a theoretical reference for future research and business recruitment.

Development and research of Human Resource Management under the background of information era

In the context of economic globalization, the knowledge economy, information networking background, the worldwide human resource management are facing the challenge of change, it shows a series of trends and they are summarized in this article of the worldwide enterprise human resource management six trends, namely strategy, information technology, professional, people management, and human resources outsourcing and comprehensive human resource management, in order to change the direction of the future, it is still in its infancy inspire and should learn from the human resource management of Chinese enterprises.

Human Resource Accounting： Costs and Benefits Analysis

Human resource accounting is related with intellectual capital in literature. This study adds another dimension for human resource accounting field. It is costs, human resource management related costs. Research topic is intellectual capital and human resource costs in human resource accounting. Research question is that human resource accounting is technic of management accounting. Research methodology is the case study approaches. Main result of study is that human resource costs are recorded in financial accounting and this information might be used by human resource leaders and other executives. Further, human resource of company may be recorded as intellectual capital in balanced sheet. Quantity of record might become total compensation of firms. In conclusion, HR accounting is management accounting technic with its support for information role and decision-making role.

Study of impact of Human resource policies on employee engagement

How to mobilize the enthusiasm of employees working in human resources management has always been the core issue. Employee engagement is a positive mental state of employers; it can be used to measure affective, cognitive and behavioral aspects of the organization and work involvement, which embodies the people-oriented management thinking. Employee engagement has a positive and predictive effect on business performance, customer satisfaction, and employee well-being. Employee engagement directly affects individual behavior and business performance, and thus it determines the competitiveness of enterprises. This paper first discusses the academic definition of employee engagement, and then bases on the relevant theoretical models to analyze employee engagement mechanisms and factors influencing decisions, and finally proposes enterprises to enhance employee engagement of specific measures.

How to Effectively Retain Knowledge Workers in Organizations

Under the background of knowledge-based economy, it is widely believed that the completion among enterprises is actually the competition of talents. Therefore, 21 century has seen a fierce competing for talents all over the world. However, the high turnover rate of knowledge workers becomes a prominent issue for HR managers since it could be the loss of the organizations if the employees who master the core skills and customers leave. Under this circumstance, this paper will focus on answering the question of how to effectively retain knowledge workers, in order to help organizations to keep the core competitiveness. Through literature review of knowledge workers＇ characteristics and needs, this paper highlights the importance of retention and analyzes the reason for knowledge workers leaving and finds that it is important to improve a sense of loyalty and employees＇ organizational commitment to retain knowledge workers. It is also important for the organization to adopt motivation strategies and methods to retain knowledge workers, in order to avoid the drain of core knowledge capital, thus maintaining core competence of organizations.