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    人力資源Essay怎么寫:HR Role in Change Management During Economic Downturn

    論文價格: 免費 時間:2022-05-06 10:01:23 來源:www.mobile1apps.com 作者:留學作業網

    本文是人力資源專業的Essay范例,題目是“HR Role in Change Management During Economic Downturn(經濟低迷時期人力資源在變革管理中的作用)”,本任務背景認識到人力資源管理角色在困難時期的潛在挑戰。

    在困難時期管理變化是在經濟衰退時期管理人員(辦公室員工)以完成所需業務結果的技術、過程和工具。主要關注的是組織中的變化,從今天的員工如何做他們的工作,以及他們將如何做他們的工作的變化付諸實踐。今天,人力資源管理(人力資源管理)是強調增加價值的組織作為一個關鍵的角色。在困難時期(衰退)組織最重要的挑戰是人力資源的轉變,認識,維持,擴大和開發人才在整個組織的最大能力,而不是組織可以聲稱它有最好的系統識別人才在整個組織。在經濟衰退和經濟低迷時期,管理人員和員工可能會經歷焦慮等問題,因此組織必須制定應對經濟危機的計劃。

    Summary and Introduction總結和介紹

    This assignment context recognizes the potential challenge of human resource management roles in the difficult period. Managing the change in difficult time is the techniques, process and tools that manage the people (office employees) in recession to accomplish the required business results. The main focus is on the change in organization from how employees do their jobs today and how they will do their jobs after the change is put into practice. Today, Human Resource Management (HRM) is emphasizing on adding value in the organization as a key player. The most significant challenge for organization in difficult time (recession) is transforming of the human resource to recognize, sustain, enlarge and exploit talents in the whole organization to their fullest capacities than organization can claim that it has the best of the systems to identify talents across the organization. The management professionals and employees might undergo through the anxiety and other issues during recession and economic downturn, so organization must make plan for economic crisis.

     

    人力資源Essay范例

    Starting with the explanation of HRM and its functions in an organization by analyzing how the HR actions are contributing and adding value to the organization’s overall effectiveness.

    Roles and functions of HR in the Organizational change人力資源在組織變革中的作用和職能

    HR can and ought to play a key role in creating and executing organizational change and transition. HR can give help and direction in investigation and determination, highlighting the employee’s problems that will essentially influence the success of the organization. HR might recommend on resourcing programs and planning and executing the key learning, reward, aspects of involvement and communications process. HR can foresee individual’s issues and manage them before they get serious. If the program does include rebuilding and downsizing, HR can recommend on how this ought to be carried out empathetically and with the base interruption to individuals’ live.

    人力資源能夠并且應該在創建和執行組織變革和過渡中發揮關鍵作用。HR可以在調查和確定中提供幫助和指導,突出員工的問題,從本質上影響組織的成功。人力資源可能會建議資源規劃和執行關鍵的學習,獎勵,參與方面和溝通過程。HR可以預見個人的問題,并在問題嚴重之前進行管理。如果該計劃確實包括重建和裁員,人力資源部門可以建議如何以同情的方式進行,并在基本中斷個人生活的情況下。

    HR needs to assume a dynamic part in refrain the top gifts, go about as an issue mother while top entertainers rebuffed with being remunerated for their exhibitions, get individuals adjusted and created to battle with this basic circumstance, create individuals on cross useful aptitudes to adjust the surplus and deficiency of workforce, help the corporate to raise the individuals execution bar, guarantee the reasonable assessment of individuals execution, assume a dynamic part in control of communication flow, pass the onus of making the corporate lean, audit its minor low cost benefits and help upgrade the worth expansion for every worker by augmenting workers inputs.

    When the business is in turbulence zone, HR can put its straight out best in guaranteeing that he directs the corporate effectively. HR needs to be capable in such circumstances in light of the fact that they not just need to keep up the individuals inspiration level however needs to expand it utilizing non-money related apparatuses. There are sure focuses that HR can choose in such a circumstance where individuals are unstable about their employment. HR can give careful consideration to create the individuals on key aptitudes and upgrade skills.

    當業務處于動蕩地帶時,人力資源可以最直接地保證他有效地指導公司。HR需要在這種情況下有能力,因為他們不僅需要保持個人的激勵水平,而且需要利用非金錢相關的工具來擴大它。在這樣一個個人對自己的就業不穩定的情況下,人力資源可以選擇肯定的重點。人力資源可以仔細考慮創造個人的關鍵資質和提升技能。

    Responsibility of HRM負責人力資源管理

    HR ought to be engaged in more positive side, making and helping employees to reorganization, execute and change which will eventually make a solid influence on business. In today’s economic down turn and recession when job cuts, pay reduction, loss, uncertainty of employment atmosphere overcome, HR has special responsibility to establish ease environment to the exaggerated by counseling, showing care and apprehension preparing them for different skillfulness, linking and deploying in other required areas of functions like crisis management team and security.

    HR應該多做積極的一面,促使和幫助員工進行重組、執行和改變,最終對業務產生堅實的影響。在今天的經濟衰退和衰退中,裁員,減薪,損失,就業氛圍的不確定性克服,HR有特殊的責任,建立緩和的環境,通過咨詢,表示關心和憂慮,為他們準備不同的技能,連接和部署在其他需要的功能領域,如危機管理團隊和安全。

    Attract and retain best staff吸引和留住最好的員工

    HR needs to be proactive and think of right on time mediations with respect to any association to get by amid subsidence; the capacity to hold its best individuals is must. Amid nowadays, HR individual at times even take the cruel decision of diminishing the numbers and land up at downsizing. The expression downsizing is even taken as rightsizing and upgrading yet we may not know or disregard the way that not the terrible circumstance or the great conditions keeps going long.

    人力資源需要積極主動,并考慮正確的時間調解與任何關聯,以獲得在沉陷中;擁有留住最優秀人才的能力是必須的。在當今社會,人力資源人員有時甚至會做出減少數字的殘酷決定,最終以裁員告終。表達縮小甚至被認為是正確的規模和升級,但我們可能不知道或忽視的方式,不是可怕的情況或偉大的條件持續很久。

    The organization needs to put resources into learning and improvement by giving proper learning open doors and offices, however the prime obligation regarding learning and advancement rests with people, who will be given the direction and backing of their directors and, as fundamental parts of the HR department. Create and offer the vision, belief in a craved and developing future. Furnish workers with a strong learning environment where learning capacities can be found and implemented for instance, associate systems, steady arrangements and frameworks, ensured time for learning.

    When the going is intense, HR and supervisors to test the difficulties and the cure is to downsizing the noble way. Besides, this is the time to execute new thoughts; change the HRM procedures and change the methodology. This must be carried out in a manner that it cuts expenses and propels individuals.

    當形勢緊張時,人力資源和主管們考驗困難,解決辦法是高貴的裁員方式。此外,這是執行新想法的時候;改變人力資源管理程序和方法。這必須以一種削減開支和推動個人的方式進行。

    Alternatives of Downsizing

    To avoiding potential downsizing problems, organization might take the following actions as alternatives:

    Outsource Employees: Employees can work on other company projects as organization can provide outsourcing services is specialized domain.

    Part Time Job: Pay employee on hourly basis or cut the number of job hours to engage employee with the organization, and during his free time he can do any other work for earnings.

    Shift of Department: Association can move the staffs to other business component if the one business unit of the organization is not performing well

    Work at Home: People can work remotely in their homes and result in saving of operations cost.

    Amid these questionable times, corporate will understand the imperativeness of having skilled gifted workforce which will guarantee that center stays on trainings yet there may be a real lessening in preparing plan. In this time any choice taken by the organization affects every individual generally bits of gossip buoy around. Its top administration’s obligation as human asset to guarantee that the correspondence channels are kept open, straightforwardness is kept up. We likewise need to guarantee that precise correspondence happens on time in full, rather than workers listening to things with points of interest from the grapevine first. Sufficient backing from pioneers and administrators as far as individuals administration methods to discover approaches to keep up the inspiration levels of workers. On the off chance that the corporate arrangements are to conserve an allotment of the workforce, advising ought to be given to those both workers who will be staying back additionally the representatives who have been asked to leave, be reasonable with them.

     

    人力資源Essay如何寫


    HR Perspective and Sustaining Role人力資源視角與持續角色

    The present challenges for HRM are corporate reorganization, changing demographic workforce, sustaining company’s position and growth, changing mindset of workforce, knowledgeable and multi skill workforce, new industrial relation approach and CSR (corporate social responsibility).

    人力資源管理目前面臨的挑戰是企業重組、人口結構的變化、維持企業地位和增長、勞動力觀念的變化、知識化和多技能化的勞動力、新的產業關系方法和企業社會責任。

    There are a lot of people more potential outcomes of sustaining human resource’s expanding part as development impetus as well as sustaining business through more noteworthy worker engagement. Subsequently, HR experts need to reduce their expenditures and get prepared for some difficult yet significant exercises which will help to change the view of HR for eternity. The monetary emergency is compelling to divide some worker and there is no chance to get around. Do it, however abstain from making frenzy around, in workers, in speculators, in business sector and in nation by shouting boisterous about the subsidence.

    有很多人有更多的潛在結果,作為發展動力的人力資源的擴展部分以及通過更值得注意的員工參與來維持業務。隨后,人力資源專家需要減少他們的支出,并準備一些困難但重要的練習,這將有助于改變人力資源的觀點永遠。緊急的貨幣政策迫使一些工人分成兩派,而他們沒有任何變通的機會。無論如何,不要在工人、投機者、商業部門和國家中,對下沉發出喧鬧的叫喊,從而引起騷動。

    HR’s undertaking is additionally extraordinary, if the human asset administrator makes helpful environment through his or her expert approach in attaining benefit, with the backing of all groups which is the need of great importance. Business has encountered diverse elements that posture numerous difficulties. Human asset and requirement powers together strive for accomplishing the normal objectives like consistence and adherence. HR tries all deliberations to make and sustain an employer and representative benevolent environment and reacting to the current needs and difficulties.

    Conclusion結論

    HRM must be capable to address the right kind of demands related to HR roles or functions during the difficult period and economic downturn. HRM must play a very practical role in managing the problems of global economic downturn by serving organization to improve their skills to learn and work together, moreover manage ambiguity, diversity and complication. HRM is responsible to manage the human resource of the organization to maximize profit at minimal cost and exploit the productivity.

    在困難時期和經濟低迷時期,人力資源管理必須能夠解決與人力資源角色或職能相關的正確需求。人力資源管理必須在管理全球經濟衰退的問題中發揮非常實際的作用,通過服務組織來提高他們的技能一起學習和工作,而且管理模糊性,多樣性和復雜性。人力資源管理是負責管理組織的人力資源,以最小的成本實現利潤最大化,并開發生產力。

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