HND人力资源管理作业思路

作业思路

第一部分

1. Question 1: Define human resource management

你可以从我们上课或者其他教材当中给出定义，并给出定义的出处。 注意：这里有两个定义，human resource management 和PM Candidates should highlight the fact that HRM is not easy to define. 可以理解为一种关于人力资源活动通用术语。强调不同。

Question 2: Describe how human resource management differs from personnel Management

Candidates may choose to offer a textbook definition of the differences, for example, in: Torrington, Hall & Taylor. Human Resource Management; 6th edition. London, Financial

Times/ Prentice Hall, 2005.

Gerald Cole. Personnel and Human Resource Management; 5th edition. London, Continuum, 2002 gives a useful table of differences on p. 8.

在你们的答案中要强调以下几点：

（1） HRM发展特点的长期性，主动性，战略性等，还要强调HRM对于帮助组织实

现的作用；

（2） PM强调短期性，被动性，注重操作程序等等。

（3） 对待员工方面：HRM:承诺（委托）commitment

rather than their compliance

（4） Personnel functions tended to be bureaucratic官僚的, mechanistic机械论的and centralised

集中管理的 with formally defined roles. They are regarded as workforce-centred. Human resource management is more organic, flexible and resource-centred.

（5） From a personnel perspective, employee relations are pluralistic多元的, with collective bargaining of pay and conditions集体谈判的薪酬. There is a presumption of employee–management conflict, with a need to keep relations between them in harmony.

从人力资源的视角看员工关系, employee relations are unitarist一元的, individual and high-trust高信任, with employees seen as an investment to be nurtured把员工看作一种投资，应该培养, as well as a cost to be controlled.而不是看作成本用来控制。

Social justice

you should state that 人事的职能产生于19世纪的一系列社会变革 You need to give information on 为什么社会变革者批评他们对于工人的剥削, 包括一些例子such Lord Shaftsbury or Robert Owen.

到了20世纪, 你可以给出一些家族企业的一些例子family firm,

such as Cadbury吉百利 or Lever Brothers李佛兄弟公司. 这些公司引入了 住房津贴, 任命了福利专员 提出病假工资 and unemployment benefit schemes.失业救助计划

Human bureaucracy人类官僚主义

You should highlight that, 20世纪早期, personnel 开始集中于不仅仅是福利. 这个时期大规模的工业组织开始出现. 人事作为一个专门的学科开始出现, with

responsibility to look at areas such as organisational design and staffing. You

should give one example of a social scientist, such as Frederick Taylor or Henri Fayol, who influenced organisational and job design. They should briefly mention that

analytical studies were carried out with the aim of maximising the efficiency of human labour, so that jobs and organisations could be designed to allow for the most efficient use of that labour. The rise of the human relations school of thinking began a process in which social relationships and employee morale were considered important factors for personnel officers who were seeking to raise productivity levels.

Consent by negotiation

在1950s and 1960s, 人事职能拓展到了谈判的角色，充分就业和工会产生 导致劳资双方代表进行的谈判和collective agreements with workforce representatives.

劳资关系 变成一个关键的人事决策. For example, personnel officers managed joint consultative committees咨询委员会, etc. The statutory duty placed on nationalised

industries required them to negotiate with unions representing employees. University courses began to appear for personnel specialists. The government set up an advisory service for employers, which continues today as ACAS咨询调解和仲裁局.

Organisation and integration

从20世纪70年代早期开始, 人事专员在组织当中扮演了更重要的角色而不仅仅

是处理一些只与员工利益福利相关的事务。 这个时期人事作为一个专门的职业。从事一些专门的人力资源活动，比如招聘，绩效，培训开发等等. 也产生了一些专门的人力资源管理的工具, such as psychometric testing心理计量测验 和劳动力规划信息技术变得日益重要, 因为管理者需要更多的更复杂的关于员工的信息。你需要给出人事职能本质变化的原因. 这些可能包括从20世纪70年代早期开始的立法扩大劳动力就业(the expansion of employment legislation )由于传统制造业消失导致的工人工作本质和性质的变化.the

changing nature of the workforce due to the loss of traditional manufacturing jobs, 企业裁员 外包, 妇女就业, 兼职工作增加, 技术增加以及工会力量的日益减弱等等。

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