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时间:2021-10-16 02:34 来源: Essay代写

摘要:本文是英国人力资源管理专业留学生作业。在很多公司,高层管理人员建立人力资源部门来训练他们的员工,让他们......

在很多公司,高层管理人员建立人力资源部门来训练他们的员工,让他们工作更有效率。人力资源部门扮演着训练员工,发展他们的潜力,找到他们更好或最好的能力,同时开发他们的组织能力来面对各种变化和挑战的角色。随着形势的变化,那些组织和他们的管理者总是有不同的任务给人力资源部门的人。本文首先将讨论一些人力资源部的新规定,这些规定改变了他们的工作和职责,还有这些规则跟以前相比有什么不同。然后,本文将解释他们的工作为什么会改变,即他们的上级对他们的期望是怎样的。最后,本文将描述这些规则对组织性能的优势,这些差异是如何衡量和评价的。
 

Introduction介绍

In many companies, senior managements set up Human Resources development (HRD) department to train their workers to make their workers work more effectively. HRD is playing roles of training employees, developing their potential to find the workers’ better or best capacity and also to develop their organizations’ performance so as to face the change and challenge. As the situation is changing, those organizations and their managers always have different tasks for the HRD practitioners. This essay will firstly discuss some new roles of Human Resources Development practitioners, what have been changed in their works and functions, and how these new roles may differ from those past. Following this, it will explain why their works have changed, that is what the senior managements’ expectations to them are this time.  Finally, it will describe how these roles contribute to the performance of organizations and how these differences can be measured and evaluated.
 

Main body主要内容

New roles of HRD practitioners and the difference between the new and the old人力资源部门的新规定及新老之间的差异

As the department getting more and more perfect and its function is multiplied, the human resource development practitioners playing many kinds of different roles these days. First, they have to enlarge their knowledge and broaden their horizon. Just like a human being growing older, he or she will and have to learn more and more knowledge and skill to making a living even making a good one. The practitioners should build themselves up all the time to face the challenge of different situations even to foresee problems and the trend of this filed. (Dirk, Karen & Koen, 2001) Or they will fall behind and be washed out someday, not to mention make a great contribution to their companies.
 

Another role is to deal with many kinds of difficult and formidable tasks and problems. Managers will send some challenging missions to the HRD department and practitioners, when company thinks they are competent enough. (Claire & Thomas, 2005) They are dealing with all kinds of people every day; they also know how to assign the employees to work in a best circumstance, so they can solve some tough job. Some of those works the company used have to hire professional groups or experts to settle. The practitioners and their department also need to interact with other departments of their organizations and build network with other HRDs. This role is a very important one. The members need to communicate with other sectors of their companies, because they need to know who to get when they need help and cooperation and also because part of their duty is to train competent people for other departments. If they work all by themselves and don’t try to get in touch with other HRDs, they would hard to get development and kinds of resources.
 

Differences between the old roles and the new ones新老规定的不同

Since they got new roles to play, there must be some differences between the old roles and the new ones.  According to Mclagan and McCullough’s research in 1983 there are nearly 10 kinds of roles within HRD work, such as administrator, career development adviser and HRD manager. The main work of the practitioners is to train the workers’ skill and capacity for all kinds of functions of their organizations. But now they are working on problems much more complex and doing a more initiative job in learning rather than just on training programs. Now though they don’t have to learn all of those information and knowledge involved, but they need to know where to find these things when they need them.

Another point is they also need to find themselves some support and to create a network with others. (Claire & Thomas, 2005) They do need teamwork and cooperation to build a supporting system, but the most important point is they need to build their strength all the time and try their best to make full use of the supporting system and all kinds of sharing resources and information.
 

Expectations of senior management of HRD personnel高层对人力资源部门人员的期望
HRD department members and managers wish they could help their systems work more effectively and enhance the chemistry between individuals and teams. And further, they are increasingly expected to work with other organizations’ human resource development departments and build a long term stable relationship with each other to share resources and get information and help. And for the senior managements themselves, they want and need to be praised, especially some appreciation and attention from higher authorities. (David & Cec, 2006).
 

本文标签: HRD

[essay标题怎么写]英国人力资源管理专业留学生作业https://www.0592w.com/ESSAY/16238.html

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