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摘要:龙眼是一个卫生服务机构由政府资助。随着时间的推移,一些问题发生的组织,它没有人力资源部门。人力资源管理......

Executive summary执行摘要
 

看完“唱同一首歌:多层次的人力资源管理系统,引进的报告,研究问题(一):来源自人力资源挑战在山龙眼,研究问题(B):建议在拔克西木属固定的人力资源系统,研究的问题(C):一个有效的沟通渠道的组织改变计划和理想的组织计划沟通改变决策对员工的影响,管理者和其他级别的组织,研究问题(D):为山龙眼一个人力资源经理的位置。活动,职责和属性将使人力资源经理能够成功和结论的说明。

在绪论中,对山龙眼的概述,一个卫生服务机构表明,山龙眼的人力资源面临巨大的挑战。因为它没有人力资源部。该组织的扩张速度快于人力资源政策和程序,并没有跟上。新推出的人力资源管理从其他医疗机构不一致的应用和解释(超人,斯蒂芬妮。2004),所以情况很严重。

在研究的问题(一),在山龙眼的人力资源挑战来源介绍,人力资源管理系统是完整的,责任不是很明确,战略人力资源或人力资源管理采用的是没有彻底地执行和持续和山龙眼是一个组织,得到政府的资助,所以它必须应对不断变化的政府的政策不断,这使得它很难进行长期的战略(安富索,黎明,1995)。在研究的问题(B),建议在拔克西木属固定人力资源系统表明,每个人都应该团结在一起的身心(所、罗素,1996);领导和部门经理应该对人力资源管理有系统的教育,责任应具体的归属感与归属感应建迫切。

在研究问题(三),有效沟通渠道对组织变革计划的影响和理想的组织的计划,沟通的变化决定的员工,管理人员和其他层次的组织和在研究问题(研发),活动,职责和属性将使人力资源经理是成功的。

报告结束时,将提出结论。Having finished reading the case “singing the same song: multi level HRM systems, the report of introduction, research question (a):The sources HR challenges at Banksias, Research question (b): Recommendations to fix the HR system at Banksia, Research question (c): The impact of an effective communication channel on the organization’s change plan and the ideal organization’s plan to communicate the change decision to the employees, managers and to other levels of the organization, Research question (d): For the position of an HR manager at Banksia. Activities, duties and attributes would enable the HR manager to be successful and conclusion is illustrated. 

In the introduction, an overview of banksias, a health service organization is shown that banksias’ HR faced great challenges. Because it has no the department of HR. the expansion of the organization is so rapid than HR policies and procedure has not kept up with. Newly introduced HRM from other healthcare organization is not consistently applied nor interpreted (Overman, Stephanie. 2004), so the situation is very serious. 

In the research question (a), the sources of HR challenges at Banksias are introduced that the HRM system is complete, the responsibility is not very clear, the strategy of HR or HRM adopted is not executed thoroughly and consistently and banksias is an organization that get funds from the government, so it has to respond to the changing government policy continually, which makes it harder to carry out long-term strategy (Anfuso, Dawn., 1995). In the Research question (b), Recommendations to fix the HR system at Banksia are shown that everyone should be united together both physically and mentally(Eisenstat, Russell A, 1996); leaders and department managers should get some systematic education about HRM, the responsibility should be specific and the sense of belonging or ownership should be built urgently.

In the research question (c), the impact of an effective communication channel on the organization’s change plan and the ideal organization’s plan to communicate the change decision to the employees, managers and to other levels of the organization and in the research question (d), activities, duties and attributes would enable the HR manager to be successful are shown. 

In the end of the report, the conclusion will be put forward. 

 

Table of contents目录

执行总结1

内容表3

介绍4

研究的问题(一):来源人力资源挑战在山龙眼5

研究的问题(B):建议在山龙眼7解决人力资源系统

研究问题:有效沟通渠道对组织变革计划的影响及对员工、管理人员和组织的其他层次的沟通决定的理想组织的计划

研究的问题(D):为山龙眼一个人力资源经理的位置。活动、职责和属性将使人力资源经理成功11

结论14

Executive summary1

Table of contents3

Introduction4

Research question (a): The sources HR challenges at Banksias5

Research question (b): Recommendations to fix the HR system at Banksia7

Research question (c): The impact of an effective communication channel on the organization’s change plan and the ideal organization’s plan to communicate the change decision to the employees, managers and to other levels of the organization9

Research question (d): For the position of an HR manager at Banksia. Activities, duties and attributes would enable the HR manager to be successful11

Conclusions14

Reference15

 

Introduction介绍
 

According to the case, banksia a health service organization funded by the government. With time going by, some problems occur to the organization that it has no HR department.HR faced great challenges at Banksias. Based on what is said in the case,the organization is expanding so quickly that human resources policies and procedures cannot keep up with.  The company brought in a more decentralized structure and senior managers were employed in these key functional areas, but this didn’t work well(Cummins, Carol O, 2003). HRM generated by the organization and adopted from other healthcare organization were particular for a certain situation, which is not consistently used nor demonstrated, and also not well made understood by not only management but all over the organization (Anfuso, Dawn.1995). what’s more, after the organization was re-structured, there was still no HR department andthere were no employees who took complete responsibility for HR, which led to specific problems including heterogeneous interpretation(Alistair M,1990)and usage of most of the HR practices by managers on the first-line managementand in turn led employees to have a sense of unfairness and a lack of trust in management (Overman, Stephanie. 2004), and as a result, the industrial relation disputes came into being. Then what are the sources HR challenges at Banksias, are there any recommendations to fix the HR system at Banksia, what is the impact of an effective communication channel on the organization’s change plan, What would be an ideal organization’s plan to communicate the change decision to the employees, managers and to other levels of the organization and What activities, duties and attributes would you include in this role that would enable the HR manager to be successful? The following contents will illustrate this in details.

 

Research question (a): The sources of HR challenges at Banksias

According to the case, banksias health service, a fictitious name given, is based in a rural location employing about 500 people. HR faced great challenges at Banksias. Based on what is said in the case,the organization is expanding so quickly that human resources policies and procedures cannot keep up with.  The company brought in a more decentralized structure and senior managers were employed in these key functional areas, but this didn’t work well(Smith, 2001). The top held the view that HRM system was extremely not enough, actually at Banksias, there is no human resource department and the payroll officer, the assistants and the CEO carried out the administrative functions. Many senior managers thought that the HRM generated by the organization and adopted from other healthcare organization were particular for a certain situation, which is not consistently used nor demonstrated(Cummins, Carol O.2003). After the organization was re-structured, there was still no HR department and also there is not particular persons who took all responsibility for HR, which resulted in specific problems including different interpretation and usage of most of the HR practices by the managers of the first-line management and in turn resulted in the fact that employees had a sense of unfairness and didn’t trust in management, and so the industrial relation disputes came into being. What’s more, everyone at banksias lacks a sense of ownership and they didn’t take full responsibility and accountability over their role (Anfuso, Dawn. 1995). Different sites, different layers of management and across functional units didn’t communicate very well with each other, which became one of the key challenges at banksias.  

本文标签: 人力资源管理案例研究HRM system

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