Preview

The Mode of Human Resource

Powerful Essays
Open Document
Open Document
5199 Words
Grammar
Grammar
Plagiarism
Plagiarism
Writing
Writing
Score
Score
The Mode of Human Resource
Management Science and Engineering

Vol.1 No.1 September 2007

THE MODE OF HUMAN RESOURCE
MANAGEMENT IN DEVELOPED COUNTRIES
AND IT’S ENLIGHTENMENT FOR
ENTERPRISES OF CHINA
Wang Dianhua1
Abstract: The human resource management expresses different characteristics in different countries, different professions and different enterprises. It is the breakthrough for current deep investigation in the realm of human resources management to abandon form elephant factors, to proceed to solve the “Black Box”, to explore the determining factor of different management modes and to find out the inner regulations of causes and effects. This paper is trying to adopt the method of
“First Induce and then Deduce”, with the analysis the different modes of human resource management in a western country, the United States, and in an eastern country, Japanese. First this paper will induce the sources of the creation of those modes, then from the input factors faced by Chinese enterprise deduce the input characteristics of human resource management. With the consideration that the exterior environment faced by China’s enterprises is the choice made by workers of enterprises by passing the market, therefore there exists the cares of the lack of the guarantee benefits and the farsighted development opportunities. The characteristics of business enterprise in human resource management modes lie in the installations of human resource, which should regard foster as the lord and in draught the assist; in human resource management, which adopt type of systematize with human emotions; on the human resource usage, which should adopt the limited entrance and inner promotion; in human resource encouraging, which should adopt the combination of material guarantee and spirit encouragement.
Key words: Human Resource Management, Mode, Developed Countries, “First
Induce and then Deduce”, China

1

Tianjin University of Science & Technology,College of Economic and
Continue Reading
View Writing Issues

You May Also Find These Documents Helpful

  • Powerful Essays

    Hrm 590 Final Project
    • 3124 Words
    • 13 Pages

    Hrm 590 Final Project

    The role of a Human Resource department is ever changing in today’s volatile business environment. Over the years HR have become strong strategic partners within an organization by providing functions such as recruitment, training and development and retention. Human Resources in order to be strategic works directly with all levels of management in an effort to help with strategy and the growth of the company to meet their vision. One very important aspect is talent acquisition. Having the right people in key roles within the company is vital to the success and growth of any company. Performing this function includes preparing a job description, recruiting, and then setting compensation.…

    • 3124 Words
    • 13 Pages
    Powerful Essays
    Read More
  • Satisfactory Essays

    Management of Human Resources
    • 463 Words
    • 2 Pages

    Management of Human Resources

    1. Did Len Fulkner handle the situation with Harry Boecker correctly? Why or why not?…

    • 463 Words
    • 2 Pages
    Satisfactory Essays
    Read More
  • Powerful Essays

    Human Resource Management
    • 3002 Words
    • 13 Pages

    Human Resource Management

    Question.no.1 Discuss what a manager should do in each of the two Michigan cases. Answer: Office Equipment repair technician Although it is risky but the manager should give him a second chance, because by the nature of job (i.e. job of technician) it does not seem that he would be in direct contact with potential victims. It is risky because the job is a field job that is visiting other organizations and repairing their equipments. It is also possible that other organizations might have potential victims in their equipment area. If the technician does something wrong, the image of the employer may get harmed. The manager should test the employee’s future intentions through a question answer session, and if he appears to be honest and responsible about his future actions, then he should be give him a second chance. School bus driver The employer must be removed him from employment as he is in direct contact with potential victims on daily basis and it is never certain when he will repeat his past illegal acts no matter how hard working he is as the safety issues must be first considered. Question.no.2 What circumstances might lead you to make different decisions in different cases under Megan’s Law? Answer: Office Equipment repair technician Our decision is to rehire him because; it does not seem that he would be in direct contact with potential victims. Our decision would be different if the employee would be in direct contact with potential victims, for example. if he would be doing such jobs like, health care facilitating (e.g., nurse or aide), day caring and schooling (e.g., teacher), security (e.g., guard), social and mental health facilities (e.g., social or mental health worker), taxi and bus services (e.g., drivers), and recreational facilities (e.g., fitness trainer).…

    • 3002 Words
    • 13 Pages
    Powerful Essays
    Read More
  • Powerful Essays

    Human Resources Management
    • 6204 Words
    • 25 Pages

    Human Resources Management

    2. Give some examples of ethical issues that you have experienced in jobs, and explain how HR did or did not help resolve them.…

    • 6204 Words
    • 25 Pages
    Powerful Essays
    Read More
  • Better Essays

    Human Resource Management
    • 1568 Words
    • 7 Pages

    Human Resource Management

    James Bradshaw came to understand employee engagement as a way to ensure ongoing business effectiveness through a series of events. In the article, it states “Modern Appliances had been in business for almost 75 years and manufactured a wide range of appliances. With sales in excess of $2 billion, Modern was considered a quality manufacturer and a good marketer.” Further, it states that in recent years, the company began to face competitive pressure as North American companies began to outsource manufacturing to China and Vietnam as well as domestic Chinese manufacturers were learning to compete effectively outside their home markets and were importing into Modern’s traditionally strong North American markets. Additionally, European companies were focusing on styling to tempt people away from traditional North American suppliers and they were luring away segments of the market to whom innovative design was appealing. (Gantz, 2007)…

    • 1568 Words
    • 7 Pages
    Better Essays
    Read More
  • Good Essays

    Human Resources Management
    • 1159 Words
    • 5 Pages

    Human Resources Management

    This exam has two (2) parts – multiple choice and short answer essay. Circle the correct answers…

    • 1159 Words
    • 5 Pages
    Good Essays
    Read More
  • Satisfactory Essays

    Human Resource Management
    • 912 Words
    • 4 Pages

    Human Resource Management

    7. Cause and Effect - Assuming that the effect is related to a cause because the events occur together.…

    • 912 Words
    • 4 Pages
    Satisfactory Essays
    Read More
  • Powerful Essays

    Human Resource Management
    • 8252 Words
    • 25 Pages

    Human Resource Management

    Read the two cases at the end of this book regarding Lincoln Electric and Southwest Airlines. Then using Exhibit 1.1 as a guide, make an illustration that identifies the stakeholders of each company and shows the relative importance of each stakeholder to each company. To complete this assignment, you can gather your information materials in this chapter, the cases at end of the text, and from other sources, including newspapers, magazines, the internet, and your own experience. If you are unable to obtain information you feel is relevant, make assumptions based on your best judgment. Note any major assumptions you make.…

    • 8252 Words
    • 25 Pages
    Powerful Essays
    Read More
  • Good Essays

    Human Resource Management
    • 406 Words
    • 2 Pages

    Human Resource Management

    1. First, how would you recommend we go about reducing the turnover in our stores? , Recruiting and retaining plays a very important role in an organization's efficiency and profitability.. High employee turn over affects companies in a number of ways and are very common in jobs that only require a high school diploma. Every time an employee leaves, he takes with him a major share of valuable organizational knowledge with him. Employees constantly leaving does not give a sense of loyalty from the owners and can discourage others to stay. They must come up with an competitive advantage against competitors that will boost morale, integrity. Recruiting many will give them options and raise them options and possibly raise the bar on being qualified,. But if direct and indirect costs are considered, replacing an employee comes with heavy cost in terms of money and time. High turnover results in employer/managers active involvement in recruiting and training which in affects the efficiency of the business also.…

    • 406 Words
    • 2 Pages
    Good Essays
    Read More
  • Powerful Essays

    Human Resource Management
    • 2449 Words
    • 10 Pages

    Human Resource Management

    Produced in partnership with the World Federation of People Management Associations (WFPMA) and the North American Human Resource Management Association (NAHRMA)…

    • 2449 Words
    • 10 Pages
    Powerful Essays
    Read More
  • Powerful Essays

    Human Resources Management
    • 11414 Words
    • 46 Pages

    Human Resources Management

    7 fStop/Superstock Training and Development Learning Objectives After reading this chapter, you should be able to • Define the terms training and development • Describe a systematic HRM approach to training and development—including training needs assessment, design, development, delivery, and evaluation • List and describe various forms of training • Explain decisions that are often necessary to create and administer training program • Discuss opportunities, challenges, and recent trends in training and development Section 7.1 The Strategic Value of Training and Development CHAPTER 7 T he American Society for Training and Development (ASTD) is an organization of experts in training and development; the ASTD is the most widely recognized organization of this kind in the United States. The ASTD attracts members from around the world and from all types of organizations, all sharing a common professional interest in training and development processes and in HRM. This chapter is based on ASTD’s established training and development models. The link below gives access to the ASTD’s website.…

    • 11414 Words
    • 46 Pages
    Powerful Essays
    Read More
  • Better Essays

    Human Resource Management
    • 2360 Words
    • 10 Pages

    Human Resource Management

    A) Historical perspective of Human Resource Management – From personnel management to Human Resources Management…

    • 2360 Words
    • 10 Pages
    Better Essays
    Read More
  • Better Essays

    Aspects of Human Resource Management
    • 1057 Words
    • 5 Pages

    Aspects of Human Resource Management

    The main focus of Human Resource Management is personnel and how they can be best utilized to accomplish the mission of the organization based on several aspects of the department. These aspects are Equal Opportunity and Affirmative Action, Human Resource Planning, Execution and Selection, Human Resources Development, Compensation and Benefits, Safety and Health, and Employee and Labor Relations. Each area serves a dual purpose of helping the employer provide a better environment to their employees and ensure the success of the company. This paper will reflect on each aspect of human resource management and discuss how they work together to perform the primary function.…

    • 1057 Words
    • 5 Pages
    Better Essays
    Read More
  • Powerful Essays

    Theories of Human Resource
    • 3428 Words
    • 14 Pages

    Theories of Human Resource

    Equity theory is a theory that attempts to explain relational satisfaction in terms of perceptions of fair/unfair distributions of resources within interpersonal relationships. Considered one of the justice theories, equity theory was first developed in 1963 by John Stacey Adams. Employees seek to maintain equity between the inputs that they bring to a job and the outcomes that they receive from it against the perceived inputs and outcomes of others. Equity theory proposes that individuals who perceive themselves as either under-rewarded or over-rewarded will experience distress, and that this distress leads to efforts to restore equity within the relationship. It focuses on determining whether the distribution of resources is fair to both relational partners. Equity is measured by comparing the ratios of contributions and benefits of each person within the relationship.…

    • 3428 Words
    • 14 Pages
    Powerful Essays
    Read More
  • Powerful Essays

    Human Resource Management
    • 2035 Words
    • 9 Pages

    Human Resource Management

    Performance appraisal is a method of evaluating the behavior of employees in the work spot, normally including both the quantitative and qualitative aspects of job performance. It is a systematic…

    • 2035 Words
    • 9 Pages
    Powerful Essays
    Read More

Related Topics