英国人力资源hrm essay指导的范文展示，解决您人力资源方面写essay的难题

英国人力资源hrm essay指导的范文展示，解决您人力资源方面写essay的难题

 

人力资源管理专业HRM留学生论文写作，留学生在进行HRM人力资源论文写作时应当做哪些方面问题的考虑呢？下面提供一篇英国人力资源essay范例展示。

人力资源的概念是在上世纪末从美国引进的，在此之前，国内企业中的人事管理部门叫人事部。 人力资源部是对企业中各类人员形成的资源（即把人作为资源）进行管理的部门。既然把人作为资源来管理，就应该考虑到这样几个问题： 1.资源是否已得到识别和配置？ 2.如何进行资源配置以达到最优化的程度？ 3.如何进行资源的充分利用？ 4.资源是否应根据内部和外部环境的变化而变化？等等。

在本节中,我们以不同的方法选择候选人的过程作为重点。不同的方法,正确的选择方法将各具特点的人应用到特定职位。这些方法包括：

申请工作的传统方法是在公司的公共部门填写一个申请表。这种方法可能不适合一些申请者。因此,如果申请应用程序形式应该真正地重视细节，这样才能方便选择，可以通过简历优先在私营部门以及公共部门进行删选。

According to Daniel and Metcalf (2001), recruiting is part of the over-all management function of staffing that serves a major role player in ensuring that company strategies will be implemented. Spencer (2004) also emphasized that staffing requires both the process of attracting and selecting prospective personnel’s capabilities and competencies with the company position. It is perhaps the most important function because it is the starting point in the whole HR process. Its importance is noted by Drucker (1992) as he said that “every organization is in competition for its most essential resource: qualified, knowledgeable people” (Drucker 1992). Recruitment is defined as the process of discovering, developing, seeking and attracting individuals to fill actual and/or anticipated job vacancies (Sims 2002). It has three general purposes: to fulfill job vacancies; to acquire new skills; and to allow organizational growth.

 

In this section we discuss about the different methods of the process of selecting candidates. There are different methods available for this and the correct method should be used for the particular post. The various methods are:

 

英国人力资源资源HRMessay留学生论文指导，请继续看范例展示。

 

在公共部门公司申请职位的常规方法是填写申请表。这种方法可能不适合一些申请者。因此，如果使用了应用程序形式的方法，它应该只处理真正重要的细节，以便选择可以发生。在私营部门中，简历的使用比公共部门更为优先。

 

 

从组织的角度来看，使用应用程序的优点是，它保证了相同的细节或信息是从候选人，有助于实现在短期上市过程中的一致性水平。

 

The conventional method of applying for jobs in public sector companies is to fill in an application form. This method may be not suitable for some applicants. Therefore, if the methods of application forms are used it should only deal with the really important details so that the selection can take place. The usage of CV is more preferred in private sector than public sector.

 

The advantage of using the application form from the organization’s point of view is that it guarantees that the same details or information is got from candidates which help to achieve a level of consistency in the short listing process.

该候选人的优势是明确的，一个现有的简历可以编辑和改变在非常少的时间相比，以填补传统的应用程序。

雇主面临的挑战是，细节将只考虑申请人的套房，并可能使短期上市的过程中，不那么恒定，肯定更复杂，如果信息是在各种不同的模式，通过不同的简历布局。

也有平等的机会考虑使用的应用程序的形式产生的可靠性更可能危及在招聘过程中的平等。

在这种方法中的应用程序的主要筛选是通过考虑候选人的资格和经验，对工作所需的必要。不同的在线系统，过滤器上的上述参数的应用现在很容易获得。联机系统监视应用程序，并将其与用人单位通过关键字搜索的必要条件进行比较。如果该方法在使用中，该组织负责保护员工的数据。应该有一个自动化的系统，用于短上市申请人应了解它投入运行的在线筛选和较短的上市制度是高初始成本，也有软件和培训成本。

在线筛选和短列表的方法是最有用的过滤方式，通过大量的申请者。

此方法只能被使用时，应用程序是在网上收到，因此只可用于在互联网使用的地方，在招聘过程中。

The advantage to the candidate is clear – an existing CV can be edited and changed in very less time compared to fill a traditional application form.

The challenge for the employer is that the details will only be given how the applicant suites for it and may make the process of short listing less constant and definitely more complicated if the information is given in a variety of patterns through different CV layouts.

 

There are also equal chance considerations as the reliability produced by the use of application forms is more likely to jeopardize the equality in the recruitment process.

 

In this method the primary screening of the applications is done by considering the candidate’s qualifications and experience against the requirements necessary for the job. Different On-line systems which filter the applications on the above parameters are now easily available. The on-line systems monitor the applications and compare it with the necessary requirements set by the employer through keyword searches. If this method in used, the organization is responsible for protecting the data of the employee. There should be an automated system which is used for short listing the applicants should be informed about itThere is a initial cost of putting into operation the online screening and short listing system is higher, also the there is cost of software and training.

 

The method of online screening and short listing is most useful way of filtering rapidly through a very large number of applicants.

 

This method can only be used when the applications are received online therefore only can be used in places where Internet is used as in the process of recruitment.

它可能是很难保证的关键字用于搜索候选不忽略应用程序，它可以潜在地匹配的个人规范。

It can be hard to ensure that the key words used for searching the candidate do not overlook applications which can potentially match the personal specification.

 

某些组织，使用这种特殊的方法，必须开发冗长的和非常详细的应用程序，以确保申请人提交所有正确的信息，以便应用程序可以选择由字搜索。

Certain organisation that use this particular method had to develop lengthy and extremely detailed application forms to make sure that the applicant submits all correct information in details so that the application can be selected by word search.

 

最成功的面试类型是结构化面试。工作的关键约束确定第一个和一个要问的问题的列表准备。由面试官给出的答案由一个面试官的小组进行审查，并给出相应的分数。

The most successful type of interview are the structured interviews. The key constraints of the job are identified first and a list of questions to be asked is prepared. The answers given by the candidates are reviewed by a panel of interviewers and scores are given accordingly.