人力资源Essay怎么写：HR Role in Change Management During Economic Downturn

本文是人力资源专业的Essay范例，题目是“HR Role in Change Management During Economic Downturn（经济低迷时期人力资源在变革管理中的作用）”，本任务背景认识到人力资源管理角色在困难时期的潜在挑战。

在困难时期管理变化是在经济衰退时期管理人员(办公室员工)以完成所需业务结果的技术、过程和工具。主要关注的是组织中的变化，从今天的员工如何做他们的工作，以及他们将如何做他们的工作的变化付诸实践。今天，人力资源管理(人力资源管理)是强调增加价值的组织作为一个关键的角色。在困难时期(衰退)组织最重要的挑战是人力资源的转变，认识，维持，扩大和开发人才在整个组织的最大能力，而不是组织可以声称它有最好的系统识别人才在整个组织。在经济衰退和经济低迷时期，管理人员和员工可能会经历焦虑等问题，因此组织必须制定应对经济危机的计划。

Summary and Introduction总结和介绍

This assignment context recognizes the potential challenge of human resource management roles in the difficult period. Managing the change in difficult time is the techniques, process and tools that manage the people (office employees) in recession to accomplish the required business results. The main focus is on the change in organization from how employees do their jobs today and how they will do their jobs after the change is put into practice. Today, Human Resource Management (HRM) is emphasizing on adding value in the organization as a key player. The most significant challenge for organization in difficult time (recession) is transforming of the human resource to recognize, sustain, enlarge and exploit talents in the whole organization to their fullest capacities than organization can claim that it has the best of the systems to identify talents across the organization. The management professionals and employees might undergo through the anxiety and other issues during recession and economic downturn, so organization must make plan for economic crisis.

Starting with the explanation of HRM and its functions in an organization by analyzing how the HR actions are contributing and adding value to the organization’s overall effectiveness.

Roles and functions of HR in the Organizational change人力资源在组织变革中的作用和职能

HR can and ought to play a key role in creating and executing organizational change and transition. HR can give help and direction in investigation and determination, highlighting the employee’s problems that will essentially influence the success of the organization. HR might recommend on resourcing programs and planning and executing the key learning, reward, aspects of involvement and communications process. HR can foresee individual’s issues and manage them before they get serious. If the program does include rebuilding and downsizing, HR can recommend on how this ought to be carried out empathetically and with the base interruption to individuals’ live.

人力资源能够并且应该在创建和执行组织变革和过渡中发挥关键作用。HR可以在调查和确定中提供帮助和指导，突出员工的问题，从本质上影响组织的成功。人力资源可能会建议资源规划和执行关键的学习，奖励，参与方面和沟通过程。HR可以预见个人的问题，并在问题严重之前进行管理。如果该计划确实包括重建和裁员，人力资源部门可以建议如何以同情的方式进行，并在基本中断个人生活的情况下。

HR needs to assume a dynamic part in refrain the top gifts, go about as an issue mother while top entertainers rebuffed with being remunerated for their exhibitions, get individuals adjusted and created to battle with this basic circumstance, create individuals on cross useful aptitudes to adjust the surplus and deficiency of workforce, help the corporate to raise the individuals execution bar, guarantee the reasonable assessment of individuals execution, assume a dynamic part in control of communication flow, pass the onus of making the corporate lean, audit its minor low cost benefits and help upgrade the worth expansion for every worker by augmenting workers inputs.

When the business is in turbulence zone, HR can put its straight out best in guaranteeing that he directs the corporate effectively. HR needs to be capable in such circumstances in light of the fact that they not just need to keep up the individuals inspiration level however needs to expand it utilizing non-money related apparatuses. There are sure focuses that HR can choose in such a circumstance where individuals are unstable about their employment. HR can give careful consideration to create the individuals on key aptitudes and upgrade skills.

当业务处于动荡地带时，人力资源可以最直接地保证他有效地指导公司。HR需要在这种情况下有能力，因为他们不仅需要保持个人的激励水平，而且需要利用非金钱相关的工具来扩大它。在这样一个个人对自己的就业不稳定的情况下，人力资源可以选择肯定的重点。人力资源可以仔细考虑创造个人的关键资质和提升技能。

Responsibility of HRM负责人力资源管理

HR ought to be engaged in more positive side, making and helping employees to reorganization, execute and change which will eventually make a solid influence on business. In today’s economic down turn and recession when job cuts, pay reduction, loss, uncertainty of employment atmosphere overcome, HR has special responsibility to establish ease environment to the exaggerated by counseling, showing care and apprehension preparing them for different skillfulness, linking and deploying in other required areas of functions like crisis management team and security.

HR应该多做积极的一面，促使和帮助员工进行重组、执行和改变，最终对业务产生坚实的影响。在今天的经济衰退和衰退中，裁员，减薪，损失，就业氛围的不确定性克服，HR有特殊的责任，建立缓和的环境，通过咨询，表示关心和忧虑，为他们准备不同的技能，连接和部署在其他需要的功能领域，如危机管理团队和安全。

Attract and retain best staff吸引和留住最好的员工

HR needs to be proactive and think of right on time mediations with respect to any association to get by amid subsidence; the capacity to hold its best individuals is must. Amid nowadays, HR individual at times even take the cruel decision of diminishing the numbers and land up at downsizing. The expression downsizing is even taken as rightsizing and upgrading yet we may not know or disregard the way that not the terrible circumstance or the great conditions keeps going long.

人力资源需要积极主动，并考虑正确的时间调解与任何关联，以获得在沉陷中;拥有留住最优秀人才的能力是必须的。在当今社会，人力资源人员有时甚至会做出减少数字的残酷决定，最终以裁员告终。表达缩小甚至被认为是正确的规模和升级，但我们可能不知道或忽视的方式，不是可怕的情况或伟大的条件持续很久。

The organization needs to put resources into learning and improvement by giving proper learning open doors and offices, however the prime obligation regarding learning and advancement rests with people, who will be given the direction and backing of their directors and, as fundamental parts of the HR department. Create and offer the vision, belief in a craved and developing future. Furnish workers with a strong learning environment where learning capacities can be found and implemented for instance, associate systems, steady arrangements and frameworks, ensured time for learning.

When the going is intense, HR and supervisors to test the difficulties and the cure is to downsizing the noble way. Besides, this is the time to execute new thoughts; change the HRM procedures and change the methodology. This must be carried out in a manner that it cuts expenses and propels individuals.

当形势紧张时，人力资源和主管们考验困难，解决办法是高贵的裁员方式。此外，这是执行新想法的时候;改变人力资源管理程序和方法。这必须以一种削减开支和推动个人的方式进行。

Alternatives of Downsizing

To avoiding potential downsizing problems, organization might take the following actions as alternatives:

Outsource Employees: Employees can work on other company projects as organization can provide outsourcing services is specialized domain.

Part Time Job: Pay employee on hourly basis or cut the number of job hours to engage employee with the organization, and during his free time he can do any other work for earnings.

Shift of Department: Association can move the staffs to other business component if the one business unit of the organization is not performing well

Work at Home: People can work remotely in their homes and result in saving of operations cost.

Amid these questionable times, corporate will understand the imperativeness of having skilled gifted workforce which will guarantee that center stays on trainings yet there may be a real lessening in preparing plan. In this time any choice taken by the organization affects every individual generally bits of gossip buoy around. Its top administration’s obligation as human asset to guarantee that the correspondence channels are kept open, straightforwardness is kept up. We likewise need to guarantee that precise correspondence happens on time in full, rather than workers listening to things with points of interest from the grapevine first. Sufficient backing from pioneers and administrators as far as individuals administration methods to discover approaches to keep up the inspiration levels of workers. On the off chance that the corporate arrangements are to conserve an allotment of the workforce, advising ought to be given to those both workers who will be staying back additionally the representatives who have been asked to leave, be reasonable with them.

HR Perspective and Sustaining Role人力资源视角与持续角色

The present challenges for HRM are corporate reorganization, changing demographic workforce, sustaining company’s position and growth, changing mindset of workforce, knowledgeable and multi skill workforce, new industrial relation approach and CSR (corporate social responsibility).

人力资源管理目前面临的挑战是企业重组、人口结构的变化、维持企业地位和增长、劳动力观念的变化、知识化和多技能化的劳动力、新的产业关系方法和企业社会责任。

There are a lot of people more potential outcomes of sustaining human resource’s expanding part as development impetus as well as sustaining business through more noteworthy worker engagement. Subsequently, HR experts need to reduce their expenditures and get prepared for some difficult yet significant exercises which will help to change the view of HR for eternity. The monetary emergency is compelling to divide some worker and there is no chance to get around. Do it, however abstain from making frenzy around, in workers, in speculators, in business sector and in nation by shouting boisterous about the subsidence.

有很多人有更多的潜在结果，作为发展动力的人力资源的扩展部分以及通过更值得注意的员工参与来维持业务。随后，人力资源专家需要减少他们的支出，并准备一些困难但重要的练习，这将有助于改变人力资源的观点永远。紧急的货币政策迫使一些工人分成两派，而他们没有任何变通的机会。无论如何，不要在工人、投机者、商业部门和国家中，对下沉发出喧闹的叫喊，从而引起骚动。

HR’s undertaking is additionally extraordinary, if the human asset administrator makes helpful environment through his or her expert approach in attaining benefit, with the backing of all groups which is the need of great importance. Business has encountered diverse elements that posture numerous difficulties. Human asset and requirement powers together strive for accomplishing the normal objectives like consistence and adherence. HR tries all deliberations to make and sustain an employer and representative benevolent environment and reacting to the current needs and difficulties.

Conclusion结论

HRM must be capable to address the right kind of demands related to HR roles or functions during the difficult period and economic downturn. HRM must play a very practical role in managing the problems of global economic downturn by serving organization to improve their skills to learn and work together, moreover manage ambiguity, diversity and complication. HRM is responsible to manage the human resource of the organization to maximize profit at minimal cost and exploit the productivity.

在困难时期和经济低迷时期，人力资源管理必须能够解决与人力资源角色或职能相关的正确需求。人力资源管理必须在管理全球经济衰退的问题中发挥非常实际的作用，通过服务组织来提高他们的技能一起学习和工作，而且管理模糊性，多样性和复杂性。人力资源管理是负责管理组织的人力资源，以最小的成本实现利润最大化，并开发生产力。

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