Topic: Human Resources Management and the future of company主題：人力資源管理與公司的未來

 

 

Introduction:簡介：
 

1）從兩個例子分別是人力資源管理在香港和谷歌，我們可以從這兩個例子學習的重要一課人力資源管理的整體觀。

2）負責招聘求職者的人力資源管理人員，應更多地關注員工的情商、員工的績效考核、員工福利計劃以及員工與雇主之間的關系變化等各種因素的影響。

3）隨著商業(yè)的發(fā)展，人力資源應該具備更多的知識和能力，例如，使用社會媒體和從其他部門的人學習的能力。

4）人力資源，如何在不同的位置，處理不同類型的員工，從高層到中層經理，CEO，這些千禧一代和老員工。

1) The overall view of human resources management from two examples which respectively are HRM in Hong Kong and Google and the important lesson we can learn from these two examples.

2) HR, who is responsible in hiring applicants, should pay more attention to various factors such as EQ, potential when hiring people for the company and performance appraisals, employee wellness program and the relationship change between employees and employers when managing employees.

3) With the development of business, HR should equip them with more knowledge and ability, for instance, the capability of using social media and learning from people at other department.

4) For HR, how to handle different types of employees in various position, from the top CEO, to the middle manager, to those millennials and older employees.

 

Body:主題

 

1) The overall view of human resources management 

 

A) HRM in Hong Kong

 

a) The factors that affect HRM in Hong Kong

Through analysis, we know that legal and institutional factors, the China factor and globalization influence the development of HRM in Hong Kong, from which we can learn that for nowadays HRM, we must pay attention to external factors.

 

b) The future of HRM in Hong Kong

HRM in Hong Kong faces the future of having a closer economic ties with China and a knowledge workforce for a knowledge economy. We should pay attention to both external and internal factors so as to make better plan for development.

 

B) HRM in Google

How to make HRM serve better for the company

From the example of Google, we can learn that HRM should focus on specific situation and get more ability. The value of management is realized through the question of managers in Google through which we must focus on HRM.#p#分頁標題#e#

 

2) The factors that HR should pay more attention to

 

A) In hiring stuff

 

a) potential

Compared with capability, nowadays potential becomes more and more important. Through the article three, we can get to know the way to become more potential and the value of potential.

 

b) EQ

When making the comparison with IQ, EQ shows more importance in managing work and employee recruitment. A person with higher EQ will show stronger ability in human relationship which becomes crucial for HRM.

 

B) In managing employees

 

a) Performance appraisals

 

Although many people question the value of performance appraisals, through the analysis of the article, we can see that it still do more good than harm for company if it is conducted in right way.

 

b) New employer-employee compact

The time has changed and the compact between employer and employee has changed as well. Through the article fourteen, we know that that are various ways to set good relationship between employer and employee and develop the success of company.

 

c) Employee wellness program

From article seventeen, we get to know how to conduct employee wellness program. And through the analysis of the fruit of workplace wellness, we realize that a good wellness program will make lower costs, greater productivity and higher morale. It is not only a good thing for employees, but a beneficial thing for company for the long term.

 

3) The ability HR should get for better work

 

A) Social media

With the development of technology, social media is not only a platform for personal use, but a very good channel for HR to find the character and background of applicants. Through the first article, we know the advantage of social media and the considerations that employees should take into while selecting applicants in case to violate the law.

 

B) The ability to develop talent

 

In the second article, we get a rough idea of what are our talent needs and how should we meet our talent needs. Then, there lists the practices in how to develop talent. Nowadays, with the development of society, talent means more than in the past, so we must pay enough attention to it, which means in a company, HR should have a comprehensive of talent and then development talent for the success of company.

 

C) To learn from people in other department

 

The fourth article shows us a way for HR to develop, that is to learn from marketer. Although they seem to have no connection, while as time goes by, they have something in common and HR can learn from marketer.#p#分頁標題#e#

 

4) The way to deal with people in different position

 

A) The science of finding the right CEO

 

CEO, who is at the high position in company, means a lot for a company. The sixth article the research at P&G through which we can get the conclusion that succession plan is very crucial. In this article, we get various ways to find the right CEO, which are involve the board, rethink the role of CEO, a continuous and evolving process, define criteria and measure people against them, etc.

 

B) The way to retain the middle

 

The middle managers are crucial to a company’s success. In the fifth article, there lists several ways to keep the middle which are about career path and grow in work. 

 

C) The way to mentor millennials

 

Millennials accounts for more than a half in nowadays company. The tenth article starts with the wrong impression on millennials and then states the value of them. The practices raised in this article are very constructive and beneficial to company.

 

D) the method of inspiring old employees

 

Old employees still matters to the future of a company. the eleventh article states the value of old employees, which means more experience, and then lists several ways to retain them to work for company.

 

Conclusion:總結
 

We can see that from series 1 to 17, there lists various aspects of human resources management from how to manage employees to what factors should Human Resources focus. From this series, we can get comprehensive knowledge of human resources management and then grow with the development of society. Since times are different, so we must keep pace with the times and make human resources management more suitable for the reality.