Human Resource Management: A Managerial Perspective
Human Resource Management: A Managerial Perspective
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人力资源管理：管理视角
DOI：
10.1108/er.2001.23.3.290.2
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发表时间：
2001
影响因子：
3.4
通讯作者：
Carol Woodhams
中科院分区：
文献类型：
--
作者：
Carol Woodhams
其他学科的管理人员对人力资源管理的兴趣也在增加。越来越多的人力资源管理活动的移交给管理者的认识，人力资源实践是少数几个变量，可以带来真实的竞争优势的组织。来自更广泛专业基础的更多管理人员参与了人事或人力资源相关活动。与此同时，这些非人力资源专家正在处理越来越多的问题。许多活动可能与运营人力资源有关;进行评估和咨询以提高绩效。另一些可能更具战略性，包括推动质量或以客户为中心等举措的变革计划。在这种情况下，非人力资源管理专家将面临有关鼓励灵活性、承诺或文化变革的问题。所有活动的基础是对人力资源最大限度利用的一贯关注。这并不是说所有部门管理人员都转换为人力资源管理的潜力。对人员管理问题仍然存在很大的怀疑和缺乏了解，需要对那些越来越多地参与的人进行教育和培训。这一需求反映在为管理人员提供人力资源相关理论和流程的教育上。人力资源管理模块在通才岗位经验和研究生课程中的形象已经提高。
The interest in HRM is increasing among managers within other disciplines. Increased devolvement of HR activities to managers has arisen from the understanding that HR practice is one of the few variables that can bring about real competitive advantage in organisations. More managers from a wider base of specialisms have become involved with personnel or HR‐related activities. At the same time, these non‐HR specialists are dealing with an ever‐widening range of these issues. Many activities might be associated with operational HR; conducting appraisals and counselling for improved performance. Others may be more strategic encompassing programmes of change that are driving initiatives such as quality or a customer focus. In such circumstances the non‐HRM specialist will face issues involved in the encouragement of flexibility, commitment or culture change. Underpinning all activities is a consistent concern with maximum utilisation of the HR.That is not to say that all line managers are converts to the potentials of HRM. There is still a great deal of scepticism and a lack of understanding around people management issues, and a need for education and training of those that are becoming more involved. This need is then reflected in the provision of education for managers in HR‐related theory and processes. The profile of the HRM module within generalist post‐experience and postgraduate courses has been raised.