这是我们在2017年为英国 Lancaster University的学弟学妹们写的一篇human resource management的毕业论文，开头部分首先introduction介绍文章的主要内容，工作世界面临着当今社会面临的诸多挑战，这就要求人力资源管理开发新的方法来改善工作环境。 此外，同时保持组织竞争力也很重要。 因此，如何处理人力资源管理实践，组织绩效与员工福利之间的关系是应对挑战的核心问题。
Working world has been in the face of lots of challenges in current society, which requires human resource management to develop new approach to improve environments in working world. Also, it is important to maintain organizational competitiveness at the same time. Therefore, how to deal with the relationship among human resource management practices, organization performance and employee Well-being constitutes the core issue to deal with the challenges.
Previous studies on human resource management (HRM) is highly related to organization performance (Combs et al., 2006). However, recent research has shifted attention to employee well-being. Simply put, employee outcomes within an organization have increasingly aroused more and more people’s attention ranging from academic areas to practical fields. Focuses on the association between HRM practices and employee well-being, or organization performance to some degree make contributions to improvement of organization performance. Also, it has positive impacts on employee outcomes within an organization.
Body部分是文章的中间部分，扩充文章的观点和论据，指出人们普遍认为，人力资源管理在组织战略管理中发挥着重要作用。但是，这并非总是如此。经过相对较长时间的发展后，人力资源管理发生了个人管理。人力资源管理与人力资源管理有很大不同，后者有不同的做法和政策。
It is widely acknowledged that human resource management plays an important role in the strategic management of an organization. However, it does not always true. After a comparatively long period of development, human resource management takes place personal management. As is indicated by Guest (1987) human resource management is largely different from personnel management, which has different practices and policies. In contrast to personnel management, human resource management pays more attention to a long-term development and proactive perspective.
Transforming from personnel to human resources indeed presents a significant evolution. Owing to the transformation, human resource management within an organization has shifted their attention from administration, cost and their like to management, teamwork and alike. From this perspective, human resource management indeed plays an important role in improving organization performance and maintaining its competitive edge. Also, human resource management can be seen as a result and reflection of the changes and evolutions within an organization.
最后的conclusion部分再次给出自己的观点，点题，指出这项研究的预期结果证明了假设。简而言之，涉及幸福和健康相关福利的员工福利与员工如何看待人力资源管理实践高度相关。
In conclusion, the expected results of this study proves hypothesis 1 and partially prove other hypothesises. Simply put, employee well-being involving happiness and health related well-being is highly related to how employee perceives human resources management practices. Employee well-being has positive impacts on organization performance, which is also affected by human resource management practices. Therefore, there are correlations among human resource management practices, employee well-being, and organization performance.
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