這是我們在2017年為英國 Lancaster University的學弟學妹們寫的一篇human resource management的畢業論文,開頭部分首先introduction介紹文章的主要內容,工作世界面臨著當今社會面臨的諸多挑戰,這就要求人力資源管理開發新的方法來改善工作環境。 此外,同時保持組織競爭力也很重要。 因此,如何處理人力資源管理實踐,組織績效與員工福利之間的關係是應對挑戰的核心問題。
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部分是文章的中間部分,擴充文章的觀點和論據,指出人們普遍認為,人力資源管理在組織戰略管理中發揮着重要作用。但是,這並非總是如此。經過相對較長時間的發展後,人力資源管理髮生了個人管理。人力資源管理與人力資源管理有很大不同,後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.
最後的conclusion部分再次給出自己的觀點,點題,指出這項研究的預期結果證明了假設。簡而言之,涉及幸福和健康相關福利的員工福利與員工如何看待人力資源管理實踐高度相關。
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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