墨尔本代写论文:战略合作伙伴

2018-01-15 11:30

人力资源经理的角色必须与他或她变化的组织的需要相一致。成功的组织正在变得更加适应、适应、快速地改变方向和以客户为中心。在这种环境下，人力资源经理是一个战略合作伙伴，一个员工的赞助者或倡导者，也是一个变革的导师。根据Dickson(1998)，人力资源经理最重要的职能是为员工提供支持系统;它可以是情感上的，也可以是身体上的。在今天的组织中，为了保证他们的生存能力和贡献能力，人力资源经理需要把自己视为战略合作伙伴。在这个角色中，人力资源人员为组织范围内的商业计划和目标的发展和完成做出贡献。人力资源经理通过不断评估人力资源功能的有效性来为组织做出贡献。他还赞助其他部门和工作实践的变革。为了促进组织的全面成功，他支持组织使命、愿景、价值观、目标和行动计划的确定。最后，他帮助确定了这些措施，这些措施将告诉他的组织在所有这些方面的成功。管理人员是组织管理中最困难的方面之一;这意味着与身体和心理上不同的人打交道。
墨尔本代写论文:战略合作伙伴
The role of the HR manager must parallel the needs of his or her changing organization. Successful organizations are becoming more adaptive, resilient, quick to change direction and customer-centered. Within this environment, the HR manager, who is considered necessary by line managers, is a strategic partner, an employee sponsor or advocate and a change mentor. According to Dickson (1998), most important function of HR manager is to provide a support system to its employees; it can be emotional or physical. In today's organizations, to guarantee their viability and ability to contribute, HR managers need to think of themselves as strategic partners. In this role, the HR person contributes to the development of and the accomplishment of the organization-wide business plan and objectives. The HR manager contributes to the organization by constantly assessing the effectiveness of the HR function. He also sponsors change in other departments and in work practices. To promote the overall success of his organization, he champions the identification of the organizational mission, vision, values, goals and action plans. Finally, he helps determine the measures that will tell his organization how well it is succeeding in all of this. Managing people is one of the most difficult aspects of organizational management; it means dealing with people who differ physically and psychologically