21世纪的人力资源的管理

ChangesintheNatureofWorkTheInterweavingofTechnologyandJobsChangesintheDesignofJobs（therewillbenostablejobsinthefuture）IntegrationofContingentWorkersintotheWorkforceIncreasedEmphasisonContinuousLearningExternalControlofPerformanceStandardsbyCustomers（Boomofservicesindustry）LimitationsonLeadershipandSupervisionChangesintheStructureofWorkFromIndividualstoTeamsThetechnologiesthatwillmostaffectHRby2010TheWebApplicationserviceproviders(ASPs)WirelesscommunicationVoicerecognitionReal-timetranslationPortalsandpersonalizationPushtechnologyWorkflow（thekiller[application]thatwillallowHRtorepositionitselfasastrategicbusinesspartner）Source:Anonymous.WhatarethetechnologiesthatwillmostaffectHRby2010?.HrFocus.77(10):9.2000Oct.21世纪人力资源管理特点知识经济时代是一个人才主权时代，也是一个赢家通吃的时代员工是客户人力资源管理的重心是知识型员工的管理人力资源管理的核心是人力资源价值链管理企业与员工关系的新模式——以劳动契约和心理契约为双重纽带的战略合作伙伴关系人力资源管理在组织之中的战略地位在上升，管理重心下移人力资源管理的全球化和信息化人才流动的速度加快，流动的交易成本和风险增加沟通、共识、信任、承诺、尊重、自主、服务、支持、创新、学习、合作、支援、授权、赋能将成为人力资源管理的新准则现代人力资源管理的核心任务是构建智力资本优势。主要有三方面，一是企业的人才资本，二是企业的客户资本，三是企业的知识结构资本。引自：彭剑锋，新世纪首届人力资源开发与管理论坛精彩撷英，中国人力资源开发，2000年第6期，pp4-9FuturetrendsinhumanresourcesGLOBALCOMPETITIONFORBUSINESSANDJOBSCAREERCHANGEASAWAYOFLIFETHERISEOFOUTSOURCING:OPPORTUNITIESANDCHALLENGESCONTINUOUSLEARNING:THEKEYTOCAREERSUCCESSTHEEXPLOSIVEGROWTHOFTECHNOLOGY-BASEDLEARNINGAREWEREADYFORINSTANTKNOWLEDGE?(Theabilitytosortthroughlargeamountsofimmediateinformationmaybecomeoneofthenewmanagerialskills.)QUALITYOFLIFE:ANENDURINGTRENDSource:Morrow,JohnM..Futuretrendsinhumanresources.HRFocus.Sep1999.Pp7-9WHYOUTSOURCEHUMANRESOURCES?Lowercost.Reduceoverhead.Increaseflexibilitytomanagethebusiness.Reducedistraction-allowsbusinessownerstofocusonplanning,operatingandgrowingtheirbusiness.Integratesenior-levelexpertise.FocusonBestPractices.Savetime.Allowsmallbusinessestogatherexpertiseandresourcestoprovideserviceassociatedwithlargerorganizations.Avoidtechnologicalobsolescenceandskillobsolescence.Improveservicequalitywithadedicated,expertresource..Reducebusinessrisksbyinvolvingknowledgeexpertsthatwillanticipateanddeflectproblemsbeforetheydevelop.Forgestrategicpartnershipsthatwillbuildinternalcorecompetencies.CommonlyOutsourcedHRFunctionsandProgramsEAP/counselingPension/retirementplanBenefits(other)OutplacementTrainingPayrollRelocationPre-employmenttestingRecruitmentCompensationplanninganddesignWellnessprogramHRinformationservicesHealthandsafetyOtherSource:Mobley,Nancy.WhatyouneedtoknownowaboutoutsourcingHRfunctions.HrFocus.77(10).2000Oct..7,10FactorstoConsiderWhenChoosinganHRVendorCulturalFitStrongClientBasePersonalIntegrityAvoidGenericSolutionsFocusonOutcomes总结人力资源管理的职能人力资源管理的重要性人力资源部的角色怎样做工作分析怎样做人力资源计划人力资源计划的制定与绩效的关系人员招聘的管理工作有哪些怎样提高培训的有效性组织如何进行职业管理如何提高考核的有效性怎样提高薪酬管理水平激励的原则劳动关系三要素美日人力资源管理的特点人员流动的必然性、原因