外文翻译----人力资源管理的战略作用-人力资源(编辑修改稿)

外文翻译----人力资源管理的战略作用-人力资源(编辑修改稿)内容摘要：

oblems. A coordinative function. HR managers also function as coordinators of personnel activities, a duty often referred to as functional control. Here the HR manager and department act as the right arm of the top executive to as sure him (or her) that HR objectives, policies, and procedures (concerning, for example, occupational safety and health) which have been approved and adopted are being consistently carried out by line managers. Staff (service) functions. Serving and assisting line managers is the bread and butter of the HR manager39。 s job. For example, HR assists in the hiring, training, evaluating, rewarding, counseling, promoting, and firing of employees. It also administers the various benefit programs (health and accident insurance, retirement, vacation, and so on). It assists line managers in their attempts to ply with equal employment and occupational safety laws. And it plays an important role with respect to grievances and labor relations. As part of these service activities, the HR managers land department) also carry out an innovator role by providing 39。 up to date information on current trends and new methods of solving problems. For example, there is much interest today in instituting reengineering programs and in providing career planning for employees. HR managers stay on top of such trends and help their organizations implement the required programs. Cooperative Line and Staff Human Resource Management:An Example Exactly which HR management activities are carried out by line managers and staff managers? There39。 s no single division of line and staff responsibilities that could be applied across the board in all organizations. But to show you what such a division might look like. This shows some HR responsibilities of line managers and staff managers in five areas: recruitment and selection。 training and development。 pensation。 labor relations。 and employee security and safety. For example, in the area of recruiting and hiring it39。 s the line manager’s responsibility to specify the qualifications employees need to fill specific positions. Then the HR staff takes over. They develop sources of qualified applicants and conduct initial screening interviews. They administer the appropriate tests. Then they refer the best applicants to the supervisor (line manager), who interviews and selects the ones he or she wants. In summary, HR management is an integral part of every manager39。 s job. Whether you39。 re a firstline supervisor, middle manager, or president, whether you39。 re a production manager, sales manager, office manager, hospital administrator, county manager (or HR manager), getting results through people is the name of the game. And to do this, you39。 ll need a good working knowledge of the human resource/personnel concepts and techniques in this book. 4. Tomorrow39。 s HR Trends like globalization and technological innovation are changing the way firms are managed. Organizations today must grapple with revolutionary trends, accelerating product and technological change, globalize petition, deregulation, demographic changes, and trends toward a service society and the information trends have changed the playing field on which firms must pete. In particular, they have dramatically increased the degree of petition in virtually all industries, while forcing firms to cope with unprecedented product innovation and technological change. In the panies that have successfully responded to these challenges, new modes of organizing and managing have example: The traditional, pyramidshaped organization is giving way to new organizational forms. At firms like ATamp。 T the new way of organizing stresses crossfunctional teams and boosting interdepartmental munications. There is a corresponding deemphasis on sticking to the chain of mand to get decisions made. At General Electric, Chairman Jack Welch talks of the boundary less organization, in which employees do not identify with separate departments but instead interact with whomever they must to get the job done. Employees are being empowered to make more and more decisions. Experts argue for turning the typical organization upside down. They say today39。 s organization should put the customer on top and emphasize that every move the pany makes should be toward satisfyin。