第一篇：HR人力資源管理英文演講稿

Human resource management is both science and art

Talking about human resource management, perhaps we who major in English are not quite familiar with the topic.But it is really a hit in the college subjects or the occupations which are quite hot during the high unemployment nowadays.Firstly, let me tell you the definition of Human resource management.After that, I will show you my reason why human resource management is both science and art.Human resource management is a branch of management.And the human resource is one of the five basic resource including nature, capital, information, time and human.It aims to select, train, arrange,motivate the staff to make the most of the potential and ability of the human resource.It plays a more and more active part in the business.Especially in the 21rst century when people are more liberal and willing to achieve higher aims, the human resource management department is so crucial that it determines whether the company has a promising prospect because human resource is the

premier capital.OK, now let's come to the first main part.Human resource management is something about science.All the management subjects have a long history and both exist in the east and the west.From Adam Smith, Babbage and Oven who are the pioneers to the Father of scientific management Taylor, then to the modern theory of management.It is no doubt that this subject has suffered both the criticism and the revolution.And it has developed a quite mature system.And the human resource management is no exception.Since the first time in 1945 when Peter Drucker named the Human resource management, it has been researched and written into many books.And it is also divided into many specific portions such as how to recruit the most suitable employees, let the staff show his talent as well as find his potential and to motivate them by setting the performance criteria.Besides the human resource management is a scientific subject, it is also like the art.As I have mentioned before, it has a long history and many basic

ways to manipulate, but it is a more special branch because its top concern is human.Obviously, human means us, who are not just a program or a chart which can be restricted into one standard.We , the human is characteristic for we are flexible but also unexpectable.So the problems in this area can't be only solved by the regular form or the experience ways.Every staff is distinct.And where we need the employees and what we expect from them also decide how to do the human resource work.Let me show you one example that shows different companies need different strategies.It is known to all that the multinational company GE has a wide range of branches in the whole world and it has achieved the larges or the second largest sales for many years.If you have kept an eye on this giant, you perhaps also know that it also has suffered a hard time and a prominent CEO, Jack Welch let the company come to life.What he paid the most attention to is the human resource department.He ended the permanent employment system, set a rule that if the department couldn't be the top one the its industry,it would be dismissed.This was a bold revolution.Although the past regulations had a lot of

benefits and was still adopted by many companies, Jack realized it was not applicable to such a big company like GE.So he changed it and got great success.The reason why Jack winned is that he knows human resource is more like the art which is flexible and adjusts the method towards the situation.All in all, human resource is not only the science, but also the art.Just as the saying goes,' every coin has two sides.' We should refer to the experience as well as see the flexibility when dealing with the affairs related to human resource management.

第二篇：人力資源管理HR

人力資源管理HR

（1）職務分析與設計。對企業(yè)各個工作職位的性質、結構、責任、流程，以及勝任該職位工作人員的素質，知識、技能等，在調查分析所獲取相關信息的基礎上，編寫出職務說明書和崗位規(guī)范等人事管理文件。

（2）人力資源規(guī)劃。把企業(yè)人力資源戰(zhàn)略轉化為中長期目標、計劃和政策措施，包括對人力資源現狀分析、未來人員供需預測與平衡，確保企業(yè)在需要時能獲得所需要的人力資源。

（3）員工招聘與選拔。根據人力資源規(guī)劃和工作分析的要求，為企業(yè)招聘、選拔所需要人力資源并錄用安排到一定崗位上。

（4）績效考評。對員工在一定時間內對企業(yè)的貢獻和工作中取得的績效進行考核和評價，及時做出反饋，以便提高和改善員工的工作績效，并為員工培訓、晉升、計酬等人事決策提供依據。

（5）薪酬管理。包括對基本薪酬、績效薪酬、獎金、津貼以及福利等薪酬結構的設計與管理，以激勵員工更加努力的為企業(yè)工作。

（6）員工激勵。采用激勵理論和方法，對員工的各種需要予以不同程度的滿足或限制，引起員工心理狀況的變化，以激發(fā)員工向企業(yè)所期望的目標而努力。

（7）培訓與開發(fā)。通過培訓提高員工個人、群體和整個企業(yè)的知識、能力、工作態(tài)度和工作績效，進一步開發(fā)員工的智力潛能，以增強人力資源的貢獻率。

（8）職業(yè)生涯規(guī)劃。鼓勵和關心員工的個人發(fā)展，幫助員工制訂個人發(fā)展規(guī)劃，以進一步激發(fā)員工的積極性、創(chuàng)造性。

（9）人力資源會計。與財務部門合作，建立人力資源會計體系，開展人力資源投資成本與產出效益的核算工作，為人力資源管理與決策提供依據。

（10）勞動關系管理。協調和改善企業(yè)與員工之間的勞動關系，進行企業(yè)文化建設，營造和諧的勞動關系和良好的工作氛圍，保障企業(yè)經營活動的正常開展。以合理合法權力為基礎，才能保障組織連續(xù)和持久的經營目標。而規(guī)章制度是組織得以良性運作的保證

第三篇：人力資源管理簡歷(英文)

HUMANRESOUCESRECRUITMENT...TRAINING...ORGANIZATIONALDEVELOPMENT...COUELING　Twelveyearsofdomesticandinternationalexperienceinexecutiverecruitmentstafftraininganddevelopment,budgetadministration,andemployeeaistanceprograms.Strongrecordofaccomplishmentsworkingwithseniormanagerstorecruithighlyqualifiedworkteamsandpersoel.Particularlysuccefuldi

rectingoutreach,persoel,andmarketingprogramsforhumanresources.Graduatedegreeiychologyandtrainingasasenior-levelychologistintheoccupationalfieldCAREERHISTORY&amACCOMPLISHMENTSEXECUTIVERECRUITER/DRAKEINTERNATIONAL.1990-PresentPRODUCTIVITYMANAGEMENTCOULTANTSydney，AustraliaandSeattle,WAWithmorethan800employees,DrakeInternationalprovidesexecutiverecruitment,staffing,sales,training,managementcoulting,andemployeeaementservicesiinecountries.ReoibleforexecutiverecruitmentandmarketinginthegreaterSeattlearea.*Namedoneoftopfiveexecutiverecruitersforthecompanyoutof70totalrecruitersworldwide.Billedover$190,000duringa12-monthperiod.*Administeredexteiveychologicaltestingandscreeningtoproectiveemployeestoeureagoodmatchbetweenalicantsandtheemployer.*SelectedbyseniormanagementtomarketandprovidetechnicaltrainingonabrandnewychologicalaementproductcalledTriage.LedmarketingefforttointroducetheproducttomajorcompaniesinthePacificNorthwestmarket.REHABILITATIONCOULTNT/ANDERS0NREHABILITATIONGROUP.1989~1990YCHOLOGISTMelbourne,Australia　Andersorovidesworkrehabilitation,stremanagement,andotherhumanresourcesandychologicalservicestoindividualswhohavesufferedsomeworkinjury.Reoibleforychologicaltesting,couelingandtherapy,medicalandlegalreportwriting,businelaing,andliaisonwithcorporateemployers.*Succefullynegotiatedasignificantnumberofreturntoworkcontractswithcorporateemployers.*Namedactingmanagerforsixmonths.Duringthatperioddirectedday-to-daybusinefunctiowithnoproblemsorinterruptioiusineactivity.*Establishedanetworkofclientsanddevelopedstrongbusinerelatioforrepeatreferralbusine.Previousexperience(1986-1988)asClientServiceupervisorwithCommunityServicesVictoria,astategovernmentdepartment.Conductedtrainingprogramsandprovidedinformationonlegislationandpolicydevelopment.StartedcareerasYouthProjectsCoordinator(1983

-1985).EDUCATIONM.A.(equivalent)andB.A.iychologyMonashUniversity,Australia.CompletedUniversityofWashingtoExecutiveManagementProgram,1995

第四篇：SAP HR人力資源管理系統(tǒng)[范文]

SAP HR人力資源管理系統(tǒng)

人力資源管理系統(tǒng)(Human Resources Management System，HRMS)包括人事日常事務、薪酬、招聘、企業(yè)內訓、考核以及人力資源的管理也指組織或社會團體運用系統(tǒng)學理論方法，對企業(yè)的人力資源管理 方方面面進行分析、規(guī)劃、實施、調整，提高企業(yè)人力資源管理水平，使人力資源更有效的服務于組織或團體目標。

農村系統(tǒng)

農村人力資源信息管理系統(tǒng)是以現有的公安戶籍管理系統(tǒng)為基礎，匯集醫(yī)療、社保、教 育、計生、管理信息，進行一次基于農村對象的普查，采集農民的信息，為農民建立的電子化、網絡化的檔案共享系統(tǒng)。有了這個系統(tǒng)，農民只需帶上一張卡(賬 號)，就能走遍全國，享受各地的相應待遇。用人單位也可以憑此了解農民工的檔案資料和就業(yè)意向，實現“陽光就業(yè)”。鄉(xiāng)鎮(zhèn)、村以及行業(yè)主管部門，也能通過此 系統(tǒng)實現政務公開、事務處理、公文流轉，提高涉農部門的辦事效率。

個性化系統(tǒng)一、戰(zhàn)略性人力資源管理

企業(yè)遠景是組織對自我角色的長期定位：想做到什么?想成為什么?這可以說是企業(yè)存在的根本目的。我們認為，這是為企業(yè)“價值”進行定義的依據所在。傳統(tǒng)的衡量指標只關注短期財務價值，而企業(yè)的主要活動應該為達到未來目標而增值。

戰(zhàn)略目標是由人來實現的，人力資源在宏觀層次的貢獻就是確定企業(yè)員工共同持有或認 同的核心價值觀，引導和塑造員工的行為，最終指向業(yè)績目標。價值觀是企業(yè)家、創(chuàng)業(yè)者作出的對人和組織的基本假設;而傳遞給公司員工進而影響員工行為的過 程，就是企業(yè)文化的建設。文化是核心價值觀的擴展和具體化闡釋，它使核心價值觀貫徹到員工的行為中，并由此產生或影響公司的管理理念、原則及人力資源指導 思想。文化的價值在于融合硬的組織結構與軟的人力資源，整合組織資源，使之成為一個整體服務于企業(yè)戰(zhàn)略目標。

實現戰(zhàn)略目標，必須明確企業(yè)的關鍵成功因素。它回答的是：為達到戰(zhàn)略目標，企業(yè)必 須聚焦于哪些方面?這應該是我們評價企業(yè)現有活動是否有價值的根本標準。但更重要的是這些因素怎么衡量，也就是以什么標準評價績效的問題，這是績效管理體 系的關鍵。關鍵績效指標(KPI)體系是已為許多著名的成功企業(yè)實踐證明為行之有效的途徑，是具體的人力資源操作系統(tǒng)與企業(yè)戰(zhàn)略相銜接的橋梁。

我們認為，成功的企業(yè)是那些有著明確的戰(zhàn)略目標，而又能穩(wěn)步推動戰(zhàn)略實現，在過程 中業(yè)績不斷提升的企業(yè)。全面的人力資源策略對這樣的企業(yè)之所以重要，是因為它把模糊、抽象的戰(zhàn)略、使命(通過績效管理體系)分解、實化到當前的工作中，使 現在的行為指向現在及將來的業(yè)績，使企業(yè)的各項活動不會因為一時的眼前利益而偏離或損害長期的關鍵成功因素。

譬如，在某些行業(yè)，短期銷售額并不是市場地位的決定因素，長期來看，更重要的或許 是良好的信譽和品牌價值。那么，一個達到了優(yōu)秀的銷售業(yè)績，但卻沒有努力培養(yǎng)客戶關系的銷售經理在績效考核中應該獲得很高的評價嗎?短期內只關注表面結果 可能沒有大的影響，但若全體員工都一直朝這個方向走，很快公司就會發(fā)現原先設定的戰(zhàn)略目標(比如市場領先)流于形式。因此，現在的績效管理體系就必須包括 那些與短期業(yè)績沒有直接聯系，但對長期成功至關重要的評價因素，這正是我們強調的大人力資源系統(tǒng)區(qū)別于“小”人力資源的關鍵所在。

企業(yè)組織架構應基于核心業(yè)務流程，即從價值鏈的角度考慮組織設置。

二、人力資源管理平臺

由戰(zhàn)略、組織、文化到具體的各人力資源操作系統(tǒng)，必須經過一個普適性的技術分析過程，我們稱之為“人力資源管理平臺”。它的主要內容是對職位、工作、人三者關系的分析，包括職位對公司的價值(存在的目的)，如何衡量(分解的關鍵績效指標)，以及對任職人的素質要求。

分析的結果--職位族平臺體系，是建立招聘、企業(yè)內訓、考核、報酬等人力資源操作 系統(tǒng)的共同依據。之所以稱之為平臺，是因為其分析結果是基本穩(wěn)定的，各操作系統(tǒng)可以根據組織變動進行調整，但所依托的基本平臺卻不會輕易改變。我們認為，人力資源系統(tǒng)支持戰(zhàn)略，應該是相對穩(wěn)定的。如果某個企業(yè)的人力資源工作(如職位說明)經常需要進行大規(guī)模調整，那么癥結一定出在缺乏平臺思想上。

三、人力資源操作系統(tǒng)

最后一個層次是具體的招聘、企業(yè)內訓、績效、報酬等操作系統(tǒng)(政策、制度、程序)，它們是企業(yè)人力資源策略的具體實現途徑。因為建立在同一個平臺上，所以各操作系統(tǒng)不是相互獨立，而是緊密聯系的整體。作為流程的最后一個環(huán)節(jié)，它們都體現和融合了戰(zhàn)略、文化的要求。

四、建立系統(tǒng)的工作流程

以上這幾個層次體現了建立完整的人力資源系統(tǒng)的工作流程。公司遠景、戰(zhàn)略是輸入 端，各操作系統(tǒng)是輸出端，操作系統(tǒng)的執(zhí)行保證流程的實現。這一流程對企業(yè)的意義在于，一是推動企業(yè)長期戰(zhàn)略實現，二是促進企業(yè)近期經營業(yè)績提升，而業(yè)績提 升又是以推動戰(zhàn)略實現為方向的。這也是大人力資源系統(tǒng)為企業(yè)貢獻的價值所在。正因為每個公司都有自己的戰(zhàn)略、文化、價值觀，所以人力資源系統(tǒng)是個性化的。

第五篇：人力資源管理專業(yè)英文求職信

First of all, thank you for your busy schedule to read my自薦信down, when you open the自薦信personally, I will be reviewing the past efforts;when you finally close the自薦信, and perhaps will The new decision of my life journey.My name is ***, a ** to be graduated from the Baoji College of Arts and Science in Human Resource Management students.To take this career, I with a sincere heart and pursuit of the cause, in good faith, recommend their own.I know only a few sentences outlining a complete itself is not easy.I really just want to use the language of the most pure, introduced themselves as comprehensively as possible to your organization's job to express the most sincere desire.Sincere desire to be able to join your organization, a building block for your organization tomorrow, but your organization is willing to contribute their youth and wisdom.While studying at the school system to study the human resources management professional theoretical knowledge, but also a positive constant, based on solid, professional for the breadth and depth.The use of Baoji College of Arts and Science of the advantages of integrated institutions, usually outside of professional books to read to improve the individual's self-cultivation, to make their own talents to the complex direction.After school hours, to strengthen the physical training, so they have a healthy physical learning and working.I know very well that in today's society, apart from the empty theory is not enough, the need to apply the theory to practice, during the school has been actively participating in various activities to improve their ability to work with a strong sense of responsibility, able to bear hardships and stand hard, honest, confident, dedicated.And down-to-earth every effort to do one thing.professional military industrial complex in Shaanxi Shaanxi Electric open practice their theoretical knowledge to learn and practice.The past does not mean that the future is the true meaning of hard work, practical work for I believe that I was able to quickly adapt to working environment, familiar with the business, and in practical work, keep on learning and improving themselves, do their jobs.“逸興think HUAI fighting fear, want to get sun on the sky.”