论文代写：国际人力资源
论文代写：国际人力资源
其他人力资源的概念，包括对员工的管理过程的组织，他们专注于工作的设计要求，该职位需要的属性，后加入个人的技巧和知识的发展、管理知识和正确的方式，利益的组织作为一个整体使用的占有（吉尔摩和威廉姆斯，2009）。这一概念在许多组织中仍在使用，它以恰当的方式符合定义。如果个人需要和所要填充的位置属性的属性是未知的，不存在两者之间，使准确的进步过程的协同作用。鲍克夏尔、珀塞尔和莱特（2007）添加一个人力资源管理的三个主要分支理论，这是微观的，战略，和国际。微观人力资源管理政策关注的是管理个人和小团体的职能，以及系统的组织和支持员工的关注。战略性人力资源管理政策涉及员工管理的意向性方法，评估员工的绩效及其对预定义结果的影响。国际人力资源管理政策涉及到跨越国界的企业的运作，以及简化因在不同环境中运作而产生的复杂性。这三类人力资源管理可以在不同的环境和情况下的组织适应性。在组织面临激烈竞争和处于金融危机中的情况下，它能做的最好的事情是管理当前员工的绩效，并根据需求和约束管理他们。在这种情况下，组织面临着不断升级的业务和选择获取更高的市场份额的任务，它需要采取的战略人力资源管理职能，因为用于实现特定目标所需的程度和类型的行动将是不同的，员工将不得不改变他们的工作伦理实现战略目标。
论文代写：国际人力资源
Other concepts of human resource includes the organization of the employee management process and they focus on the designing of the job requirement, the attributes required for the position, development of the skills and knowledge of the individual after joining, and manage the possession of knowledge and its use in the right manner that benefits the organisation as a whole (Gilmore and Williams, 2009). This concept is still in use in many organisations and it fits the definition in an appropriate manner. If the attributes of the individual being required and the attributes of the position which is to be filled are not known, there cannot be a synergy between the two and it halts the process of accurate progress. Boxall, Purcell and Wright (2007) add a theory of three major subfields of HRM, which are micro, strategic, and international. The micro HRM policy is concerned with the function of managing individuals and small groups, and the organization of systems and supporting employees’ concerns. Strategic HRM policy is concerned with the intentional approach of employee management and assessing their performance and its impact on pre-defined results. The international HRM policy is concerned with the operations of businesses across national boundaries and in simplifying the complexity that arise due to operating in a different environment. These three subcategories of HRM identifies with the organisations adaptation in different environments and situations. In situation where the organisation is facing stiff competition and is in the midst of a financial crisis, the best thing it can do is to manage the current employee performance and manage them according to the requirements and constraints. In circumstances where the organisation is facing a task of escalating its business and opting to capture a higher market share, it needs to adopt a strategic HRM function, because for achieving a specific goal the extent and type of action required will be different and the employees will have to change their work ethics to achieve the strategic goal.
