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人们在研究人力资源管理的各种职能时,常常是强化它的硬功能,而忽略它的软功能。实际上,硬功能诸如招聘、培训、报酬、奖惩、晋升等,每个企业都充分重视,因为它们是企业正常运转的必要条件。而人力资源管理的软功能,如沟通、冲突、矛盾、协调等,常常被某些企业领导所忽视。由于它们是企业正常运转的润滑剂,所以,那些重视人力资源软功能的企业获得了极大的裨益,它们从这些功能的运作中获得了企业最宝贵的东西:内聚力和向心力,从而大大提高了企业效益。1911年,泰勒发表了《科学管理原理》,强调经济与效率。泰勒对科学管理的杰出贡献是无与伦比的,在管
When people study various functions of HRM, they often strengthen their hard functions while neglecting their soft functions. In fact, hard-working functions such as recruitment, training, compensation, rewards and punishments, promotion, etc., are given full consideration by each enterprise as they are a necessary condition for the normal operation of the enterprise. The soft power of human resources management, such as communication, conflict, conflicts, coordination, often overlooked by some business leaders. Because they are lubricants that work well for companies, companies that value the soft-power capabilities of human resources are greatly benefited by the most valuable things that businesses get from the operation of these functions: cohesion and centripetality, which greatly increases Business efficiency. In 1911, Taylor published the “Principles of Scientific Management,” emphasizing economy and efficiency. Taylor's outstanding contribution to scientific management is unparalleled in the tube