美国亚拉巴马论文代写:人力资源

Keywords:美国亚拉巴马论文代写:人力资源

传统上，人力资源只有在做出战略商业决定之后才被认为是一个因素。在决定购买业务时，甚至没有讨论人力资源问题。一位人力资源主管简洁地说:“线工作就是告诉我们生意要做什么，然后我们就可以找到发展的人了。”“像通用和美国国际集团这样的公司，在他们持有大量股份的时候，就是其中的一个例子，因为他们没有考虑到他们购买的人力资源的含义。”然而，IBM、通用电气和英特尔等公司将人力资源管理作为战略制定的组成部分。事实上，许多公司已经开始在他们的战略计划中要求人力资源部门。他们开始大量的实验和解决问题来决定需要什么数据，应该考虑什么问题，美国亚拉巴马论文代写:人力资源以及它们如何与业务的各个方面相关。战略规划的主要重点无疑是在制定方面。这导致了直到1980年的一个结论，许多时间和思想已经进入分析和规划策略，但很少付诸实施。但在1980年之后，它改变了策略的有效实施。我。让人们做正确的事情来制定策略。在这方面，人力资源工具成为中心和焦点。
美国亚拉巴马论文代写:人力资源
Traditionally, human resource has been considered a factor only after the strategic business decisions are made. Human resource issues were not even discussed during the decision to purchase the business. One human resource executive put it succinctly when he said “the line job is to tell us where the business is going and then it is up to us to find the people to develop.” Companies like GM and AIG are some of the example when they sour large number of their stake because they had not considered the human resource implication of their purchase.However, companies such as IBM, GE, and Intel use of human resource management as an integral part of strategy formulation. Indeed, many companies have begun to require the human resource component in their strategic plan. Where they begun a great deal of experimentation and problem solving to decide what data are required, what issue should be considered, and how they can relate to the various aspect of the business.The major emphasis in strategic planning has doubtless been on formulation. This led to a conclusion up until 1980 that much time and thought had gone into analyzing and planning strategy yet very little into implementation. But after 1980 it changes to the effective implementation of the strategy. i.e getting people to do the right things to make strategies happen. In this respect, the human resource tools become central and focus.