本篇个人陈述代写-人力资源管理讲了人力资源管理可以被认为是在一个共同的商业环境中，通过将视角整合到战略和政策中来管理单个员工的不同视角。这涉及到专家和直线经理的关键职能和作用，他们有责任在对待员工时考虑平等原则，考虑法律方面和文化价值(Torrington和Hall, 2007)。大多数人描述人力资源管理是模糊的，是飘忽不定的概念，因为它似乎有各种各样的插图。确定公认的定义可能看起来像在雾中击中目标(Boxall等，2000)。这种困惑反映了在关于人力资源管理的书籍和期刊文章中发现的不同的解释。本篇个人陈述代写文章由新西兰第一论文 Assignment First辅导网整理，供大家参考阅读。
HRM can be referred to as managing the different perspectives of individual employees working in a common business environment by integrating the perspective in strategy and policy. This involves crucial function and role of specialist and line managers who have the responsibility of considering principle of equality while treating the employees, considering legal aspects and cultural values (Torrington and Hall, 2007). Most people depict that HRM is vague and a concept of elusiveness, because it seems to have various illustrations. Pinning down accepted definitions may seem like trying hitting a target in the midst of fog (Boxall et al., 2000). Such confusion reflects the distinct interpretations found within books and journal articles on HRM.
Further ahead, as defined by Rue & Byars (2006), HRM can be referred to as a system of strategies and activities focused on the successful management of employees at each and every level of the organization for the achievement of organizational objectives and goals. The term human resource is used in reference of employees of the organization, who are also assets of maximum value for the organization. For being successful, the business must focus on the major goal of productivity across the employee. This scope of productivity may involve certain variations highly dependent on the levels of skill demonstrated by the employees and the levels of satisfaction among employees from the organization.
