人力资源工作分析研究

目前中国大部分企业的人力资源管理,都是围绕着员工招聘、档案管理、考勤、薪酬等传统人事工作进行的,而对公司战略、日常业务、赢利模式缺乏深入的了解。使得人力资源管理部门只是在名称上由“人事部”转变为“人力资源部”,并未从根本上起到人力资源规划、设计、开发与管理的作用。工作分析在给予员工更高的权利和自主权的同时,也让员工承担了更多的责任,员工之间相互依赖的程度也会因此而变得更高,基础扎实了,人力资源管理才能真正成为“人本管理”这块坚实的基石。本文旨在通过对人力资源工作过程的研究,来探讨如何使人力资源工作成为企业管理的核心职能。

Research on Job Analysis in Human Resources Management

The present human resources management in most Chinese companies is carried out by focusing on such conventional human resources tasks as recruitment,file management,attendance check and emoluments etc.,however,the HR works there lack of in-depth understanding in the areas of company strategies,day-to-day operation and profit patterns.That leads to the simple title change from the Manpower Department in the past to the new Human Resources Department,but does not result in the substantial HR functions including human resources planning,design,development and management.Job analysis could deliver more rights and powers and decision-making authorities to the employees who at the same time assume more obligations,which in turn facilitates the extent of interdependence of all employees,with such a solid foundation,human resources management could actually realize the solid foundation stone of `pelople-orientated management'.The present paper intends to discuss how to make human resources management a central player in the overall enterprise managements through researches on the human resources working processes.