人力资源如何接近企业战略圆桌(国外英语资料).docVIP

人力资源如何接近企业战略圆桌(国外英语资料) Peter, #8226, a master of management, said a very classic saying about the human resource management environment in the era of knowledge economy: the human resources function department will undergo great changes in the future, Drucker said. It will have to cope with all sorts of new and difficult tasks. It will operate in a completely different way, that is, it will work as a straight line rather than a functional department. To solve this problem, Ulrjch D., pointed out that the new economic era of human resources for the role of the designer, innovator, organizational change catalyst and facilitator, organization development experts, business partners, strategic planning experts, strategic thinkers and cultural differences, outstanding communication mediator and organizational conflict solution, enterprise management consultant the coach, staff and supporters. Wood. J. also stressed that the role and task of the human resources sector should continue to change. That is to say, human resource management must create the environment for organizational change, and combine with the management strategy to become a strategic partner of the enterprise. Strategic partnership: the role orientation of the transformation of human resource management function in Enterprises The main function of the traditional human resources department (personnel department) is to provide operational services to line managers and employees. This function that provides a variety of related services, such as recruitment, selection, training, compensation and benefits and employee relations, through the development of the system, procedures and policies to supervise and control the form to ensure the implementation of the specific functions, attention is the enterprise operation in the process, the role of security. There are four main control and administrative roles: 1. provide service to internal customers; 2. formulate regulations and plans; 3. implement company strat