人力资源（Human resources）.doc

人力资源（Human resources） 1, ERG Theory: Alder F, survival needs, relationship needs, growth needs. Put forward setback - degradation view, various needs can also have incentive function, higher level of demand can not be satisfied, the demand for low level will be more intense. 2, contingency theory: Federer believes that team performance depends on whether the leader and situational factors match, the leadership will be divided into work oriented and relational orientation. There are three dimensions of situational factors: first, the relationship between leadership and subordinates Two, work structure three, functions and powers 3, the two dimensions of Ohio model: care for people and job management. The dimensions of the Michigan Model: employee orientation and production orientation. 4, Simons decision phase: Intelligence --- Design --- choice Mintzbergs decision phase: confirmation - Development - choice 5, decision style: two dimensions - value orientation and fuzzy tolerance Guidance type: low ambiguity, tendency, attention, task and technical analysis: high ambiguity, tendency, focus on tasks and techniques Conceptual: high fuzzy, tend to focus on people and social behavior: low fuzzy, tend to focus on people and society 6, the nature of organizational structure: the division of labor and cooperation between employees. Objective: to achieve organizational goals, organizational structure is a means of achieving goals. Connotation: the structural system of three aspects of job, responsibility and right of enterprise employees. 7, strategic human resource management focuses on changing structure and culture, improving organizational performance, developing special capabilities, and managing change. 8, organizational strategy formulation process: to establish the use of instructions - Environmental Analysis - organizational resources self-assessment - determine the purpose and objectives - determine the strategy. 9, different overall organizational strategy: first,