5.助理人力资源管理师-三级(上海)阅读理解.doc

一. The incidence of and rationale for human resource planning Although the notion（概念）of human resource planning is well established in（立足于）the HRM vocabulary（词汇）, it does not seem to be commonly practiced （常用的）as a key HR activity. As Rothwell (1995) suggests, “apart from isolated（单独的） examples, there has been little research evidence（证明） of increased use or of its success”. She explains the gap between theory and practice as arising from: 虽然人力资源规划的概念是立足于人力资源管理中的词汇，它并不是一个常用的实践作为一个关键的人力资源管理活动。作为罗斯维尔（1995）认为，“除了孤立的例子，很少证据能证明它的作用在增长或是它的成功”。她解释了理论和实践之间的差距产生的原因： ●The impact of change and the difficulty of predicting the future –“the need for planning may be in inverse proportion （反比例）to its feasibility”（可行性）; ●The “shifting kaleidoscope” of policy priorities（优先） and strategies(战略) within organizations; ●The distrust displayed by many managers of theory or planning – they often prefer pragmatic（实用的） adaptation to conceptualization（概念化）; ●The lack of evidence that human resource planning works. ● 变化的影响和难以预测未来的难度——规划的必要性与可行性成反比”； ●“移动万花筒”政策的优先顺序和策略在组织内； ● 许多经理们对理论或者规划表现出不信任–他们通常喜欢把适应的具有实用性的概念； ● 证据表明，人力资源规划工作的缺乏。 Be that as it may, it is difficult to reject out of hand the belief that some attempts should be made broadly to forecast future human resource requirements as a basis for planning and action. On the basis of research conducted by the Institute for Employment Studies, Reilly(1999) has suggested a number of reasons why organizations choose to engage in some forms of human resource planning. These fall into the following three groups. 尽管如此，这还是一个很难拒绝的信念，一些人试图把更对未来人力资源更广泛的预测变为行动和计划的基础。在就业研究所的研究基础上，蕾莉（1999）提出了组织选择进行人力资源规划一系列的原因。这些分为以下三种： 1. Planning for substantive reasons, that is, to have a practical effect by optimizing the use of resources and /or making them more flexible, acquiring and nurturing skills that take time to develop, identifying potential problems and minimizing the chances of making a bad decision. 1．因为客观原因进行的规划。换句话说就是通过优化资源和/