英语中 human resources managers 和 human resources specialist 有什么区别？ 如何理解(不要只是字面翻译):It is human res...
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HR managers often complain about being responsible and plug the other departments, business owners are often utilitarian use of human resources management. In this case, business owners on human resources is becoming disappointed, HR managers are increasingly depressed. Many HR managers resulting in pain, even someone lament, human resources management has failed. Is it really, actually not, the fundamental problem is that we do not have an understanding of the nature of human resource management, human resource management did not penetrate into the concrete work work. First, the nature of the work of human resource management in the end is what? We know that human resource management is a foreign concept, along with the recent spread of Western management ideas in China and increasingly get people's awareness. Far in the planned economy period, companies exist in the form of factories, personnel department or personnel department, bear recruitment, payment of wages and benefits, promotion of cadres, workers and other work incentives. People without capital, the concept of product and labor markets, people and things as merely a factor of production to meet the individual needs of work and life through the deployment of the organization. After the reform and opening up, China's economy has been rapid development. However, the majority of business enterprises are still in the phase of low knowledge content of products, and have the appropriate knowledge of labor is relatively abundant, with small marketing, leading enterprises generally "utilitarian" the introduction of staff, ignoring "endogenous" employing mechanisms. However, the impact of globalization, a large number of foreign enterprises begin to enter the Chinese market, in a competitive, but also bring advanced management concepts. These management philosophy is based on the mature markets of Western society and the establishment of the economic environment, so has a special background support. In response to foreign competition, but also to meet the international requirements, many companies changed the original HR personnel. However, the labor market still stuck in the attention and analysis of the primary level, is still considered a cost of labor is not a renewable resource. There are two main reasons, first, the Chinese oversupply of low-end labor market, companies in the development stage of labor sources do not need to worry too much; Second is the clear understanding of the concept of human resource management, human resources management enough to master the skills of human capital become a new profit growth point no practical experience. According to Marx's theory of surplus value, we know, is working to create value, and with the social progress, the product will be given more scientific and technological content, therefore, carry the knowledge and skills of human resources will become the most important resource . Only by ensuring that enterprises always have high-quality staff, training and development of their knowledge and skills, leading to staff knowledge and skills into the value of the product, so that enterprises can succeed in the brutal competition. The essence of the purpose of human resource management work in this. Second, human resource management is an important work of Chinese business enterprises through the rapid development of primitive accumulation and the end of the last century, the technological content of the required business gradually improved, the business scope of fundamental changes. Advanced regions in China and business, human resources and property has become the technology is equally important business development resources. Thus, with the change of business scope, business unit manager of management responsibilities will also change accordingly. When the nascent enterprise development, strategic transformation period, capital market and product market competition is more intense, enterprise managers focus primarily capital raising, operations and marketing, customer relationship management. When the capital market and product market is no longer a bunch of corporate jets after briefly, to seek Everlasting, companies must pursue continuous innovation, the importance of human resources for the development of enterprises has become increasingly critical. Because capital and products for enterprise development to provide realistic force, and human resources was provided by the companies continued growth momentum. How to motivate potential employees to achieve work and innovation, has become the essence of the work of the business imperative of the department manager. The degree of competition in the market more fully, more clear corporate strategic intent, the proportion of human resource management will be. In this case, if the business manager, said human resource management issues pushed HR thing is, when he is the new economic era of incompetent managers, behind the times. As a business manager, whose functions can no longer simply be based on production tasks for planning, organizing, directing, coordinating, controlling five steps up. According to the Balanced Scorecard concept, at present, interdependence and development of enterprises rely more on meeting our shareholders, customers, organization, staff needs. Meet the needs of shareholders, companies will get more money; meet customer demand, the company's market share can be increased; meet the needs of the organization, companies can effectively run; meet the needs of employees, companies can get the knowledge and skills continuous innovation. When meet employee needs to become an important duty of the business department manager, he also said that human resource management is HR thing? Third, through the decomposition of the HR management strategy to penetrate the business sector to go through the above analysis, we can see the unique responsibilities of HR HR management is not as business owners and HR managers no longer need to locate unclear, frustrations confused. But how to distinguish the human resources department of human resources and business management roles, how to penetrate into human resources management departments, of which the invisible, it is the current human resource managers should seriously think about it. In fact, the main role of the Human Resources Department is to provide professional support to other departments, the use of some professional tools, flexible business processes and organizational structure changes in a positive and effective, strategic planning and decomposition, the building of enterprise culture, personnel recruitment needs of the business sector, the integration of training resources and programs, clear guidance and performance management principles to develop compensation management system, rationalize aspects of labor relations. Businesses should detail of human resource management in proactive. Their work should be focused on the analysis of sector human resources, motivate staff, training staff knowledge and skills, develop potential employees, career planning, decomposition and implementation of corporate strategic goals. In short, HR statutory rules, palm global business department to perform, details. However, if the business is still in the market weighed down by capital or the survival stage, human resource management can not upgrade to a strategic height, although business owners or business managers often complain that human resource management issues. But the scale of the enterprise already has the industry, when in continuous development stage, and human resource management issues still allow enterprises to bear its interference, business owners should carefully examine their strategic planning. Through strategic planning, based on the Balanced Scorecard concept, from a financial, customer, internal management and staff learning and development to break the business development goals. Through strategic decomposition, business unit manager at the importance of financial, customer and other business indicators, but also must take into account the internal management and other employees to learn and develop management indicators. Such human resource management is through strategic planning and decomposition, virtually penetrate into specific administration went. Implementation of human resource management, we must first have a clear position, and then take the human resources management extended to the details of the business. So as to grasp the essence of human resource management, human resources management concept can be reflected. Related hot words: human resources management failure
human resources managers，人力资源经理，人事经理
human resources specialist 人力资源专家；人事专员
他们是不同的岗位名称：第一个是人事经理，第二个是人事专员。
前者是管理者，手下有人。后者是普通员工，手下没有人。
前者是人力资源经理，后者是人力资源专员。
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