人力资源论文文献英文版
首先，我想说下面所有资料都是复制的，但还是希望帮助到楼主。要想写英文论文，得先掌握好相关的单词和句子，中文的论文就有很多，如果楼主能够学会相关单词，就可以了按劳分配distribution according to one's performance安家费settling-in allowance矮子里拔将军choose a general from among the dwarfs--pick the best out of a mediocre bunch白领工人 white-collar worker 白领工人 White collar (早在1928年，人们开始用white-collar来形容非体力劳动者，如老师、公务员等。“白领”顾名思义，表示其职业要求着装整齐、清洁。)拔尖人才 tip-top (or top-notch) talent办公室设备 office equipment班车 shuttle bus包干制 overall rationing system; scheme of payment partly in kind and partly in cash搬运工人 transport worker半脱产 partly released from productive labor; partly released from one's regular work报关员 declarant保安员 security staff包装业 package industry保障措施 supporting measure报销 apply for reimbursement保证金 margins, collateral边防证 fronter pass毕业设计 graduation design 毕业生分配制度 assignment system for graduates闭卷 closed-book exam标准普通话 standard mandarin边际薪酬 marginal salaries边际报酬 marginal return博士生 candidate博士生导师 tutor of a . student博士后 post-doctoral博导 . supervisor; doctoral advisor才疏学浅 be wanting in ability and shallow in knowledge裁减冗员 cut down on overstaffing ; lay off redundant staff参与意识 desire to participate; sense of participation餐饮业 catering industry掺水文凭 diploma obtained by using unfair or unlawful means产假 maternity leave差旅费 expenses for business trips产权明晰、权责明确、政企分开、科学管理 "clearly established ownership, well defined power and responsibility, separation of enterprise from administration, and scientific management倡议书 initial written proposal常委会 standing committee 常务董事 managing director; excutive director 常务理事 executive member of the council超前意识 superior consciousness超前精神 a surpassing spirit超编人员 exceed personnel撤销职务 annul one's position; dismiss ... from; be stripped of; remove... from成人中等职业技术教育 adult secondary vocational and technical education 成人中等专科学校 secondary specialized (technical) school for adults成人高考 the national higher education exams for self-taught adults 成人中等专科学校 secondary specialized /technical school for adults城镇住房公积金 urban housing provident fund城镇职工医疗保险制度改革 medical insurance for urban workers 城镇职工基本医疗保险制度 basic medical insurance system for urban working people充电 recharge one's batteries; update one's knowledge; brush up (on) 吃劳保 live on labor insurance allowance抽样调查 sample survey出勤率 attendance rate传染病 communicable disease; infectious disease传染性疾病 communicable disease粗放式管理 extensive management从众心理 group psychology 从众行为 the behavior of blindly conforming to the norm村办企业 village-run enterprise大环境 the social, political and economic environment; the overall situation打工 do work for others大锅饭 egalitarian practice of everyone taking food from the same big pot打卡机 punch machine大专生 junior college student 大专文凭 associate degree代职 function in an acting capacity待业 job-waiting 待业人员 job-waiting people带薪假期 paid holiday带薪产假 paid maternity leave 带薪分流 assign redundant civil servants to other jobs while allowing them to retain their original rank and benefits代培 train on contract; train special personnel for other work units in return for payment guaranteed by a contract党总支 Party general branch单挑；单干 do something by oneself; work on one's own登记失业率 registered jobless rate德智体美劳 "all around development of moral, intellectual, physical, aesthetics and labour education "德才兼备 have both political integrity and ability; people who possess both political integrity and professional ability第二学位 second Bachelor's degree电大 college courses broadcast on television电话会议 teleconference调动一切积极因素 mobilize all positive factors（解决争端）调查结果 findings董事会 board of directors定向生 targeted-area student定向培训 target training; job-oriented training定岗 determine posts定额计酬 quota remuneration定编 personnel allocation独资经营 single-investor enterprise; sole proprietorship enterprise; sole investment enterprise独立核算工业企业 independent accounting enterprise独立董事 independent director独立董事制度 the independent director system多劳多得 more pay for more work多（跨）国公司 multinational companies渎职 dereliction of duty多退少补 refund for any overpayment or a supplemental payment for any deficiency恶性循环 vicious circl法人 legal person 法人代表 legal representative法律硕士 Master of Law房产估价师 real estate evaluator反聘 rehire after retirement非劳动收入 income not from work; passive income非国有工业企业 non-state industrial enterprises分歧和矛盾 differences and contradictions粉领 Pink-collar (源于美国，最先见于《时代周刊》，一般指从事于教育、文书、售货等行业的女性。在中国，也有人用粉领代表全职的优越家庭环境内的家庭主妇。) 粉领族 "pink-collar tribe (Women who play major role in certain professions such as office workers, secretaries, models, airline hostesses, etc)复合型人才 interdisciplinary talent浮动工资 floating wages; fluctuating wages福利分房 welfare-oriented public housing distribution system岗位津贴 post allowance高级经理人员 high-level managerial personnel; senior personnel 高级商务师 certified business executive; senior business engineer; high-level economist; senior commercialist高等教育自学考试 self-study higher education examination岗位责任制 work post responsibility高材生 top student公费医疗 free medical service; free medicare; public health service公费旅游 junket; facility trip个案 individual case (involving special circumstances)个体户，个体经营 privately or individually-owned business 个体经济 private economy工时 man-hour工龄工资 seniority pay公积金 public accumulation fund; public reserve funds工作午餐 working lunch工资削减 pay-cut工薪阶层 salaried person/group 公休 work recess骨干企业 key enterprise股东会 board of shareholders 股份公司 joint-stock company 股份合作制 shareholding cooperative system 有限责任公司 limited liability company 股份有限公司 limited liability company 股份制 shareholding system; joint-stock system关系网 connection network; relationship network挂靠 be attached or affiliated to; be subordinate to管理办法 measures for administration 管理规定 provisions on administration 管理条例 regulations on administration广交会 The China Export Commodities Fair归国留学生 returned students国际商业机器公司 International Business Machine Corporation (IBM)国际劳工组织 ILO (International Labor Organization)过劳死 karoshi; death from overwork国家控股公司 state-controlling company国有及国有控股工业企业 state-owned industrial enterprises and enterprises whose controlling stake was owned by the stat函授大学 correspondence university核心竞争力 core competitiveness合伙企业 partnership enterprise户口簿 residence booklet户口管理制度 "domicile system, residence registration system "户籍改革 household registry reform; residential system reform灰色收入 gray income灰领 (源于美国，指负责维修电器、上下水道、机械的技术工人，他们多穿灰色的制服工作，因此得名。) Gray-collar (Skilled technicians; employees whose job descriptions combine some white- and some blue-collar duties.) 灰领工人 gray-collar workers机电产品 mechanical and electrical products记大过 record a serious demerit基本医疗保险制度 basic medical insurance system计件工资制 piece-rate system 季节工 seasonal worker技术工人 technician; skilled worker计时工资 hourly wage 计时工资制 time-rate wage system集体观念 groupism; collective spirit技术职称 technical title集资 pool resources; collect money; raise funds; raise money家长制作风 patriarchal style家庭出身 family background家族企业 family firm减员增效 downsize staffs and improve efficiency荐贤举能 recommend the virtuous and the able见面会 meet-and-greet健康及意外险 health and casualty insurance减员增效 reduce staff for greater efficiency奖励工资制度 a bonus wages system; a system of higher pay for better performance街道企业 neighborhood enterprise教学法 pedagogy; teaching method交通补助 travel allowance解决劳动力就业问题 tackle the problem of employment of the labor force结构工资制 structual wage system 阶段性就业 periodic employment晋级考试 promotion test-test given to promote candidates on their knowledge of the relevant subjects技工学校 skilled workers training school金领工人 gold-collar worker 紧密型企业集团 tightly-knit groups of enterprises经济担保书 financial guarantee进修班 class for further studies经济师 economic engineer; economic manager; economist境外就业 be employed abroad经营范围 scope of business竞争上岗 take up a job through competition竞争机制 competitive mechanism经营责任制 management system敬业精神 professional dedication; professional ethics就业保险 employment insurance 就业服务 employment service 就业高峰年 peak year for college graduates entering the job market. 就业机会 job opening; job opportunity 就业前培训 pre-job training; pre-service training 就业压力 employment pressure居民身份证 resident identification car开工率 rate of operation;rate of opening capacity开工不足 enterprises running under their production capacity开除公职 discharge somebody from public employment; take the name off the book; be discharged from office科班 Peking opera school of the old type; professional training class考核标准 criteria of assessment 考勤 check on work attendance 考勤制度 work attendance checking system 控股公司 holding company, controlling company恪守职业道德 observe professional ethics跨国公司 transnational corporation会计电算化 accounting computerization跨业公司 conglomerate company困难职工 the needy worker亏损企业 enterprises running in the red/under deficit劳动者素质 quality of the workforce劳动模范 model worker劳动力产权 labor property rights 劳动力的流动性 fluidity of labor 劳动力过剩 labor surplus；manpower surplus 劳动力资源配置 allocation of labor resources 劳动密集型 labor-intensive 劳动密集型产业 labor-intensive industry劳动服务公司 labor service company;service company 劳动定额 labor quota 劳动合同制 labor contract system劳保医疗制度 labor medicare system
我囧了 居然在这里还能遇见你···我靠！
Human Resources ManagementThe Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out these activities themselves because they can't yet afford part- or full-time help. However, they should always ensure that employees have -- and are aware of -- personnel policies which conform to current regulations. These policies are often in the form of employee manuals, which all employees that some people distinguish a difference between between HRM (a major management activity) and HRD (Human Resource Development, a profession). Those people might include HRM in HRD, explaining that HRD includes the broader range of activities to develop personnel inside of organizations, including, eg, career development, training, organization development, is a long-standing argument about where HR-related functions should be organized into large organizations, eg, "should HR be in the Organization Development department or the other way around?"The HRM function and HRD profession have undergone tremendous change over the past 20-30 years. Many years ago, large organizations looked to the "Personnel Department," mostly to manage the paperwork around hiring and paying people. More recently, organizations consider the "HR Department" as playing a major role in staffing, training and helping to manage people so that people and the organization are performing at maximum capability in a highly fulfilling manner.
人力资源管理论文英文文献
书名:人力资源管理（英文版）出版社： 东北财经大学出版社 作 者： （美）乔治.伯兰德 书名：人力资源管理（双语教学版）（第7版） 出版社： 人民邮电出版社 作者： （美）拜厄斯（Lloyd ），鲁斯利（Lesli)
请问第一篇是出自哪本书的啊？
人力资源的论文参考文献
导语：人力资源论文参考文献有哪些呢?人力资源(Human Resource ，简称HR)是指一定时期内组织中的人所拥有的能够被企业所用，且对价值创造起贡献作用的教育、能力、技能、经验、体力等的总称。下面是我分享的人力资源论文参考文献，欢迎阅读!
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[4] 薛建刚.我国中小企业人力资源管理问题探析[J].科技资讯，2009, (4).
[5] 徐红.李涛浅析中小企业中的人力资源管理浅谈企业人力资源的管理与开发[J].中国高新技术企业，2007 (6).
[6] 石磊，罗键.企业人力资源管理与战略的匹配性研究[J].商业时代，2007， (9).
[7] 庄彪.完普企业人力资源绩效考核的措施[J].商场现代化，2008 (10).
[8] 清华.对我国中小企业人力资源管理的思考[J].现代营销，2010， (2).
[9] 李长禄，尚久悦.企业人力资源开发与管理[J]..大连:大连理工大学出版社，2006.
[10] 曾漫丰.我国中小型民营企业人力资源管理的问题及改进对策[D].
[11] 张清华.知识经济时代的人力资源管理[J]..工业技术经济，2004, (7).
[12] 魏明.论战略人力资源管理[J].重庆商学院学报，2002， (3).
[13] 清华.对我国中小企业人力资源管理的思考[J].，学苑版.
[14] 郭晶.钱谈中小企业人力资源管理问题与对策[J]..现代经济信息，2009 (3) .
[15] 朱晓敏.浅谈中小企业的`人力资源管理田社会科学家[J].，2005 (2).
[1]丁先宏.互联网“大数据”视域下的企业人力资源管理的思考[J].现代经济信息.2016(07).[2]王爽.企业人力资源管理在大数据时代的变革[J].知识经济.2016(08).
[3]陆博.大数据时代企业人力资源管理变革策略探究[J].科技经济导刊.2016(09).
[4]翟金芝.大数据时代人力资源管理模块优化研究[J].商业经济.2016(03).
[5]王莹.大数据信息时代企业人力资源管理变革的思考[J].信息化建设.2016(03).
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many HR functions these days struggle to get beyond the roles of administration and employee champion, and are seen rather as reactive than strategically proactive partners for the top management. In addition, HR organizations also have the difficulty in proving how their activities and processes add value to the company. Only in the recent years HR scholars and HR professionals are focusing to develop models that can measure if HR adds value
英文人力资源论文参考文献
The strategic human resource management has already been defined for`the human resource of hook, it strategic target and aim conduct by improving results and develop of organize culture, foster innovation with vivid`.The strategic human resource means to accept human resource function, relating to for the strategic colleague, being drawing up the strategy of company and Be carrying out these strategy, pass the activity of human resource, such as job advertisement, selection, development and reward talented the strategic human resource know the function that the colleague of human resource relates to, in the process of devising strategies within a command tent, farsighted human resource strategy, mean the activity of particular human resource course, that company plan carries out by seeking its the strategic human resource manage, be the human resource of hook, it strategic target and aim with improve organization culture of conducting the results and development, promote innovation, vivid contingency ability and competitive an organization, it means to accept, and involve human resource function to see make is a strategic colleague at drawing up with the strategy of the performance company, pass the activity of human resource, such as job advertisement, selection, development and reward talented person 战略人力资源管理已经被定义为`挂钩的人力资源，其战略目标和宗旨，以改善经营绩效和发展的组织文化，培养创新和灵活` 。战略性人力资源意味着接受人力资源功能，为战略伙伴关系，在制定公司的战略以及在实施这些战略，通过人力资源的活动，如招聘，选拔，培养和奖励人才。而战略性人力资源认识到人力资源的伙伴关系的作用，在运筹帷幄的过程中，长远的人力资源策略，是指特定的人力资源课程的行动，该公司计划以谋求实现它的目的。和战略性人力资源管理，可作为挂钩的人力资源，其战略目标和宗旨，以改善经营绩效和发展的组织文化，促进创新，灵活的应变能力和竞争优势。在一个组织，它意味着接受，并涉及人力资源功能看作是战略伙伴，在制定和执行公司的战略，通过人力资源的活动，如招聘，选拔，培养和奖励人才。
书名:人力资源管理（英文版）出版社： 东北财经大学出版社 作 者： （美）乔治.伯兰德 书名：人力资源管理（双语教学版）（第7版） 出版社： 人民邮电出版社 作者： （美）拜厄斯（Lloyd ），鲁斯利（Lesli)
人力资源论文参考文献2017
参考文献是在学术研究过程中，对某一著作或论文的整体的参考或借鉴。征引过的文献在注释中已注明，不再出现于文后参考文献中。
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人力资源专业论文英文文献
resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business.[1] The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations.[1] Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a features include:Personnel administration Personnel management Manpower management Industrial management[2][3] But these traditional expressions are becoming less common for the theoretical discipline. Sometimes even industrial relations and employee relations are confusingly listed as synonyms,[4] although these normally refer to the relationship between management and workers and the behavior of workers in theoretical discipline is based primarily on the assumption that employees are individuals with varying goals and needs, and as such should not be thought of as basic business resources, such as trucks and filing cabinets. The field takes a positive view of workers, assuming that virtually all wish to contribute to the enterprise productively, and that the main obstacles to their endeavors are lack of knowledge, insufficient training, and failures of is seen by practitioners in the field as a more innovative view of workplace management than the traditional approach. Its techniques force the managers of an enterprise to express their goals with specificity so that they can be understood and undertaken by the workforce, and to provide the resources needed for them to successfully accomplish their assignments. As such, HRM techniques, when properly practiced, are expressive of the goals and operating practices of the enterprise overall. HRM is also seen by many to have a key role in risk reduction within organisations.[5]Synonyms such as personnel management are often used in a more restricted sense to describe activities that are necessary in the recruiting of a workforce, providing its members with payroll and benefits, and administrating their work-life needs. So if we move to actual definitions, Torrington and Hall (1987) define personnel management as being:“a series of activities which: first enable working people and their employing organisations to agree about the objectives and nature of their working relationship and, secondly, ensures that the agreement is fulfilled" (p. 49).While Miller (1987) suggests that HRM relates to:".......those decisions and actions which concern the management of employees at all levels in the business and which are related to the implementation of strategies directed towards creating and sustaining competitive advantage" (p. 352).Academic theoryThe goal of human resource management is to help an organization to meet strategic goals by attracting, and maintaining employees and also to manage them effectively. The key word here perhaps is "fit", . a HRM approach seeks to ensure a fit between the management of an organization's employees, and the overall strategic direction of the company (Miller, 1989).The basic premise of the academic theory of HRM is that humans are not machines, therefore we need to have an interdisciplinary examination of people in the workplace. Fields such as psychology, industrial engineering, industrial and organizational psychology, industrial relations, sociology, and critical theories: postmodernism, post-structuralism play a major role. Many colleges and universities offer bachelor and master degrees in Human Resources widely used scheme to describe the role of HRM, developed by Dave Ulrich, defines 4 fields for the HRM function:[6]Strategic business partner Change agent Employee champion Administration However, many HR functions these days struggle to get beyond the roles of administration and employee champion, and are seen rather as reactive than strategically proactive partners for the top management. In addition, HR organizations also have the difficulty in proving how their activities and processes add value to the company. Only in the recent years HR scholars and HR professionals are focusing to develop models that can measure if HR adds value.[7]Critical Academic TheoryPostmodernism plays an important part in Academic Theory and particularly in Critical Theory. Indeed Karen Legge in 'Human Resource Management: Rhetorics and Realities' possess the debate of whether HRM is a modernist project or a postmodern discourse (Legge 2004). In many ways, critically or not, many writers contend that HRM itself is an attempt to move away from the modernist traditions of personnel (man as machine) towards a postmodernist view of HRM (man as individuals). Critiques include the notion that because 'Human' is the subject we should recognize that people are complex and that it is only through various discourses that we understand the world. Man is not Machine, no matter what attempts are made to change it . Fordism / Taylorism, McDonaldisation (Modernism).Critical Theory also questions whether HRM is the pursuit of "attitudinal shaping" (Wilkinson 1998), particularly when considering empowerment, or perhaps more precisely pseudo-empowerment - as the critical perspective notes. Many critics note the move away from Man as Machine is often in many ways, more a Linguistic (discursive) move away than a real attempt to recognise the Human in Human Resource Theory, in particular postmodernism (poststructualism), recognises that because the subject is people in the workplace, the subject is a complex one, and therefore simplistic notions of 'the best way' or a unitary perspectives on the subject are too simplistic. It also considers the complex subject of power, power games, and office politics. Power in the workplace is a vast and complex subject that cannot be easily defined. This leaves many critics to suggest that Management 'Gurus', consultants, 'best practice' and HR models are often overly simplistic, but in order to sell an idea, they are simplified, and often lead Management as a whole to fall into the trap of oversimplifying the practiceHuman resources management comprises several processes. Together they are supposed to achieve the above mentioned goal. These processes can be performed in an HR department, but some tasks can also be outsourced or performed by line-managers or other planning Recruitment (sometimes separated into attraction and selection) Induction and Orientation Skills management Training and development Personnel administration Compensation in wage or salary Time management Travel management (sometimes assigned to accounting rather than HRM) Payroll (sometimes assigned to accounting rather than HRM) Employee benefits administration Personnel cost planning Performance appraisal CareersThe sort of careers available in HRM are varied. There are generalist HRM jobs such as human resource assistant. There are careers involved with employment, recruitment and placement and these are usually conducted by interviewers, EOE (Equal Opportunity Employment) specialists or college recruiters. Training and development specialism is often conducted by trainers and orientation specialists. Compensation and benefits tasks are handled by compensation analysts, salary administrators, and benefits organizationsProfessional organizations in HRM include the Society for Human Resource Management, the Chartered Institute of Personnel and Development (CIPD), the International Public Management Association for HR (IPMA-HR) and the International Personnel Management Association of Canada (IPMA-Canada).Management Association of Nepal [MAN]人力资源管理，是指为了完成管理工作中涉及人或人事方面的任务所进行的管理工作。人力资源管理工作包括：工作分析；制定人力需求计划以及人员招募；培训及开发；薪酬及福利管理、绩效评估；劳动关系管理等。人力资源管理愈来愈被重视。在经济发展成熟的体系下，人力资源管理必须配合以争取最佳的资源效益，若将不适当的人力配对不适当的职位，资源效益不但全无，或可能有损耗。现代经济讲求平衡及配合，提升管理效能和质素，就要人力资源配合以作平衡，个中的内容是设立人力资源架构框架，用最适合的人做最适合的工作。建立人力资源平台，作为沟通及搜集资讯渠道，将各方意见综合，舍短取长，以处理薪酬、福利等事宜。人力资源最重要是培训及发展，人力资源发展必须投资在培训方面，以发挥各阶层的人力资源潜能。发展简史在现实世界不同的国家人力资源的发展情况以及历史都不同。一般说来，人力资源的学术界发展经历了：人事管理（Personnel Management），人力资源管理（Human Resource Management）到现在新近兴起的人力资本管理（Human Capital Management）。其只要不同即在于公司和企业对待职员的理念的变化和发展。在人事管理阶段，人事经理们的工作是管理职工福利，以及和工会的法律程序方面。公司的上层管理部门将人事部门的各种活动以及公司职员皆看作公司的大笔纯支出，而尽可能的削减这部分的开支。公司对人事部的活动持不积极的支持态度。 在人力资源管理阶段，企业员工被看成企业的可以增值的资产而被发展以期充分利用潜能。人力资源部门充分利用职位分析，工作分析，职位概述，人员选择和招聘，员工培训等等活动来提高企业员工的效率，从而增加企业的管理和运营更加有效。当一个公司实行人力资源管理战略的时候，人力资源部门将被纳入公司战略计划的一个重要组成部分。公司的未来发展，市场拓展，新产品研发等等都要牵扯到人力资源部门的支持，协调与合作。人力资源被作为提高公司竞争力的战略手段而被重视。除此之外，人力资源管理就是协助公司去激励员工，透过一些物质上的满足和一些财务奖励，从而增加员工的对公司归属感、增加员工士气和减低对工作的不满等¨。有高昂的士气会使工作更加有效率和使工作更加顺利，最终公司和员工也各有得益。 在人力资本管理阶段，人力部门的基本职责仍与人力资源管理时期相似，但是企业员工不再被看作有发展潜力的资产，而是公司可以利用的资本。人力资源部门的各项活动被量化与公司的利润率挂钩，并且这也是衡量职工和各部门是否有效工作的主要手段。 主要职能人力资源管理的主要职能包括：人员招募；培训及开发；薪酬及福利管理。人员招募：人员招募又称为人员招聘。主要是基于组织（公司，政府，非盈利组织等）的近期及远期的业务需要，来制定人员需求的计划，并通过各种招聘手段来完成组织的人员需求。人员招募主要涉及人员规划，简历收集，选聘，录用及员工入职培训。培训及开发：培训及开发主要是通过一些培训及开发的技术及手段，提高员工的技能，以适应公司所处经营环境中的技术及知识的变化。主要的技术及手段有：培训 在岗培训 轮岗 员工继续教育计划 辅导，训导薪酬；福利管理：人力资源管理的内外部条件人力资源管理的外部条件劳动法规 劳动力市场 当地文化 人力资源管理的内部条件企业经营战略 国际化程度 人力资源部的组织设置有以下三种方式：职能型组织设置 人力规划 人力购得 培训与进修 工资和薪水 社会事业 对象型组织设置 技术类员工 管理类员工 领导层 受培训者 混合模式
Human resources management system
人力资源管理参考文献
毕业论文参考文献有哪些?这对于许多毕业生而言，或许是一件头疼的.事。以下给大家提供了一份关于论文参考文献的文章，大家在撰写毕业论文时可以予以适当借鉴。
一、著作
[1] (美)加里•德斯勒.人力资源管理(第六版)[M].北京：中国人民大学出版社,1999.
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[3] (美)舒尔茨.人力资本投资：教育和研究的作用[M].北京：商务印书馆，1990.
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[10] 李宝元.人力资本与经济发展：跨世纪中国经济发展及其战略选择的人本视角与考察[M].北京：北京师范大学出版社，2000.
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[26] 张国初.人力资源管理定量测度和评价[M].北京：社会科学文献出版社，2000.
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[30] 李宝元.人力资本与经济发展：跨世纪中国经济发展及其战略选择的人本视角与考察[M].北京：北京师范大学出版社，2000.
[31]陆国泰.人力资源管理[M].北京：高等教育出版社，2000.
二、杂志
[1]《中国人力资源开发》
[2]《中国人才》
[3]《管理世界》
[4]《人力资源》
[5]《人事与人才》
[6]《人才开发》
三、报纸
[1]《21世纪人才报》
[2]《人力资源报》
更多论文参考文献请访问：
人力资源论文英文参考文献
人力资源管理参考文献
毕业论文参考文献有哪些?这对于许多毕业生而言，或许是一件头疼的.事。以下给大家提供了一份关于论文参考文献的文章，大家在撰写毕业论文时可以予以适当借鉴。
一、著作
[1] (美)加里•德斯勒.人力资源管理(第六版)[M].北京：中国人民大学出版社,1999.
[2] (加)狄祖善、霍思安.人力资源管理案例[M].北京：机械工业出版社,1999.
[3] (美)舒尔茨.人力资本投资：教育和研究的作用[M].北京：商务印书馆，1990.
[4] (美)加里•S•贝克尔.人类行为的经济分析[M].上海：上海人民出版社，1993.
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二、杂志
[1]《中国人力资源开发》
[2]《中国人才》
[3]《管理世界》
[4]《人力资源》
[5]《人事与人才》
[6]《人才开发》
三、报纸
[1]《21世纪人才报》
[2]《人力资源报》
更多论文参考文献请访问：
resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business.[1] The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations.[1] Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a features include:Personnel administration Personnel management Manpower management Industrial management[2][3] But these traditional expressions are becoming less common for the theoretical discipline. Sometimes even industrial relations and employee relations are confusingly listed as synonyms,[4] although these normally refer to the relationship between management and workers and the behavior of workers in theoretical discipline is based primarily on the assumption that employees are individuals with varying goals and needs, and as such should not be thought of as basic business resources, such as trucks and filing cabinets. The field takes a positive view of workers, assuming that virtually all wish to contribute to the enterprise productively, and that the main obstacles to their endeavors are lack of knowledge, insufficient training, and failures of is seen by practitioners in the field as a more innovative view of workplace management than the traditional approach. Its techniques force the managers of an enterprise to express their goals with specificity so that they can be understood and undertaken by the workforce, and to provide the resources needed for them to successfully accomplish their assignments. As such, HRM techniques, when properly practiced, are expressive of the goals and operating practices of the enterprise overall. HRM is also seen by many to have a key role in risk reduction within organisations.[5]Synonyms such as personnel management are often used in a more restricted sense to describe activities that are necessary in the recruiting of a workforce, providing its members with payroll and benefits, and administrating their work-life needs. So if we move to actual definitions, Torrington and Hall (1987) define personnel management as being:“a series of activities which: first enable working people and their employing organisations to agree about the objectives and nature of their working relationship and, secondly, ensures that the agreement is fulfilled" (p. 49).While Miller (1987) suggests that HRM relates to:".......those decisions and actions which concern the management of employees at all levels in the business and which are related to the implementation of strategies directed towards creating and sustaining competitive advantage" (p. 352).Academic theoryThe goal of human resource management is to help an organization to meet strategic goals by attracting, and maintaining employees and also to manage them effectively. The key word here perhaps is "fit", . a HRM approach seeks to ensure a fit between the management of an organization's employees, and the overall strategic direction of the company (Miller, 1989).The basic premise of the academic theory of HRM is that humans are not machines, therefore we need to have an interdisciplinary examination of people in the workplace. Fields such as psychology, industrial engineering, industrial and organizational psychology, industrial relations, sociology, and critical theories: postmodernism, post-structuralism play a major role. Many colleges and universities offer bachelor and master degrees in Human Resources widely used scheme to describe the role of HRM, developed by Dave Ulrich, defines 4 fields for the HRM function:[6]Strategic business partner Change agent Employee champion Administration However, many HR functions these days struggle to get beyond the roles of administration and employee champion, and are seen rather as reactive than strategically proactive partners for the top management. In addition, HR organizations also have the difficulty in proving how their activities and processes add value to the company. Only in the recent years HR scholars and HR professionals are focusing to develop models that can measure if HR adds value.[7]Critical Academic TheoryPostmodernism plays an important part in Academic Theory and particularly in Critical Theory. Indeed Karen Legge in 'Human Resource Management: Rhetorics and Realities' possess the debate of whether HRM is a modernist project or a postmodern discourse (Legge 2004). In many ways, critically or not, many writers contend that HRM itself is an attempt to move away from the modernist traditions of personnel (man as machine) towards a postmodernist view of HRM (man as individuals). Critiques include the notion that because 'Human' is the subject we should recognize that people are complex and that it is only through various discourses that we understand the world. Man is not Machine, no matter what attempts are made to change it . Fordism / Taylorism, McDonaldisation (Modernism).Critical Theory also questions whether HRM is the pursuit of "attitudinal shaping" (Wilkinson 1998), particularly when considering empowerment, or perhaps more precisely pseudo-empowerment - as the critical perspective notes. Many critics note the move away from Man as Machine is often in many ways, more a Linguistic (discursive) move away than a real attempt to recognise the Human in Human Resource Theory, in particular postmodernism (poststructualism), recognises that because the subject is people in the workplace, the subject is a complex one, and therefore simplistic notions of 'the best way' or a unitary perspectives on the subject are too simplistic. It also considers the complex subject of power, power games, and office politics. Power in the workplace is a vast and complex subject that cannot be easily defined. This leaves many critics to suggest that Management 'Gurus', consultants, 'best practice' and HR models are often overly simplistic, but in order to sell an idea, they are simplified, and often lead Management as a whole to fall into the trap of oversimplifying the practiceHuman resources management comprises several processes. Together they are supposed to achieve the above mentioned goal. These processes can be performed in an HR department, but some tasks can also be outsourced or performed by line-managers or other planning Recruitment (sometimes separated into attraction and selection) Induction and Orientation Skills management Training and development Personnel administration Compensation in wage or salary Time management Travel management (sometimes assigned to accounting rather than HRM) Payroll (sometimes assigned to accounting rather than HRM) Employee benefits administration Personnel cost planning Performance appraisal CareersThe sort of careers available in HRM are varied. There are generalist HRM jobs such as human resource assistant. There are careers involved with employment, recruitment and placement and these are usually conducted by interviewers, EOE (Equal Opportunity Employment) specialists or college recruiters. Training and development specialism is often conducted by trainers and orientation specialists. Compensation and benefits tasks are handled by compensation analysts, salary administrators, and benefits organizationsProfessional organizations in HRM include the Society for Human Resource Management, the Chartered Institute of Personnel and Development (CIPD), the International Public Management Association for HR (IPMA-HR) and the International Personnel Management Association of Canada (IPMA-Canada).Management Association of Nepal [MAN]人力资源管理，是指为了完成管理工作中涉及人或人事方面的任务所进行的管理工作。人力资源管理工作包括：工作分析；制定人力需求计划以及人员招募；培训及开发；薪酬及福利管理、绩效评估；劳动关系管理等。人力资源管理愈来愈被重视。在经济发展成熟的体系下，人力资源管理必须配合以争取最佳的资源效益，若将不适当的人力配对不适当的职位，资源效益不但全无，或可能有损耗。现代经济讲求平衡及配合，提升管理效能和质素，就要人力资源配合以作平衡，个中的内容是设立人力资源架构框架，用最适合的人做最适合的工作。建立人力资源平台，作为沟通及搜集资讯渠道，将各方意见综合，舍短取长，以处理薪酬、福利等事宜。人力资源最重要是培训及发展，人力资源发展必须投资在培训方面，以发挥各阶层的人力资源潜能。发展简史在现实世界不同的国家人力资源的发展情况以及历史都不同。一般说来，人力资源的学术界发展经历了：人事管理（Personnel Management），人力资源管理（Human Resource Management）到现在新近兴起的人力资本管理（Human Capital Management）。其只要不同即在于公司和企业对待职员的理念的变化和发展。在人事管理阶段，人事经理们的工作是管理职工福利，以及和工会的法律程序方面。公司的上层管理部门将人事部门的各种活动以及公司职员皆看作公司的大笔纯支出，而尽可能的削减这部分的开支。公司对人事部的活动持不积极的支持态度。 在人力资源管理阶段，企业员工被看成企业的可以增值的资产而被发展以期充分利用潜能。人力资源部门充分利用职位分析，工作分析，职位概述，人员选择和招聘，员工培训等等活动来提高企业员工的效率，从而增加企业的管理和运营更加有效。当一个公司实行人力资源管理战略的时候，人力资源部门将被纳入公司战略计划的一个重要组成部分。公司的未来发展，市场拓展，新产品研发等等都要牵扯到人力资源部门的支持，协调与合作。人力资源被作为提高公司竞争力的战略手段而被重视。除此之外，人力资源管理就是协助公司去激励员工，透过一些物质上的满足和一些财务奖励，从而增加员工的对公司归属感、增加员工士气和减低对工作的不满等¨。有高昂的士气会使工作更加有效率和使工作更加顺利，最终公司和员工也各有得益。 在人力资本管理阶段，人力部门的基本职责仍与人力资源管理时期相似，但是企业员工不再被看作有发展潜力的资产，而是公司可以利用的资本。人力资源部门的各项活动被量化与公司的利润率挂钩，并且这也是衡量职工和各部门是否有效工作的主要手段。 主要职能人力资源管理的主要职能包括：人员招募；培训及开发；薪酬及福利管理。人员招募：人员招募又称为人员招聘。主要是基于组织（公司，政府，非盈利组织等）的近期及远期的业务需要，来制定人员需求的计划，并通过各种招聘手段来完成组织的人员需求。人员招募主要涉及人员规划，简历收集，选聘，录用及员工入职培训。培训及开发：培训及开发主要是通过一些培训及开发的技术及手段，提高员工的技能，以适应公司所处经营环境中的技术及知识的变化。主要的技术及手段有：培训 在岗培训 轮岗 员工继续教育计划 辅导，训导薪酬；福利管理：人力资源管理的内外部条件人力资源管理的外部条件劳动法规 劳动力市场 当地文化 人力资源管理的内部条件企业经营战略 国际化程度 人力资源部的组织设置有以下三种方式：职能型组织设置 人力规划 人力购得 培训与进修 工资和薪水 社会事业 对象型组织设置 技术类员工 管理类员工 领导层 受培训者 混合模式
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请问第一篇是出自哪本书的啊？