|
Human resource is one of the most important resources for the enterprise,improving HR manegement of non-human-resources departments is becoming one of vital methods to develop and better human resource in the organization.Generally,as the end user, non-human-resource departments act as HR management execute function, put the HR management in practice in the enterprise. On the contrary,HR department is in charge of popularizing and establishing of HR policy. These two kinds of departments are both distiguish and cooperative,with different emphasis.According to systemic theory,HRM is a systemic project,requiring every department taking part in. So advancing the management of non-human-resources department will paly an critical role in enrich HRM theory and promot HRM in practice.HRM is not exclusive to be execute by HR department. In fact ,every manager,no matter what managing level or what department he is in,is involed in HR practice such as recruitment, interview, employee training and developing, performance management, compensation, postion appraisal, job analysis, and so on. All these jobs are dependent on non-human-resources managers’s partincipating and cooperation. All managers of all strarums and departiments take on the resiposibility of HRM. It is necessary to define distinctly the resposibility and obligation of all sorts of managers and make sure who should implements what activites of HRM.The paper intents to express to the point:HRM is not only practice by HR department as it used to be,but aslo executed by non-human-resource departments. All kinds of managers in the organization are relative to the HRM system,with various HRM content and function. On the whole,how to manage staff for the non-human-resources managers effectively is emphases of the paper.On the basis of collecting large number of pratical materials on HRM of both aboard and home,and the integrated usage of actual research and theory analysis, the paper offers an idea of the HRM of non-human-resources-managers. At first, I sum up native and overseas outcome in this field. In succession, I analyse present status,existent problems and reasons of native HRM. At Iast,it draws the conclusion that what the non-human-resources managers should do better in the HRM.
|