人力资源案例分析Y公司是由原来的三家企业合并而成的中型汽车配件企业。近几年，该公司的经济效果迅速提高，财务实力明显增强。

1 宋燕按说明书找人,刘明按实际操作找人
2 沟通不畅,招聘标准不正确.
3 在宋燕工作中说明书是选人的标尺,在刘明的工作中说明书没啥用
4 提前沟通,准确了解人员需求信息,多去生产一线,理解最新情况,合理运用工作分析方法.
5 先深入了解人员职责或作业流程,使用的设备,需要的各种技能,在招聘工作中挑选公司最适合的求职者.

选B,人力资源是将人作为一种资源来开发，以“人”为中心，而人事管理是过去将人作为管理对象，简单的发布命令让员工执行。

enterprise's staff training is not only an important part in human resource management, but also an critical way of attracting talents, developing talents and keeping talents. Through an analysis of staff training in ShuLianTongGuang Science and Technology Co.Ltd, I find some problems existed in this company such as ignoring staff training, training method being simple, lack of encouragement and no training system and so on and put up with some solution accordingly.

Problems HR as business partner for sustainable development...英语句子是不完整的,建议把全句写出来..
后部分可以翻译--HR作为可持续发展的业务伙伴（HR as business partner for sustainable development）

纯扯淡的题目,哪里用什么公式?
车工定员人数=生产零件需要总工时/每个车工每年实际工时
=0.5*465120 / （365*5/7-10）*8*95%
=1224（人）

Abstract: in the era of knowledge economy, knowledge workers have become the enterprises focused on training and management of resource of a manpower. How to manage knowledge workers effectively, make full use of their potential, to stimulate their enthusiasm to the work and the sense of responsibility of the enterprise and the sense of belonging, for enterprises to create greater efficiency, promote the enterprise human capital value, this is the modern human resource management should emphasize the research direction. China's private enterprises a great part in the management of the knowledge type staff exists more or less problems, many private enterprises on knowledge employees incentive mechanism is not perfect, so that the incentive effect is poor, cannot motivate knowledge employees' work enthusiasm, and this problem is likely to affect the normal operation of enterprises. Therefore, how to motivate knowledge workers effectively becomes particularly important. This thesis is to Huawei Technology Limited company for example, the domestic private enterprises of knowledge type employee motivation current situation and the reason analysis, the combination of incentive theory, research, and puts forward the intrinsic motivation and extrinsic motivation of these two kinds of incentive methods, on China's private enterprises of knowledge type employee incentive problem to undertake a a positive study.

这个不是三级考试书上的例题吗？
1、
（1）根据十天内的就诊统计数据，可求得每天的就诊人数的均值X和标准差σ
X=10天总人数/10天=123人 σ≈8
每天就诊上限=均值+μ•σ=123+1.6×8≈136人
2、医生人数=必须人数+辅助+勤杂+夜班
必须人数=工作总量/工作效率=就诊人数上限×每位病人需要时间 / 每位医生实际每天工作时间
=（136人 ×15分钟） / （8小时×60分钟×85%）=5人
所以医务人员总数=5+1+1+1=8人
均值公式和方差公式自己去看书了、、这个是书上的原例题

Now with the development of enterprise, human resource is the priority among priorities enterprise, talent is the core of the enterprise. How to attract talents, retain talents. Performance advantage is to attract and retain an activity. The staff behavioron job performance and work in the case, the collection, analysis, evaluation and feedback, the process in order to form an objective, impartial and personneldecisions. Performance management as an effective means of enterprise management, how to remain invincible in the fierce competition, as an important means of human resource management, effective performance evaluation exerciseproperly, the staff's working enthusiasm high, enterprise cohesive force, strong market competitiveness; on the contrary, it will cause low employee satisfaction, loss of talented people, the decline in business efficiency etc.. The effective management of human resources has become an important magic weapon for each enterprise to obtain competitive advantage, the success of the. In this paper, the performancemanagement of Beijing AJT Automobile Co. ltd..

11--abc
12--abd
13--abc
14--错
15--错
16--对
17--错
18--错
19--错
20--对

Traditional personnel management no longer fits for nowadays fierce market competition; therefore, it is gradually replaced by modern human resource management. Personnel management and human resource management are both the management of human, yet the transfer is merely simple substitution of names but fundamental change in managing concept and method of personnel.

如今，企业已经越来越了解到人在市场竞争中的重要性,准确高效的人力资源管理是企业能够在激烈竞争中取得优势的重要保证。
Today, the enterprise has more and more people to understand the importance of the market competition, accurate and efficient human resource management is the enterprise to the fierce competitive edge in important guarantee.
全面提高人力资源管理的有效性已成为企业必须重视的问题之一。
Improve the effectiveness of human resources management has become the enterprises must pay attention to the issue.
随着信息技术的迅速发展，其快速、简单、低耗、准确、稳定的特点满足了企业对人力资源管理的需求，使得越来越多的企业加入到企业人力资源管理信息化建设队伍中。
Along with the rapid development of information technology, and its rapid, simple, low consumption, accurate and stable characteristics to satisfy enterprise of human resource management needs, make more and more enterprises to join enterprise human resources management informatization construction team.
医药企业对人才有着更为专业的需求，因而更应该进行人力资源管理信息化建设，优化企业人力资源配置。
Pharmaceutical companies have more professional on talents, and more should demand of human resource management informationization construction, optimize enterprise human resources.
本文通过对桂林天和药业股份有限公司目前人力资源管理的现状进行详细的调查，发现企业在实施人力资源管理信息化过程中所存在的问题，并结合相关理论及企业自身情况分析问题原因，为该企业的人力资源管理信息化建设提出针对性的改进建议，使桂林天和药业股份有限公司的人力资源管理能够更科学更有效。
This article through to guilin pharmaceutical Co., LTD. And the present situation of human resource management at present a detailed survey and found that enterprise in implementing hr management information process in the existing problems, and unifies the related theory and enterprises' condition analysis of reasons, for this enterprise human resources management informationization puts forward Suggestions to improve pertinence, guilin pharmaceutical Co., LTD. And the human resources management can more scientific more effective.

1、B
2、D

Scenarios Simulation 绝对是这个

Human resources management ; the performance assessment ; salary ; recruitment

~~~~~~~~~~~~~~~~~~~~~~~~~~Abstract ~~~~~~~~~~~~~~~~~~~~~~~~
With the trend of economical globalization, human resource as the power to push economic development becomes the key factor to get competitive advantage, therefore, it becomes the main factor the enterprieses compete for. In the general situation of shortage of workers, small and medium businesses are always confused by difficulities to employ enough staff which prevents they from optional operation and development. In the meanwhile, it leads to the possibility of the phenomenon of shortage and frequent jump of the workers.
~~~~~~~~~~~~~~~~~~纯手工翻译 来自超人气民间专业团队 英语系 ~~~~~~~~~~~~~~~~~~

2 to establish excellent enterprise culture
Enterprises in the development process, should consciously through the establishment of common values, occupation ethics, strengthen the management of human resources, thus unifying enterprise staff's thought,make people towards the same goal, push the enterprise forward. To createexcellent corporate culture, is to enable enterprises to establish a "people-oriented" ideology, respect the staff's value and status; the staff to establish "the hero" sense of responsibility.
3 allow employees to make mistakes
The real world is full of uncertainty, in such an environment work nature can not be successful, a person can do the right thing, do the wrong things, he is a good man. As a manager, if the requirements under the don'tmake any mistakes, it will inhibit the spirit of adventure, to shrink with cold, so to be successful business opportunities.
4 to guide the staff of reasonable competition
In the enterprise, the staff also exist competition, difference competition is unfair competition and unfair competition. As the competition is to takeproper means or a positive way forward to vie. Unfair competition is to take improper means to restrict, or pressed against competitors.

The new economic era of network, knowledge changed measure enterprise wealth standard, knowledge become the enterprise strategic assets, as knowledge bearer of human resources, which is the primary resource of enterprises, how to do human resource management, and give full play to the enthusiasm of the employees, excavate potential employees, improve work performance, the realization human resources of the optimal configuration, strive to build up and enterprise development strategy mutually adapt of the scientific, effective, sound, can attract employees make employee loyalty in enterprise's incentive mechanism, has become the enterprise should consider above all problems.

1.财务部 Finance Office
2.助理办公室 Office Assistant's Office
3.董事长办公室 The Chairman's Office
4.成本部 Cost Office
5.董事会办公室 The Directors Board Office
6.工程部 Engineering Office
7.行政办公室 Administration Office
8.外联部 Public Relations Office
9.人力资源部 Human Resource Office
10.会议室 (大) Conference Room
11.会议室 (小) Meeting Room
12.招投标办公室 Tendering Office
13.接待室 Reception
14.法务部 Legal Office
15.副总经理办公室 Deputy General Manager's Office
Office 可用Department或写 Dept.代替,但一般公司多用Office.

D

Abstract:in the field of human resources management for data management needs and characteristics of enterprises with different existence big difference. Based on the analysis of the characteristics of decision using metadata managements of software to deal with this problem.The solutionis based on the traditiona lmultilayer distributed software architecture based design of data management based on metadata,data layer.In this schemeis reasonable and effective in practical application is confirmed,that the different sectors of the practical application will also have the very good effect.
Keyword:human resources management software,metadata management,application

360度评估反馈（360°Feedback）,又称“360度考核法”或“全方位考核法”,是指由员工自己、上司、直接部属、同仁同事甚至顾客等从全方位、各个角度来评估人员的方法.
望采纳

FriendshipI have a lot of friends, but real good friends are less more less. to make a good friends is good for your studying or working and so on, I hope my new friend is good at study or it can play the piano, I don't want make friend who just like say love, I can't study well like I used to be, unless my new friend can study with me everyday. it is so important to make a good friend, that maybe change my life even change my future.
Inrecent years, studying abroad has become a hot trend in China. Many parentsprefer to send their children abroad to receive the further education. Studyingabroad has so many advantages. Firstly, we can see the world better and learnsomething about foreign countries. If we want to do something well, we’d betterput ourselves in that environment. Secondly, we can learn much more advancedknowledge of science and technology. Finally, we can use the foreign languagein our daily life, so that we can master it so quickly. I think in this way canwe enlarge our eyes and widen our minds.
The InternetThese days, more and more people are interested in the Internet. Using the Internet, students are able to get the latest information from literature to sports. Students can also join the group on line, discuss such things as maths problems, school life and so on. Through the Internet students can broaden their view. But if students spend too much time on line, it will do them harm.
望采纳
希望对你能有所帮助.

With the coming of The era of Knowledge Economy, human resources have played a more important role in enterprise management,which can bring huge profits to the company.It lies mostly in the grasp of human resources whether a company can compete successfully with others.The significance of Compensation System is fully shown in human resource management(HRM).That is because HRM is one of the ways to guide the transformation of strategic goal of the enterprise.Usually ,the establishment achieve its goal through leading and motivating staff and combine the interests of the firm and those of the employees organically.
Enterprises have to face the problem of increasingly complex and extremely significant payment under the circumstances of intenser competition among peers ,stronger adjustment function towards remuneration of the market and more diversified composition of labor payment and labor themselves.Through setting up pay system,the enterprise not only enhences its inner cohesion but also its competitive power outside.In conclusion, the establishment has the responsibilities to make use of compensation effectively to attract, retain and motivate the employees,so as to win more competitive advantages for company development.
【公益慈善翻译团】真诚为您解答!

如果入职日期在A1,在B1输入公式：=DATEDIF(A1,TODAY(),"y")

I hope it could be of some help to you.
Just for your information.
-------------------------------------------
校园文化、硬件设备、人力资源等固然很重要,但是一个大学如果没有良好的运行机制,就称不上是一个好大学.就像一台机器一样,零件齐全了,我们需要把零件合理组装才能使各个零件发挥出各自的作用.
Campus culture, hardware equipment, human resources and etc. are of course very essential, but a university without a sound functioning mechanism is by no means counted as a good one. It is just like a machine and it has every part needed. Only we have assembled each of them properly can it play its function fully.
-----------------------------------------
All rights reserved @2010 Lawrence H.D
P.S.
Copyright Warning: The said translation and KISS MY ASS are the exclusive property of Lawrence H.D; any infringement of the same is a violation of my exclusive rights.
-----------------------------------------

楼主看看我翻的吧,希望能有帮助：）
PM(Performance Management) is in a key position in HRM(Human Resource Management), and it is a behavior oriented, a control method and a stimulate measure. But PM is also a very complex and hard work, which means reasonable appraisal index and standards should be established and proper appraisal personnel should be chosen to make the evaluation as fair as possible. Before appraisal, what employees real need should be acquired, according which a serial of performance indicator can be established, and the employees reach index can gain corresponding reward. In addition, a timely communication with the employees can make them recognize their progress and insufficiency and then correct it to improve work efficiency. According to appraisal result, we can know contribution degree of each employee and determine what reward and prize should be given. If employees' pay can get corresponding return, employees will be efficiently motivated to move on, and a virtuous circle will be formed, that is: the needs of employees --- stimulate measures --- performance target. Under the function of this virtuous circle, the core competence of the corporation will be constantly strengthened.

With the development of the Enterprise Management Theory, HRM (Human Resource Management) is gradually formed. The development and management of HR (Human Resource), as the king of 4 enterprise basic ...

I appreciate your views in human resource managment.

general manager
superviser
financial department
general management department
operation department
secrity office
production department
market department
general manager office
human resource
warehouse
maintenance team
backup warehouse
路名：汉语拼音加 Road

无弹性：无论工资怎么变化,劳动供给都不发生改变.现实生活中例子很少,农民如果算是一个职业的话,应该是这种.
无限弹性：工资恒定,劳动力变化无限.现实生活中,没有这种例子.这个概念存在只是为了考虑所有可能性.
有弹性：工资变化,劳动力变化.正常工作都这样.
富有弹性：工资变化,劳动力供给变化剧烈.一般低端的手工业者,就是这种情况.
缺乏弹性：工资变化剧烈,但是劳动力供给变化相对较小.一般高端的技术工种是这种情况.因为是高端,所以劳动力总量比较小.

1、首先得写人力资源管理具体是什么
2、员工在人力资源管理中扮演的是什么角色
3、这个角色起着什么样的作用
4、当这个角色发生变化是,会产生什么影响
5、总结员工对人力资源管理是重要的

You have already finished the procedure of the transfer and leaving your office,which means you would not be resticted by the duty of job findings any more.If you were dispatched by the company of human recource,you should have already signed up a labor contract with it.
手工翻译，欢迎提出意见！

管理学家彼得德鲁克曾说，30年前典型的企业模式几乎就与典型的制造型公司如出一辙。然而正如德鲁克所预见的“未来的企业模式将以知识化为基础，通过组成专家组指挥管理组织运行，并根据组织成员，顾客，以及高层的反馈信息来评测他们的表现。为此，便是我要说的信息化组织。”结果，许多专家认为，人本核心，包括员工的知识水平，教育程度，培训技巧，以及相关专业工作经验受到重视，促使当今和未来企业内部角色专业化分工更明确。并终以节约相关如设备，机械以及生产场地费等物质资源成本为目的。

手工翻译,有不满意的可以根据自己的意思修改,有不怎么明白的可以在线问
As an important part of Human Resources Management, performance appraisal is becoming more and more important in management of state-owned businesses.
Establishing a scientific and formal staff performance appraisal system to build an appraisal-related competitive and incentive machanism has become an inevitable choice for a state owned business that is to develop sustainably, rapidly and heathily.
This article aims to analyze the problems and drawbacks of the performance appraisal system in state-owned businesses, to put foward some proposition for soluting those problems on the basis of mirroring some advanced empirical management experience and further more, to probe into building a specific performance appraisal system that best suits the state owned businesses' needs, on which basis to enhance the state owned businesses' competitiveness in market economy.

With the knowledge economy coming and international competetion increasingly fierce,
the huamn resource management plays more and more role in the business management.
Entering twenty first century, the globalization trend of world economy is strengthened, the
development of science and technology changes rapidly, and the essence of comprehensive
national strength competetion of all countries is evolving into the copetetion of human
resources. It is a task of top priority livening state owned company and raising comprehensive national strength of China that further to do well our state owend enterprises management of human resources and improve its human resources management systems in the new century.


Keyword: state-owened enterprise , human resources management, present situation, Incentive, performance evaluation

模型1,直接根据数据变化趋势,用成熟的预测方法,如灰色预测、人工神经网络、回归等方法来预测,这样的预测完全根据数据变化趋势的预测.
模型2,机理建模,要分析增长的影响因素,并从资源限制、投入计划、收益最大化角度,做深层次、更科学、更合理的预测了,从这个角度,模型就比较复杂点了,但无非也就构建函数,最优化处理等方法.

BAAA
欢迎追问
谢谢采纳
您的认同是我最大的动力

纯手工 望采纳
The 21th century is an era fulfiled with opportunities and challenges. It is not only an era where survival of the fittest and elimination of inferior happens, but time of more fierce competitiion in human resource. This article tries to find out some aspects that the operating personel of postal field in MS City dissafisfiy in existing organizaional material/non-material motivation measurements through the analysis of survery and questionnaire to these people about the existing motivation strategies. It finds the root of currenct problem by analyzing the historical data and questionnaire, combined with some related knowledge of Motivation Theory and Human Resource Management and provides several improvement strategies to the previous motivation system.

with the development of society and economy, as a most precious resourses, hunman resources take a much important position in enterprise management. competitions among enterprises are talents battles in the end. 还有呢,就是现在没时间了.

Abstract: the recruitment of small and medium-sized private enterprises to play an important role. Small and medium-sized private enterprises staff recruitment exist human resources management organization and personnel Settings not in place, they need to post a lack of proper positioning, recruiting the implementation is not standard, the enterprise to applicant attraction was weaker, enterprise knowledge staff turnover higher problem. Improvement of small and medium-sized private enterprises staff recruitment, we need to strengthen the foundation work recruitment, and pay attention to the human resource planning; Do hiring the preparatory work, pay great attention to the position analysis; Improve the comprehensive quality of recruiters, standard recruitment process; Establish a scientific selection standards; The enterprise culture founded science health.
Key word: small and medium-sized private enterprises; Recruiting talents; Human resources management

The Problem and the Strategy :the Study on the HRM of the xx Subsidiary Bank of the BC
hrm 就是人力资源管理,此处“问题”这个词可以省略了,研究的就是与之相关的问题,没必要重复,Subsidiary Bank 就是分行,而BC就是 bank of china
欢迎一起探讨,希望对你有帮助

eserch on HR Management System of small-and-medium-sized enterprises

相信把 installment (分期付款) 和 instllation (就职) 混淆了。
就职 = installation or take up the post or appointment.
入职 英文是 assume office or take up the appointment.

要应聘人数至少1000人，
合理规划应该是，本年度可以加班加点赶工或者是派遣出去让别的公司代劳。招聘不能急于一时，特别是有经验的人，不但要培训，还要适应公司环境和业务流程，所以应该慢慢招揽培养。

经理需补充人数：经理离职2个 ,科长升经理2个,所以经理补充人数为0.
科长需补充人数：科长升职2个,降为业务员1个,离职1个.,业务员升为经理3个,素以经理需求人数为1个.
业务员需求人数：业务员升职3个,离职9个,科长降为业务员1个,所以需求人数为11个.
预计人员供给量就是每一列总和就是每个职位的预计人员供给量.
我就是学人力资源管理的,不懂的可以继续问我.

一、有五项基本功能：1、获取 2、整合 3、保持和激励 4、控制与调整 5、开发
二、工作分析主要有6个方面内容：工作内容、责任者、工作岗位、工作时间、怎么操作、为什么要这样做
三、员工招聘的途径：两种，内部招聘与外部招聘
四、薪酬制度设计的基本原则：有5个基本原则，公平性、竞争性、激励性、经济性、合法性

人力资源,HR的重点工作之一就是要进行人力资源的需求和供给分析,然后在二者之间做好平衡.企业人力资源供求达到平衡(包括数量和质量)是人力资源规划的目的.企业人力资源供求关系有三种情况：人力资源供求平衡；人力资源供大于求,结果是导致组织内部人浮于事,内耗严重,生产或工作效率低下；人力资源供小于求,企业设备闲置,固定资产利用率低,也是一种浪费.人力资源规划就是要根据企业人力资源供求预测结果,制定相应的政策措施,使企业未来人力资源供求实现平衡.
以达到如下目的：
1、规划人力发展
2、促使人力资源的合理运用
3、配合组织发展的需要
4、降低用人成本

人是不可预测的,是时刻因为环境在变化的.
HR中的人性理论只是在最宏观的角度进行了大方面的划分,我个人认为会有第四种类型的.

Innovation is the future management of the melody, promote economic and social development. Human development relies on innovation, science and technology progress depends on innovation, and create a new situation in human resources management is also dependent on innovation. In the new world The age, level of management innovation and innovation ability will be crucial to all organizations. The new situation and new tasks for human resources work puts forward new demands new challenges. In the world scope of human resource management, combined with the development trend of China's human capital The source of the development and management, the author thinks that reality, modern human resources workers to be readily to keep pace with The Times, environmental change challenge, must persist to reform and innovation, constantly exploring human capital under the new situation The source of the development and management of the new method of new ways. Innovative content would include at least the following six aspects: management concept of innovation, The innovation of management system, The innovation of the management mechanism, Management system innovation, Management organization innovation, Management of technology innovation. and Primary problem for the concept of innovation.