Reference no: EM131383

管理很具有挑战性。但是，与人打交道可能是我们生活中最困难的事情。人们是非常复杂的生物。我们都来自不同的种族，文化，民族，宗教和政治背景。这可能使我们每个人都以不同的信念和价值观的尊重。尽管四个主要管理功能构成了管理过程的基础，包括组织业务，控制和领导员工以及计划。在这个复杂的过程中，经理可能几乎没有正式的培训，只需通过观察或建模来提高想法和技术。管理层在业务中的作用涉及计划，组织，人员配备，领导和控制组织的人员和流程。本文将谈论人力资源（人力资源）挑战。这些因素会影响管理人员； how relevant the previous theories to affect understanding the current challenges; how to overcome the challenges; and why information is important in managing organisations.

The world of work is changing. Out sourcing, international mobility, talent shortages, new labour laws, globalization and shifting demographics an ageing workforce. Where, how, and for whom, people work is, in turn, transforming company structures and cultures. The role of the HR Manager is evolving with the change in competitive market environment and the realization that HR Management must play a more strategic role in the success of an organization.

Creating and maintaining personal records of all the staff are part of HR department's job. In other word, HR management involves of all detailed arrangements of personal activities within the organisation, no matter which departments. The HR managers also need to keep the data up-to-date.

人力资源领导者比以往任何时候都承受着更大的压力，以证明其劳动力实践和政策的结果。

人力资源经理作为“人”的行为与其他雇主一样，他的行为也会受到情感，情感，需求和动力等的影响。为了帮助组织有效，有效地表现，人力资源经理必须提高他的个人态度。无论发生什么情况，他都必须在其他雇主面前成为解决危机的先驱。他需要性格的力量和对人类行为的理解，例如为人力资源系统的新思想思考，以使决策更有效和效率；计划实现组织的未来目标；眼睛注视着工作人员以保持自己的情绪以正确地完成工作。但是，HR经理本人必须解决组织内部到人力资源经理的雇主的实力。因此，对他来说，很好地组织自己的行为以表现出色非常重要。

总的来说，当今人力资源经理的重点是战略人员保留和人才的发展。因此，作为“经理”，他必须受到训练和动力。他负责为组织的计划，组织，控制和领导。结果，人力资源部需要训练他，激励他，监督他的活动，并为他提供领导。另一方面，他必须在管理人际关系方面具有出色的知识和技能。

Factors affecting human resource management include the current labour environment, organizational changes, and the availability of skilled employees in the workforce (What Are the Different Factors Affecting Human Resource Management? 2013).

A primary function of human resources departments is to maintain adequate staffing levels. Of course, workplaces are contested environments. The availability of opportunities to participate is the source of contestation between: Junior or senior, full time or part time workers, teams with different roles and standing in the workplace, individuals' personal and vocational goals, as well as among institutionalised arrangements such as those representing workers, supervisors or management. Contingent workers or part time workers may struggle to be afforded opportunities to participate in the ways available to full time employees. For instance, part time staff may have difficulty in maintaining the currency of their skills and in realising career aspirations.

引入新的政府工作场所法规是一个外部因素，需要人力资源来确保公司符合依从性。人力资源经理必须学习如何与组织中的员工达到有效的工作场所沟通能力。员工与管理之间的联络是经营良好的组织中的重要功能。换句话说，与员工和听力员工保持联系，这是一项通常伴随着人力资源的任务。沟通不良可能会增加不健康和不安全问题的风险，从而为组织巨大的财务损失。工作场所有效沟通的关键要素包括：与员工的定期，定向对话；电子邮件，Internet，Intranet，硬拷贝通信，人力资源文件和记录，调查和反馈，员工手册，会议，委员会和知识管理系统（Work Place Communication 2012）。

影响人力资源的内部因素是公司的当前和项目增长率。经历积极增长和快速扩张的公司可能使其人力资源部门专注于招聘和人员配备。

Another internal factor is the willingness for the human resources department and company management to use technology to aid in certain key human resources functions can impact how the department allocates its time and resources. Organisations that make greater use of tools such as online benefits management, where employees can make changes to their benefit plans on their own, provide HR managers with more time to focus on other areas like recruiting or training. Such managerial system can not only save time, but also save the man power.

在扩展计划中有效管理人员是一项需要持续计划和开发的技能。为了克服挑战，管理人员有一些技巧来处理最困难的问题。

1. Developing and clarifying mission, policies, and objectives of the agency or organization;
2.建立正式和非正式的组织结构作为委派权威并享有责任的手段；
3.在需求变化方面设定优先级，审查和修改目标；
4. Maintaining effective communications within the working group, with other groups, and with the larger community;
5.选择，激励，培训和评估人员；
6.确保资金和管理预算；评估成就；
7.对员工，较大的企业和整个社区负责。

除此之外，管理人员还必须为组织制定适当的计划。计划是任何扩展工作者的关键管理功能。计划正在设计未来，预测问题并想象成功。简而言之，对于想要生存的任何人来说，计划都是必不可少的。长期以来，计划至关重要，因为它将注意力集中在对组织至关重要的未来问题上。

经理必须根据特定情况以及参与人员或人员来改变他们的决策方法。首先，他们必须识别和评估问题。之后，找到解决该问题的替代解决方案，然后对其进行评估。后来，实现替代解决方案。最后，评估实际决策和决策过程。

In addition, it is important for HR managers to find the right people in the right position. This may help the HR managers to do their jobs efficiently and effectiveness. The process of staff selection involves evaluating candidates through application forms, curriculum vitae, and interviews and choosing the best candidate for the specific job responsibility. One can even have a list of criteria and a score sheet for each individual. Even then, successful hiring is often a very intuitive act and involves some degree of risk.

在组织的日常活动和实践中具有混合管理理论的经理能够更有效，有效地管理其组织。处理人力资源经理面临的问题的一种方法是，通过管理人员和使人心理解决的员工获得必要的支持。管理理论应成为任何组织战略管理过程的重要组成部分。它不是管理的基础，而是可以帮助组织提高其生产力，并帮助人力资源经理成为更有效的经理。另外，为了最大程度地提高劳动力生产率和管理领先的员工，管理人员应受到最新教育。结果，全球商业世界迅速变化，人力资源经理必须迈向商业世界的顶端。从这个角度来看，培训甚至可以帮助最好的经理学习新知识。

另一种方法是确保企业文化和多样性适当地调和。从管理的角度来看，另一个复杂的因素是，个人不一定希望通过例如其颜色，性别，能力水平等来确定。管理多样性可能是指为管理与任何相关问题的任何相关问题引入的倡议有多样性或身份的问题。在当今的组织中，对多样性的关注可能是：发展鼓励多样性的文化；防止欺凌和骚扰的有害健康影响；使多样性与组织战略构想和价值观保持一致；社会和道德责任；学习组织的发展和管理知识。

An organization that is good in ‘information and knowledge management' is bound to be successful in this digital age. Business intelligence is an important aspect in any enterprise. Since 2010, when social media first became an internet buzzword, it has proven itself to be not only a cultural facilitator, but also a very real business tool. It is important to recognise social media as a subset of a larger whole where the component parts and various platforms, protocols and devices are all different ways to see the same distributed information, communications and manufacturing networks.

Data warehousing servers, database management tools, tools for software development, financial performance management, content management across the enterprise, document management tools and other similar tools are available for the enterprise which is interested in managing information and knowledge. Organisational hierarchies in today's world are much flatter than they were saying 30 years ago. This has to be applauded but even within this new egalitarian society, managers are still expected to display different behaviours to their staff. If information presents value, it can be considered an asset. Although one cannot feel, smell or touch information, it is a critical element to almost any modern business. Information can be an asset or a liability, depending on the adopted information strategy or external factors. Today, business organisations create and use vast quantities of information as never before. it has become a valuable asset to business function in a business form. it also has become the economic value of the organisation, which can be expressed through an increase in competitiveness, higher productivity increased revenue, etc.

管理是将人员，技术，工作任务和其他资源组合和协调的过程，从而有效地实现了组织目标。人力资源管理人员专注于将业务需求与员工的需求和发展相匹配。良好的领导对于有效变革至关重要。扩展组织成功的关键因素是改善其人力资源。但是，“人”是管理人员的挑战。为了克服挑战，经理需要聚集这些因素；理论和信息影响组织。