人力资源论文文献翻译译文

With the further development of knowledge economy, companies hungry for talent has become increasingly strong, personnel training has become the core competitiveness of enterprises to create the primary means of training to become an indispensable work of enterprises. The competition among enterprises is increasingly reflected in staff quality and learning ability of competition, creating high-quality staff to become enterprises to participate in the Competition. Plays an important role in the national economy, large number of SMEs, due to the weak competitive position and the competitiveness of their limited resources, is often difficult to attract high-quality development and the urgent need to adapt their talents to support the development of enterprise itself. Therefore, the business-to-staff training and development is particularly main characteristics of SMEs in China large, wide, starting point is not high, are more concentrated in labor-intensive industries. Facing the new century, global economic integration and domestic economic restructuring, two major challenges, one of its core issues of development, human resources personnel, third, or talent. Shortage of talent, especially high-quality management personnel and the lack of high-level technical personnel have been seriously hampered the healthy development of SMEs. Therefore, SMEs should be a general increase in the quality of workers, and build a vast, high-quality personnel, training, recruiting and talent as a good reference for SME development is an important strategic this paper, to solve the problem of human resources development of SMEs, the following suggestions: First, the systematic investigation to determine the target; second, system training, improve the overall quality; third, to strengthen management capacity of SMEs and their managers construction within the system; Fourth, government departments, intensify support; Fifth, actively expand the content of the training system.

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人力资源管理人力资源管理(HRM)的功能包括各种各样的活动,其中之一是决定哪些关键人员需求你有和是否使用独立承包人或雇用员工来填补这些需要,招聘并培训,确保他们是最好的员工高表演者,处理性能问题,并确保您的人员和管理措施符合各项规章制度。活动还包括管理你的员工福利和补偿方法、员工记录和人事政策。通常比较小的企业(盈利还是非盈利)不得不执行这些活动本身,因为他们还无法负担得起的作用,全职或帮助。然而,他们应该总是确保员工——并且意识到——人事政策符合现行的法规。这些政策的形式往往是在员工手册,所有的雇员都有。注意,有些人之间区别差异的一个主要经营活动人力资源管理()和人力资源开发(人力资源开发、专业)。这些人也许包括人力资源管理在人力资源开发、解释人力资源发展包括更大范围的活动来培养人才里面的组织,包括,例如,职业发展,培训,组织开发等。有一个长期哪里的争论相关人力资源的作用应被组织成大型组织,例如,“应当人力资源在组织发展部门或周围其它方式?”工厂的人力资源功能和人力资源开发行业发生了巨大的变化,在过去的20 - 30年。许多年以前,大型组织了“人事部门”,主要是处理作业在雇佣和支付的人。最近,人力资源部组织认为的"扮演一个重要的角色”在人员招聘,培训,帮助管理人员,这样人们和组织的最大能力表现在一个高度实现的方式

The high performance management has become a constant pursuit of enterprise content, and in all be used to enhance management effectiveness of the tools, incentives have become an increasingly important part of enterprises are increasingly subject to a high degree of attention. Encourage the development of human resources is an important means for its performance on human desire to be appropriate to meet demand or constrained, and real people in the pursuit of a goal established at the extent to. However, many managers in understanding and stimulate thinking on the errors, and the company have a great negative impact. So here of management staff how to recognize and encourage the characteristics of thinking, brings to the business of high performance.

With the modern enterprise management theory and the continuous in-depth research, a growing recognition of the human resources of the modern enterprise is the most valuable resources, the competitiveness of enterprises in the final analysis, is a competition, a corporate human resources management level, the final decision of the Enterprise Competitiveness, how effective scientific and rational development and management of human resources is the key to business success. As a result, how to strengthen and improve human resources management of private enterprises in China are private enterprises in the development process The most pressing problem for China's private enterprises to conduct analysis of the human resources management to explore a direct and realistic significance. First of all, this paper demonstrates strengthen and improve China's private enterprises of the importance of human resource management and the need, and then listed a private enterprise human resource management problems that exist, the last in a targeted manner to strengthen and improve China's private enterprises of Human Resources Management Measures with a view to strengthening and improving the private sector human resource management, and enhance core competitiveness of enterprises to provide a reference. Key words: private enterprise human resource management countermeasures incentive mechanism to assess performance楼主：这是我跟我英语老师亲自花了将近半个小时翻译的呵呵！见笑了