Ⅰ 人力资源管理专业相关英文版书籍
推荐，《人力资源管理》，human resource management,主编Gary Dessler,曾湘泉，中国人大出版社，已经出到第十版（中文版）了，可以考虑一下！
我也不是HR出身，工作是HR,刚拿着在学，书还不错，可以考虑，应该有纯英文版的，你搜搜！
Ⅱ 关于人力资源的外文文献
中国知网的全文期刊数据库中的sci库检索，直接在sci上也有的。这两个比较权威，另外就是些会议资料了。还有，翻译是没有的，但是网站都提供词典，没有什么数据库提供全文翻译的。
Ⅲ 谁能告诉我最好的人力资源管理中文和英文网站
中文网站：
中国人力资源网不错，www.hr.com.cn
Ⅳ 英文论文在哪里找呢
Behavioral research discloses that human relations at work are just easier, perhaps because they are more regular and predictable and thus simpler to adjust to than the sporadic, the more intense and less regular relationship in the community. (R.Sayles Leonard, British writer)
行为科学研究提示，工作中人与人之间较好相处。这或许是因为工作上的人际关系较有规律，而在社会上，人与人之间的关系是断断续续的，比较紧张，而且也较少有规律可循。(英国作家 伦纳德.R.S.)
Don't gild the lily. (William Shakespeare, British dramatist)
不要给百合花镀金/画蛇添足。(英国剧作家 莎士比亚.W.)
Every man's work, whether it be literature of music of pictures or architecture of anything else, is always a portrait of himself. (Samuel Brtler, Averican ecator)
每个人的工作，不管是文学、音乐、美术、建筑还是其他工作，都是自己的一幅画像。(美国教育家 勃特勒.S.)
Growth and change are the law of all life. Yesterday's answers are inadequate for today's problems ----just as the solutions of today will not fill the needs of tomorrow. (Franklin Roosevelt, Averican president)
生长与变化是一切生命的法则。昨日的答案不适用于今日的问题——正如今天的方法不能解决明天的需求。(美国总统 罗斯福.F.)
Happiness, I have discovered, is nearly always a rebound from hard work. (David Grayson, American journalkist)
我发现，辛勤工作的报酬几乎总是幸福。(美国记者 格雷森.D.)
I can live for two months on a good compliment. (Mark Twain, American writer)
只凭一句赞美的话我就可以充实地活上两个月。(美国作家 马克·吐温)
I do not like work ---no man does --but I like what is in the work -----the chance to find your self. (Conrad Joseph, British novelist)
我不喜欢工作——没有人会喜欢工作。但是我喜欢在所从事的工作中——找到发现自己的机会。(英国小说家 约瑟夫.C.)
In order that people may be happy in their work, these things are needed: they must be fit for it; they must not do much of it; and they must have a sense of success in it. (John Ruskin, British writer)
为了使人们在工作的时感到快乐，必须做到以下三点；他们一定要胜任自己的工作，他们不可做得太多；他们必须对自己的工作有成就感。(英国作家 罗斯金.J.)
In our efforts to adjust differences of opinion we should be free from intolerance of passion, and our judgements should be unmoved by alluring phrases and unvexed by selfish interests. (Grover Cleveland, American president)
在我们努力协调意见的分歧时，应当抛弃偏执与意气用事；我们的判断不应当被花言巧语蒙骗，也不应被个人私利扰乱。(美国总统 克利夫兰.G.)
In silence, in steadiness, in severe abstraction, let him hold by him-delf, add observation to observation, patient of neglect, patient of reproach , and bide his own time , happy enough if he can satisfy himself alone that thia day he has seen something truly. (Ralph Waldo Emersom, American thihker)
学者应该高度集中精力，坚定信仰与追求，坚持缄默，继续观察。他要忍耐人们的忽视与责备，等待自己因为发现了某些真理而满怀欣喜的时机。(美国思想家 爱默生.R.W.)
It is impossible to enjoy idling thoroughly unless one has plenty of work to do. (Jerome Klapka Jerome, British humorist)
除非有大量的工(英国幽默家 杰罗姆.J.K.)
It is no use doing what you like; you have got to like what you do. (Winston Churchill, British prime minister)
不能爱哪行才干哪行，要干哪行爱哪行。(英国首相 丘吉尔.W.)
My philosophy of life is work. (Thomas Alva Edison, Averican inventor)
我的人生哲学就是工作。(美国发明家 爱迪生.T.A.)
One of the symptoms of approaching nervous breakdown is the belief that one's .work is terribly important, and that to take a holiday would bring all kinds of disaster, If I were a medical man , I should precribe a holiday to many patient who consicered his work important. (Bernard Russell, British philosopher)
神经即将崩溃的症状之一是相信自己的工作极端重要，休假将会带来种种灾难。如果我是医生，我给这样的病人开的药方是：休假。(英国哲学家 罗素.B.)
The best preparation for good work tomorrow is to do good work today. (Elbert Hubbard, Bitish writer)
为把明天的工作做好，最好的准备是把今天的工作做好。(英国作家 哈伯德.E.)
The office of the scholar is to cheer, to raise, and to guide men by showing them facts amidst appearances. (Ralph Waldo Emerson, American thinker)
学者的工作就是通过向大众提示存在于现象中的事实来鼓舞大众、教育大众、引导大众。(美国思想家 爱默生.R.W.)
To do great work a man must be very idle as well as very instrious. (Samuel Bubler, American ecator)
要从事伟大的工作，一个人必须既非常勤劳又非常空闲。(美国教育家 勃特勒.S.)
To him I owe the discovery that even very short periods of time add up to all useful hours I need, if I plunge in without delay. (Johm Erskine, American ecator)
我感激他使我 发现即使是很短的时刻，只要我分秒必争的一头钻进工作，积累起来就成为我需要的特别有用的几个钟头。(美国教育家 厄斯金.J.)
Ⅳ 请教几个人力资源词汇的英文,谢谢!
1. revise a salary project
2. the wages checks, issue
3. the capture and payment of employee's social insurance
4. the management of employee's labor contract
5. mode of processing of labor disputed:inside intercession,arbitrage,law,and so on
6. make a plan and organize implement
7. the plan of the inside conscribment ,outside conscribment and compus conscribment for humen resources
8. make a all year cultivation plan for company
9.
Ⅵ 求人力资源方面英文文献
Human resource management
Galy Dessler。绝对经典！
Ⅶ 谁能帮忙找一篇关于人力资源管理类的外国文章啊
到www.sciencedirect.com上面找吧。。。搜Human resource management，这个是国外的期刊网。要帮你找的话可能不符合你的要求。
Ⅷ 急求，关于人力资源管理的外文文献
The summary results chart provides a quick visual representation of your scores in eight categories that make up the Leadership Effectiveness profile. Scores upon which to most concentrate are above 3.5, which are considered to be strong and scores below 2.75, which may be in need of further development. Please note that these category scores are averages. Indivial question scores can be viewed by clicking on the categ
Ⅸ 那里有英文版人力资源管理毕业论文
http://www.managementhelp.org/hr_mgmnt/hr_mgmnt.htm
http://en.wikipedia.org/wiki/Human_resource_management
http://zh.wikipedia.org/wiki/%E4%BA%BA%E5%8A%9B%E8%B5%84%E6%BA%90%E7%AE%A1%E7%90%86
http://books.google.com.sg/books?id=FciK6xtWfy0C&pg=PT166&lpg=PT166&dq=Private+Enterprise+human+resource+management&source=web&ots=OFncstpski&sig=6f_0AsxbQZFRexeS08L8UAT_Zf8&hl=en
http://en.wikipedia.org/wiki/List_of_human_resource_management_topics
http://books.google.com.sg/books?hl=en&id=9fWF_ndSCcAC&dq=human+resource+management&printsec=frontcover&source=web&ots=4xwIYBuMf9&sig=6qfNhxSFoKD-_s0NWnwVdVS-vHk
http://books.google.com.sg/books?hl=en&id=EZ1CLRm3FnQC&dq=human+resource+management&printsec=frontcover&source=web&ots=e9ZXXrcD0q&sig=i_JxI28y7ZXehl-dqvoX-KtdldI
http://books.google.com.sg/books?hl=en&id=1m0i_YKPDNwC&dq=human+resource+management&printsec=frontcover&source=web&ots=yu6BZIhFj_&sig=WU6l52bZ0JH2JZPN4Qy038OtuKA
http://books.google.com.sg/books?hl=en&id=Gu1YWQGHgLcC&dq=human+resource+management&printsec=frontcover&source=web&ots=H7SbJNAizE&sig=Y3GssDjBHljJr3aRrmVgCaA9gTY
http://books.google.com.sg/books?hl=en&id=bnAiaXdzbRwC&dq=human+resource+management&printsec=frontcover&source=web&ots=NbX4F8U9oG&sig=umxDaoU05w_dZkxyT_usnZH5lR0
http://books.google.com.sg/books?hl=en&id=Vs98_GTpU5EC&dq=human+resource+management&printsec=frontcover&source=web&ots=571NexI6ER&sig=i8A4B8m2nb1LkNv8UrzVcgm2XI8
http://books.google.com.sg/books?hl=en&id=aQpPzvu4eC0C&dq=human+resource+management&printsec=frontcover&source=web&ots=9c4a-JsUBC&sig=N8_-lXARbKr61H9yKwrhNcPQF8Y
http://books.google.com.sg/books?hl=en&id=2BWLZTWoAeUC&dq=human+resource+management&printsec=frontcover&source=web&ots=msCayB2Gwr&sig=2WxIZuqhy3ZvWW7rPYsqCwkOwcY
Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who indivially 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 workforce.
Features
Its features include:
Personnel administration
Personnel management
Manpower management
Instrial management[2][3]
But these traditional expressions are becoming less common for the theoretical discipline. Sometimes even instrial 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 companies.
The theoretical discipline is based primarily on the assumption that employees are indivials 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 proctively, and that the main obstacles to their endeavors are lack of knowledge, insufficient training, and failures of process.
HRM 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 rection 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 theory
The 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", i.e. 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, instrial engineering, instrial and organizational psychology, instrial relations, sociology, and critical theories: postmodernism, post-structuralism play a major role. Many colleges and universities offer bachelor and master degrees in Human Resources Management.
One 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 Theory
Postmodernism 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 indivials). 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 i.e. 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 Management.
Critical 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 relationship.
Business practice
Human 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 departments.
Workforce planning
Recruitment (sometimes separated into attraction and selection)
Inction 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
Careers
The 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 concted by interviewers, EOE (Equal Opportunity Employment) specialists or college recruiters. Training and development specialism is often concted by trainers and orientation specialists. Compensation and benefits tasks are handled by compensation analysts, salary administrators, and benefits administrators.
Professional organizations
Professional 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