[雙語翻譯]人力資源外文翻譯--危機(jī)期間人力資源管理的戰(zhàn)略方法

1、4600 英文單詞， 英文單詞，25500 英文字符 英文字符, 中文 中文 8000 字文獻(xiàn)出處： 文獻(xiàn)出處：Pelin Vardarl?er. Strategic Approach to Human Resources Management During Crisis [J]. Procedia - Social and Behavioral Sciences, 2016, 235:463-472.Strategic approac

2、h to human resources management during crisisPelin Vardarl?erAbstractHuman Resources Management is one of the most important units of modern firms and organizations. It gains even more importance in times of crises, beca

3、use it makes up an important dimension of crisis management. It is well known that human resources policies have a great influence on people; therefore, those polices are to bring about humanistic consequences.In this st

4、udy, possible effects of always looming crises and ways to avoid or cope with those crises have been examined and presented to readers. The study mainly focuses on the human resources strategies aspect of management at m

5、anaging crises; and, it compares classical and modern ways to handle the effects of crises on human capital.Keywords: Human resources management; Crisis management; Human resources strategies.1. IntroductionCrisis manage

6、ment may be defined as an organization’s acts and behaviors which prepare it to be ready to manage major catastrophic happenings in a safe and effective style (Lockwood, 2005). In the general scope of the study, crisis i

7、s taken as only a financial crisis. However, from a human resources perspective, any kind of crisis is important to consider; so, in this study crisis in general will be evaluated.A crisis can be described as a total dis

8、ruptive event to a partial disruption where people, property, equipment or the environment that may end up effecting company value negatively. It ruins the reputation and upsets stakeholder perception towards the organiz

9、ation. In today’s world, the human resources’ role is ever more important during times of crisis to prevent irreparable damage than it was before. Human resources managers have important role to guarantee their environme

10、nt are aware of the crisis from employee side and make plans and projections ahead to help reduce its disruption. For this purpose, human resources managers work together with complete commitment to produce solutions for

11、 the sake of organization. (Lockwood, 2005). While the focus of this study is derived from the last financial crisis of the world, as it is mentioned above, crises come in all shapes and forms; henceforth, this work will

12、 try to deliver the author’s view of human resources during any crisis.So in this study, we will not deal with how to prevent crises; yet, we will shed light on some modern approaches which human resources management may

13、 utilize in difficult situations.2. Human Resources Management and Human Resources StrategiesToday, businesses have already started to pay more attention to human resources policies and applications in order to achieve a

14、 sustainable competitive advantage and high performance in business operations. The human resources management concept has emerged from the idea of using human capital reasonably and efficiently (Vardarl?er, 2015). The h

15、uman resources department in a business serves in various ways and for different purposes such as increasing competition, managing of international business, technological auditing these standards and comparing them thro

16、ughout the organization (Dessler, 2013). Human resources management exercises these functions in a more detailed way. It generates sub functions which are crucial to the success of management. Actually, these functions a

17、re typical and are the daily activities of the human resources management. Actually, the real role of human resources is a bridge between employer and employees. All the activities which are conducted by human resources

18、serve to this organizational aim. They encompass the processes from the very beginning of recruitment until the job termination. Realizing these goals and interests, it is neither organizational nor personal but somethin

19、g between the organization's management and employees. As a consequence, there is a decisive move in the treatment and management of human resources in the organization. This will not only give importance to the huma

20、n resources management, but it will also face serious challenges (Loji?, ?krbi?, there is no company to talk about. Personnel management sees people as input in order to reach desired output determined by the top manage

21、ment. Personnel management does not deal with training, developing employee skills, talent management or career planning. Personnel management is more dependent on the top management than human resources is. Whereas huma

22、n resources has a opportunity and position to discuss strategic issues with the top management, personnel management truly acts as a sub body which fulfils the commands of the top management (Vardarl?er, 2015). As a resu

23、lt, personnel management is a traditional way of managing employees in the organization while human resources management is a modern approach, not to do the same but similar things for the success of the organization.Str

24、ategic management is the sum of the decisions and activities which specify and identify the long term performance of an organization (Eren, 2013). Bearing in mind the previously mentioned definition of strategic manageme

25、nt, it can be said that strategic human resource management is forecasting, understanding, changing, improving and leading human behavior within the organization in accordance with the strategic plans made by the top man

26、agement. (Loji?, ?krbi?, & Risti?., 2012). All of the human resources plans should be laid out in a way that the organization can handle management policies and practices smoothly.Human resources strategies may emerg

27、e from external reasons like difficulty to meet some future plans or needs. On the other hand, they may come from current challenges that the organization faces. HR strategies may be declared by the top management offici

28、ally, as a part of the organization’s strategic plans and it is often formed in detail by HR department. This is truly different for each company as the culture and environment of the firms are different from each other

29、.As it was mentioned before, crisis management is the sum of the endeavors to make ready stakeholders to define, react to, and rescue from crisis incidents. Likewise strategic human resources department processes will be