人力资源论文文献翻译

你的是论文里面的吧我把网络直译的又修改了一下，论文的要求严谨一些。 With China's economic reform deepens, the field of health economy on the Chinese penetration of China's long-practiced in the publicly funded health care and labor revealed a number of drawbacks: unstable funding sources, Bao Zhang surface Xiao, socialization, low levels of lack of cost constraint mechanism. Rapid increases in medical expenses, personal and corporate unbearable heavy medical burden, to some extent has hampered the pace of economic reform. Basic medical insurance system reform, the hospital had an unprecedented impact. The management of the famous scientist Peter Drucker that "human resources" concept than half a century later, the comprehensive development of human resources as an important social scarce resources have been made widely recognized, the "people-oriented" thinking has been that people generally accepted. Hospital is helping the wounded died the Holy Land, is the pain of hope for people to lift. At present, China's hospitals, especially state-owned hospital staff incentives increasingly exposed the imperfections of the disadvantages of high drug prices, medical care, the burden of heavy tension between doctors and patients, the same big pot phenomenon, all the money has been a serious chronic illness like normal medical treatment of people affected and damaged the image of the hospital should become a social problem. In this paper, literature-based, dynamic contact point, and empirical research methods and inductive analysis, the first overview of staff incentives, including its contents, the role and relevance; and then explain the current state-owned hospitals, staff management, including current status The main problems and long-term damage; and from the perspective of the hospital and staff of two reasons, to find the state-owned hospitals in the human resources operation and management of benefits and drawbacks of the root of the problem; Finally, countermeasures and suggestions to make the benefit of its self-development measures, to better serve the community on the future of talent management mechanism of state-owned hospital reform and improve some reference. 007出品 盗版必究

人力资源论文参考文献2017

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With the deepening of reform of China's economic system, market economy for medical hygiene field in China, the public and the long-term exposure to some medical malpractice insurance: financing channel instability, security, low level of socialization of face, lack of cost constraint mechanism. Medical expense rise rapidly, individuals and enterprises of the heavy burden of medical unbearable, to some extent, has hindered the pace of national economic system reform. The basic medical insurance system for urban employees to hospital reform, has an famous manager Peter drucker "human resources" concept for more than half a century later, the human resources as the important social development has been scarce resources widely recognized, the thought of "people-oriented" has been accepted by is the holy people, is the hope of relieves the indisposition. But China's state-owned hospitals, especially the hospital staff incentive mechanism imperfect increasingly exposed the shortcomings of high prices, and medical treatment, a heavy burden, the doctor-patient relationship in the tension, meritocracy phenomenon, such as money-oriented vulnerability has seriously affected the normal people, destroyed due to the hospital, a social problem on the basis of the research literatures, the dynamic contact point of view and empirical research method and inductive analysis method, the first to employees incentive mechanism, including its contents, functions and realistic significance, And then expounds the state-owned hospitals, including the staff management situation, main disadvantages and long-term hazards, Then from the hospital staff and two Angle analysis, find the reasons of state-owned hospitals in human resources management and operation of the defects and the root of the problem, Finally put forward relevant countermeasures and Suggestions to make its own development countermeasure to better serve the society, and the future of state-owned hospitals talent management mechanism to reform and perfect reference.

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

Along with the deepening of economic reform, the market economy on the penetration of the field of medicine and public health, our long-term implementation of scholarships and labor insurance medical malpractice: exposed some financing instability, protect the surface is small, the low degree of socialization, lack of cost constraint mechanism. Fast rising medical costs, personal and enterprise to bear the heavy burden of health care, to some extent already hindered the country's economic reform. Medical insurance reform, on hospital produced unprecedented influence. Home of the famous Management · Peter Drucker's proposed "human resources" concept for more than half a century later, human resources development as an important scarce resources have been widely recognized that, "people-oriented" ideas have been widely accepted by the people. The hospital is died of wounds in the Holy Land, helping people to dissolve the sickness of hope is located. At present our hospitals, especially national hospital employee incentive mechanism of increasingly exposed its drawbacks, prices high, the difficulty, burden, doctor-patient relationship, big phenomenon, money like lepers has seriously affected the normal people seeking medical care, destroyed the hospital should have images, become a social problem. This article is to document research-based, dynamic contact points and case study method and inductive analysis method, first on employee motivation mechanisms overview, including its content, functions and practical significance; then explains the current state-owned hospital staff management, including status, major disadvantages and long-term harm; and from hospitals and staff two angles of reason, find state-owned hospital in the human resources operations and management of abuses and the root of the problem; the last relevant strategies and recommendations, so that they make in favor of their own development strategy, to better serve the community, on the State-owned hospital future talent management mechanism for the reform and improvement of a certain degree of significance. Keywords: human resources; employee incentive mechanism; the reform of State-owned hospitals;