人力资源管理HRM留学作业-国际化中小企业人力资源管理面临的挑战。本文是一篇HRM留学作业写作范文，主要内容是讲述国际中小企业在人力资源管理结构上存在一些问题，人员流动速度快，薪酬待遇弱，员工教育、培训和团队管理不够。在国际市场上，这些问题需要尽快解决，因此，一些国际中小企业不得不对其管理结构进行改革，因为有些国际中小企业往往专注于一些能够立即盈利的过程，而不关心未来的利益，而且他们的管理结构臃肿复杂。因此，国际中小企业必须发展新的管理结构，以适应国际市场的竞争，分权是一种趋势，它可以激励员工和管理者积极负责，分权首先要求管理者具备良好的管理知识和技能。激励制度可以提高员工的积极性，平均主义是不合适的，因此国际中小企业需要改变其管理结构。下面提供HRM留学作业写作范文供参考。
1. Introduction 引言
The international SMEs have some problem in human resource management structure, the mobility of personnel is fast, the salary compensation is weak, the employee education, training and teamwork management is not enough. In the international market, these problem need to be solved as soon as possible, therefore, some international SMEs have to make a revolution in its management structure, as some international SMEs often focus some process that can profitability immediately, and dont care about the future benefit, and their management structure is overstaffed and complex. So the international SMEs have to develop the new management structure to adapt the competitive in the international market, decentralization is the trend, which can motivate the employee and managers active and responsible, decentralization firstly requires the manager who have good knowledge and skill in management. The motivation system can raise the employees motivation, the equalitarianism is not appropriate, so the international SMEs need a change in their management structure.
2. The variation in the organization structure 组织结构的变化
Most international SMEs have the problem in organization structure, the variation is quite big. Usually, the organization structure is line, the result of which can cause the overstaffed, bureaucracy, and the low efficiency. Therefore, the organization structure has to simplify the organization structure, reduce the hierarchy. A flatten of an organization is one of the solution, but not the only one, and it could not be enlarged forever. The purpose of the flatten is to reduce the cost of the management, more communication between up layer and down layer, it is necessary in the international SMEs, the company originally has the problem in the management, so this method of management can increase the efficiency, it is convenient to the top manager.
国际中小企业大多存在组织结构问题，差异较大。通常，组织结构是线性的，其结果可能导致人员臃肿、官僚主义和效率低下。因此，组织结构必须简化组织结构，降低层级。扁平化组织是解决方案之一，但不是唯一的解决方案，而且它不可能永远扩大。扁平化的目的是为了降低管理成本，增加上下层之间的沟通，这在国际中小企业中是必要的，公司原本在管理上存在问题，因此这种管理方法可以提高效率，方便高层管理人员。
3. The globalization of HRM 人力资源管理的全球化
In term of the element of the law and policy, the international SEMs should make a completed investigation on the policy environment, including the characteristic of the labor organization, and it is necessary to make a survey in the law and regular of the employment. If it does not do like these, it will suffer from the criminal charge upon the labor discrimination and the right of the labor, and the labor dispute also need to pay more litigation cost, which damages the reputation of the company in labor market.
从法律和政策的要素来看，国际中小企业应该对政策环境进行完整的调查，包括劳工组织的特征，有必要对就业的法律和规律进行调查。如果它不这样做，它将受到劳动歧视和劳工权利的刑事指控，而且劳动争议还需要支付更多的诉讼费用，这将损害公司在劳动力市场上的声誉。
In the part of culture, the international SMEs have to integrate in the business process, due to the different cultures in the different countries, the international SMEs have to adapt the culture�s differentiation, except respect their culture, it also need to understand and study the local custom and culture. This is the long �term program, the conflict will happen in the future, but the company should pay more attention on the culture, and base on it, creating its own corporate culture in the globalization market.
在文化方面，国际中小企业必须融入商业过程，由于不同国家的文化不同，国际中小企必须适应文化差异，除了尊重他们的文化外，还需要了解和研究当地的习俗和文化。这是一个长期计划，冲突将在未来发生，但公司应更加重视文化，并以此为基础，在全球化市场中创造自己的企业文化。
In the aspect of economic, the achievement of the international SMEs depends on the labor cost, the fluctuation of the currency. In the international market, the corporate need to consider which country�s employees should be employed, the home national, the local people or the expatriate, and the benefit of the company and the labor cost balanced.
在经济方面，国际中小企业的成就取决于劳动力成本、货币波动。在国际市场上，公司需要考虑应该雇佣哪个国家的员工，本国人、当地人或外籍人员，以及公司的利益和劳动力成本的平衡。
4. Government intervention in the HRM 政府对人力资源管理的干预
As the international company, no matter the size of the enterprise is big or small, when the market has some movements or the policy changed. The international SMEs should adapt the different situation and then make a right decision at the right time, but this process is quite hard for them. Because the government in order to protect the right of the labor, which sets a lot of policy or regular to limit the behavior of the corporate. The government intervention in HRM will increase the cost of transaction between the employee and the employer, at the same time, in order to cut the cost, the international SMEs need to recruit the professional personal who studies the government� labor policies and labor law as the law consultant to manage the HR. if the company can react the government policy as soon as possible, it will achieve the great successful.
作为一家国际公司，无论企业规模大小，当市场出现一些变化或政策发生变化时。国际中小企业应该适应不同的情况，然后在正确的时间做出正确的决定，但这一过程对他们来说相当困难。因为政府为了保护劳动者的权利，制定了很多政策或规则来限制企业的行为。政府对人力资源管理的干预将增加员工和雇主之间的交易成本，同时，为了降低成本，国际中小企业需要招聘研究政府劳动政策和劳动法的专业人士作为法律顾问来管理人力资源。如果公司能够尽快对政府政策做出反应，它将取得巨大的成功。
5. The reputation of the company in the HR marketing 公司在人力资源营销中的声誉
In the HR marketing, many candidates want to find a company which has good reputation in the market, and it has comfortable work environment, high salary, excellent management experiences and future development opportunity. But all of the above, the Small-Medium enterprises cannot afford to the employees. Because of it is lack of enough capital, and successful human resource management experience and the capability of the executive.
Without enough capital, the SMEs just only can employed the candidates who are lack of the professional skill and professional knowledge, as they have no money, so they also don�t want to waste more money on training these employees, or the opportunity for training is not regular. And then the employees who have not accepted the opportunity of training, they will lose working motivation, so the work efficient will be down. And the other hand, the employees who have more experiences want to leave the company, because the company cannot provide excellent working treatment. So the SMEs are easier to lose their good human resource.
在人力资源市场营销中，许多应聘者希望找到一家在市场上享有良好声誉的公司，该公司拥有舒适的工作环境、高薪、优秀的管理经验和未来的发展机会。但所有这些，中小企业都无法负担员工的费用。因为它缺乏足够的资本，缺乏成功的人力资源管理经验和管理人员的能力。
没有足够的资本，中小企业只能雇佣缺乏专业技能和专业知识的应聘者，因为他们没有钱，所以他们也不想在培训这些员工上浪费更多的钱，或者培训机会不定期。然后，没有接受培训机会的员工将失去工作动力，因此工作效率会下降。另一方面，经验丰富的员工希望离开公司，因为公司无法提供出色的工作待遇。因此，中小企业更容易失去良好的人力资源。
The successful human resource management experience and the capability of the executive are very important to the enterprise. But the Small-Medium Enterprises are weak in these, their management experience is quite limited and obsolete, most of that is traditional management approach. As we know, the excellent leader can change the life of the company, so the executive capability is the standard of measuring a good or bad leader. If the good leader will set up the strategy objective, during the process of the strategy, he or she will lead his or her company go in the right direction and make a right decision immediately according to the different changes, which can attract their employees, and work hard for the company.
作业指出成功的人力资源管理经验和管理人员的能力对企业非常重要。但是，中小企业在这些方面很薄弱，他们的管理经验非常有限和陈旧，其中大部分是传统的管理方法。正如我们所知，优秀的领导者可以改变公司的生活，因此执行能力是衡量领导者好坏的标准。如果一个好的领导者会制定战略目标，那么在制定战略的过程中，他或她会带领自己的公司朝着正确的方向前进，并根据不同的变化立即做出正确的决定，这可以吸引员工，并为公司努力工作。本站提供各国各专业留学作业代写或指导服务，如有需要可咨询本平台。