1. Introduction介紹
 

適當(dāng)?shù)娜肆Y源管理是一個組織的未來可持續(xù)發(fā)展的日益虛擬化。在如何理解個人價值觀方面，使企業(yè)能夠更好地發(fā)揮人才的最大能力，管理者需要認(rèn)識到組織的要求和員工最迫切的期望。受組織外部環(huán)境和內(nèi)部環(huán)境的影響，管理人員在許多問題上可能引發(fā)的問題。在組織中，企業(yè)是否應(yīng)該實施與員工管理相關(guān)的政策問題？“，”如何有效地實施這些政策，以發(fā)揮個人的能力，在組織中的貢獻(xiàn)，“為什么這些調(diào)整是必要的，在這個組織或決策的過程？“經(jīng)常被認(rèn)為是由高級管理人員在業(yè)務(wù)實體將面臨一些實質(zhì)性的變化。這些問題的解決需要組織的管理團隊有充分的版本和長遠(yuǎn)的考慮，對人才的存儲和客觀的成就。

本文的目的是論證人力資源管理對組織中員工價值、人才招聘和女性高級職位三個方面的影響。研究的過程中，在實施過程中可能發(fā)生的一些問題，也將提供建議的建議。Appropriate human resources management is increasingly virtual for an organization’s future sustainable progressing. In terms of knowing how to appreciate the values of individual so that a corporation can better utilize a talent’s maximal abilities, manager need to recognize the organization demands and staff’s most imperative expectation as well. Influenced by the organization external or internal environment, the issues about managing people that may be raised in many concerns. In the organization, the issues such as ‘whether the corporation should implement policies are relevant with employees management?’, ‘How to effective implement these polices to exert individual’s abilities to contribute in the organization,’ and ‘Why these adjustments are necessary in this organization or the process of decision making?’ are frequently considered by senor managers while the business entity would face some substantial changes. The resolve of these problems require organization’s management team have a full version and long-term consideration towards talents storage and objective achievement.

The purpose of this essay is to demonstrate discussion the effect of human resource management on three fields which are employees value, talent recruitment and senior position of women in an organization. The suggestions for some problems that are highly possible to happen during the process of implementation would also be provided at the end of research. 

2. Employee Value Proposition員工價值主張

員工價值主張是由哈德和藤本解釋（2010），員工價值主張（EVP）可以看作是由一個組織的投資回報的能力，理性能力的一系列有益的獎勵，經(jīng)驗和貢獻(xiàn)來自就業(yè)。另外，執(zhí)行副總裁是一個方法的環(huán)境員工的要求與組織的戰(zhàn)略計劃，努力勞動應(yīng)急業(yè)務(wù)策略協(xié)調(diào)。Employee value proposition is interpreted by Hartel and Fujimoto (2010) that the employee value proposition (EVP) could be seen as a series of beneficial and awarding by an organization for reason of payback the skills, capabilities, experiences and contributions it acquires from the employments. Also, the EVP is an approaches surroundings staff’s requirements coordinated with business strategies for trying labor contingency with organization planned strategies. (Stone, 2013)#p#分頁標(biāo)題#e#

As for organization, there is no possible for a enterprise to become truly successful in market competition, because it help enterprise to appeal talents and re-engage disenchanted workforce. A investigated taken by Kilduff (2013) shown that an effective employee value proposition is more likely to have engaged employees and stronger financial results. Also, facilitate the prioritize an organization’s HR agenda means that manager should now what specifically individual should absorb. (Powell, Symbaluk & Honey, 2009) The problem for why employee value proposition is so important for a corporation that can be illustrated an employer brand would be demanded the role of individual in an organization, and this effects are merged into every aspect of the individual’s ability. Only the EVP within corporation really keep up with staff’s value under job circumstance that can be said it was a win-win situation. (Wigfield & Eccles, 2010) Figure 1 has shown the EVP from various factors drives attraction and commitment in the labor market.

Figure 1: A Key to Attraction and Commitment

 (Corporate Executive Board, 2007)

For individuals, the employer are going to become more motivated and activated in work, the “go the extra mile” are higher possible to be done by employees in a well-formed award process while the organization can receive staff’s loyalty. The benefits form an well-structured organization that EVP should contain attraction and retention of virtual talents, which helps preference decision by human resources procedure, in order to develop stronger people brand, reduce enchanting workforce and save hire premiums. (Wigfield & Eccles, 2000)

 

3. Recruitment of Business Professionals招聘業(yè)務(wù)人員
 

A research investigated by Kiduff (2013) entitled “realizing the value of people management from capability to profitability”.  

The recruitment of business professionals may let an organization’s hiring cost become higher but the correct recruitment professionals even have capability to recovery a enterprise. (Powell, Symbaluk & Honey, 2009) The best example is Apple’s leader Steven Jobs, he depended on almost single-handed to create a word’s smart phone revolution and recovered Apple to the most popular brand for digital production . Talking about the business aspect, the enlargement of one corporation need additional staff, the staff who familiar with its environment can better adapt job environment rapidly. Moreover, if a large amount revolution raised in production technology while more people with better talent and skills are demanded by the corporation. Vacancy of virtual role, obviously, is another reasons to recruit a professionals to make sure the virtual position are continued under normal operating condition.#p#分頁標(biāo)題#e#

Professionals have many advantages because abundance skills that will permit individual stands behind to potential employers as well as enhancing the organizations degree of stable. An corporation may have advanced technology or the luxury physical resources, whereas if there is lack of have skilled talents that the organization will struggle hardly to reach the its objective. (Business Case Study, 2014)

For many corporations, recruiting should consider these functions as for employer branding makes candidates expect to implement in the original place. Recruiting is the meaning that absorbs and choices future senior manager, identified organizational demanding and achieve best performance within lower expenditure. Kilduff (2013) stated that is the reason why headhunters are compensate well by corporations and why LinkedIn is flourishing in the stock market.

 

4. Increasing the Proportion of Women in Senior Positions增加婦女在高級職位中的比例
 

Generally, the female engagement in direction positions such as senior manager remains quiet low, with women outstanding performance but suffered discrimination by gender. Sometimes. women have usually made progress into direction position at the micro-level. Whilst women have raised amounts representation in middle management ranks, adopt to the most senior posts is very limited. (Corporate Leadership Council, 1988)

There are several elements forbidden women progress into management position. These difficulties are compulsory limited their position by social bias, by family responsible, by employer suspect, and even by their own confidence. Research form Corporate Leadership Council (1988) explained why a large amount of women are not in executive rank. Two powerful factors that are influence the phenomena, one is the women position in whole society. The role of female is treated as mothers or wife who seems should put their into family life rather than business. The behavior expectation is a real obstacle to their corporate upward mobility. Moreover, organizational structure and policies are apparent endow men more strengthen than women whilst both of them match on the same competitive context. The organization unfair in furtherance opportunities and remuneration hinder women from pursing higher management positions.

The issues can be revised, however it requires to release fault recognition. Business owners frequent handle appropriate intentions and are not willing to advisedly segregate against women. A potential discrimination that should to be comprehended and understood. Popularly, the corporation board of executives focus on the organizational level rather than the departmental segment that include lower-level administrative or support for female’s roles.

The issues can be took measures in different fields. Firstly, view the methods of jobs are defined. Illustration by an example provided by Wadhwa (2014), Lucy Sanders was a CEO of The National Center for Women & Information Technology, thought that corporation inquiry to emphasis on what types of technical jobs are given to women. Moreover, extend the talent pool by searching beyond the regular recruitment circumstance. Furthermore, when employer select senior management that are required to interview at least one woman for each disclose position. In hiring process, the concentration ought to forever be on abilities rather than on other sectors. #p#分頁標(biāo)題#e#

5. Conclusion總結(jié)
 

In conclusion, above samples and theories can illustrate that the people for an organization specifically those are posses talents that can be seen as the potential capital for an the organization. Nevertheless, neither the penetration of leadership or awarding policies within a corporation are able to instead for improvisational strategies in human resources management, and employers must be dynamic in the internal or external context as well as internal information concerning this human resource so that they can achieving the goals accompany by their staffs.

 

6. References文獻(xiàn)

 

Business Case Study, 2014. Using effective recruitment to retain competitive advantage. Business Case Studies LLP., viewed on 13th September 2014.

Corporate Executive Board, 2007. Improving talent management outcomes:10 talent management insights for the chief human resources officer. Corporate leadership Council. Viewed on 14th September 2014.

Stone R.J., 2013. Managing Human Resources (4th edn.). John Wiley: Brisbane.

Kilduff J., 2013. Companies with an effective employee value proposition more likely to have engaged employees and stronger financial results. TOWERS WATSON, viewed on 17th Spetember 2014,.

Hartel C. E. J. & Fujimoto Y., 2010. Human Resource Management. Pearson Education: NSW Australia.

Wigfield A. & Eccles J.S., 2000. Expectancy-value Theory of Achievement Motivation. Contemporary Educational Psychology: pp.68-81.

Powell R.A., Symbaluk D.G. & Honey P.L., 2009. Introduction to Learning and Behavior (3rd edn.). Wadsworth: Cengage Learning.

Handler C., 2007. Hiring for potential vs. skill: Hiring for potential vs. hiring for key knowledge, skills, and experience. ERE Media, Inc., viewed on 15th September 2014.

Schawbel D., 2012. Why Recruiting Is Vital to Your Success. American Express Company, viewed on September 19th 2014,.

No author., 2014. Military, Marine Corps Recruiting Depot Paris Island. Answers, viewed on 15th September 2014,.

Corporate Leadership Council, 1998. Increasing the representation of women in senior management positions. Workplace Performance Technologies Ltd.

Wadhwa V., 2014. How to Increase the Number of Women in Tech. The Huffington Post, viewed on 15th September 2014.