We must respect to genius guy , That ‘s not importantHow are they?

Where are they from?What are their religion?

Human Resource Management

The first topic what we should focus on them are:

Human Power:A. Strategic Human Resource Management

(SHRM)B. Human Resource Active Management(HRAM)

SHRM: The human power is trying to improve friction job’s power , creative and making new work power ,providing more clerks , improving well-services

for customers and consumers

What is the HRAM ? It means that, employees are more valuable of firm properties and they are helping each other to

approaching the targets.

Stringent adjacent HRM : The employees should be managed till could approach valuable addend and could

creative competitive management and believed that , Human Power could get benefits by investment.

The opinion Mr ,Felborn believed that employees are important resource which we should

get more powerful benefit form it. The manger in HRM are believed that ,we should invest on new technology

and human resource for approaching big targets.

We have mentioned the stringent adjacent and we should mention another one

Smooth adjacent HRM: A. Human Connection B. Specify on correlationsC. Stimulation D. Leadering

The opinion “Estray” believed that we should behave by employees lie

valuable properties and we conclude skills and experiences as a firm’s competitive advantage

The opinion“Ghost” believed that we shouldn’t look to employees as an equipment

and targets . also ,he specify that we can approach the thinking by communion the employees in correlations and other well method .

The opinion“Gonar Vejaje“ believed that (( the group has one opinion in an organization’s

target and they are working together )) ,on the other hand ,against some specialist ,there is no any personal and subtle difference between smooth

adjacent and stringent adjjacent.

The opinion “Olrish velig” believed that the system of Human Resource

Management could make a organization ability which company find the new opportunity and invest on them (workers)

We can analyze and split the SHRM as below:A. Resources and manager’s interestB. We are adapting a strategy’s

human resource extinction for catching valuable addend of employees

C. We might need a culture power’s structure by training the subjective correlation

D. We could guarantee that we will get the employees testimonial because of well-done in the company

E. We could help organization till identity the beneficiary group’s necessary

F. We could concern subjective and group’s differences of employee

G. We could provide the welfare physically and mentally for employees and improving them

Human Resource Management Decisions:

A. We could employed the professional employers in skills and experiences.

B. We could improve our cooperation by teaching employees and providing a situation for promoted their works and skills.

C. To improving methods of management ,cooperation and confidence among employees organization.

D. Profitable selecting and attraction :improving management and training activities that is related to organization necessity.

E. We could choose a moral method for managing the employees and notice them.

We can add three parts to make the Human Resource Management in a system

Development

Management functional

TestimonialFunction

The theory

Fambon

To making a Human Resource information box/bank

To providing confidence of top managers notice into Human Resource

like notice into other index in an organization

To measuring of cooperation’s slice and consonant the Human Source activities

The theory“Biers” believed that Human Resource Management is conclude all activities and decisions management that

is influenced on organization and Human Resource

A new model of Human Resource Management

Model of HRM

Reciprocal Beneficial

Reciprocal effective

rreeeeeeContrast

testimonial

Reciprocal targets

Reciprocal responsibility

A model of ghost on the base of Harvard’s contrast theoryA. Strategic integration : The

organization ability in consonant of world guarantee the Human Resource Management

B. High commitment: behaved commitment in following the targets are being succeed and view commitment which is well –known of employees in firms

C. High quality : it would be effected in all sector of behaving management process and investment on well-employees

D. Flexibility: the flexibility in structure’s organization would be proportionate with available capacity and upbringing organization staff creative

The theory“John persel” believed that methods and politics of Human

Resource Management are related to commitment ,Testimonial , works group , cooperation ,consonant , learning’s quality

We have talked about some theories and methods. right now ,we want to give you another theory.

“Keith sishen” A. It would be specify on consonant

‘s politics with each other and firm’s schematized.

B. Responsibility employees management wouldn’t be only on especial groups of managers.

C. We would notice to relation between managers on employee’s related and managers in Human Resource Management and instead of specify on individualist ,we could specify on work’s group.

D. We would specify on goods – quality into customers and getting their completely satisfaction.

E. It would be different in kind and unit of testimonial on the base of acting ,competence ,cooperation or skill’s employees.

Defect’s Human Resource Managements

A. We don’t unite the situation for employees management.

B. The ghost believed that a optimistic concept is important to attract them Human Resource Management .

C. Incoherence would be destroyed to kardief opinion’s clientele.

D. ((potential targets)) it doesn’t prove Human Resource Management but, there is a different opinion between walfer and ghost.

The theorywalfer believed that ,it is unable to involve itself with container or

techniques of employees management. just managed the environment the manager must arise from his / her chair ,having conversation or ever debate with your employees ,then managers can improve the acting organization

The similarity between employees management and Human Resource Management

A. Both of them ,top managers are responsible for management the employees .

B. Both of them ,are believed that to respect clerk ,providing cooperation between subjective necessity and growing employees that is using of sufficiency for secure satisfaction and helping to some organization for approaching goal.

C. Both of them are using similar method for SWOT, sufficiency , acting management ,training, Development and growing management .

D. Both of them have got a especial specify on relation process and cooperation among employees.

We van divide the strategic compliments in five parts

Strategic compliments

Nomination targets for a company (chendler 1996)

Long movement and improving activities in an organization

(Jason,Valfkener 1992)

Movements and improving

activities in long term

(Jason,Sholse 1993)

Collection of selecting

fundamental or sensitive

(chendler 1997)

Consonant between hide abilities and

extrovert environment (Kei

1999)

Human Resource Strategic Management has got two main resource for approaching targets: A. There should be Strategic Targets B. There should be acting plane

Right now, we want to talk about the role of competitive advantage in Human Resource Management

Competitive advantage

Quality : To presenting and showing the goods and best

potential with qualities services to customer

Cost leadership : The politics program result by ((the paid

correct goal))

Innovation : To providing the best

“Barny” has got four standard items in decision

Standard items in decision

Creative value for

customers

Paucity in collation with rival

Unable to replacement

Unable to initiative