本文主要講的是企業的人力資源戰略和經營戰略的銜接關係，在當今時代，企業的人力資源戰略和企業的經營戰略需要相互銜接，以適應形勢的要求。現代企業需要確保企業的人力資源需求與企業戰略相輔相成。他們需要齊心協力地工作，以滿足公司的財務要求，並確保生計。為了確保員工對特定的工作績效感到滿意，必須有辦法建立績效指標和有效的績效管理系統，因此，公司需要與不同的利益相關者建立緊密的員工關係。本篇論文代筆價錢文章由美國論文人EducationRen教育網整理，供大家參考閱讀。
In the current times, the human resource strategy and the business strategy of the companies need to work in cohesion in order to meet the requirements of the situation. There is a need for the companies in the modern time to ensure that the human resource needs of the company are complimented with the business strategy. These need to work in cohesion to meet the financial requirement of the company and to ensure sustenance. To ensure that the employees are satisfied in the particular job performance, there must be ways to have a performance metrics and effective performance management systems and from this, the companies need to have cohesive employee relationships with the different stakeholders.
The companies need to comprehend about the natural and theoretical perspectives of the employment relationship (Rowe, 2003). There are different roles for each of these employees, and there must be factoring in of the changing nature of the employment relationship. However, these are found to vary based on the dynamic nature of the events.To conclude, the company hires employees, train the employees, provide remuneration for their efforts and try to keep the resource within the company. This is needed for the sustenance of the company. Many models of SHRM have been in vogue. However, the companies try to use their own model based on the theories.
This is to address the contingent factors while also addressing the universalism practices. It is advised that the company must adhere to these tenets of basic people management while ensuring that they also meet the objectives that have been set by the company. In this schema, the company needs to adhere to the ethics, conflict management, transparency and accountability of the process. These must be factored to maintain employee relationship. The performance of the employees and reward programs must be in lieu of their efforts. The remuneration that is provided to the individual depends on these factors of tangible and intangible rewards. Some of the ways in which they can be incorporated in the current schema have been detailed in this analysis.
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