Human Resource Management Human Resource Management of New

							Talking about the new human resources management Human Resource Management

 new type of human resource management
 Paper Keywords: human resources management; virtual human resources;
customer-oriented

  Abstract: Virtual Enterprise Human Resource Management 80 produced in the 20th
century, it is flexible to adapt to virtual enterprises, strategic and customer-oriented
demands arising. Its appearance can make human resources management strategy
from a practical type to type. Article from the generation of virtual human resource
management, virtual human resources research perspective, the domestic virtual
human resource management issues facing the development were reviewed, and they
hope help the development of enterprises.


 1, on the concept of virtual human resource management

  look at domestic and foreign literature, the concept of virtual human resources are
outlined below: McNerney (1995) that virtual human resources are "self-service
  works in human resources application." These include: (1) voice response systems;
(2) desktop computer; (3) multimedia. Connell believes that human resource is not
just a virtual network technology, "any of the employees under the Human Resources
Department in the absence of input, modification, access to information technology
are considered to be virtual." These technologies include: network, database, LAN,
image and multimedia files. Iapak & Snel (1998) on the virtual human
resources is defined as a "virtual human resources is based on partnerships with
information technology as a carrier to help organizations acquire, develop and use
intellectual capital of a network structure." The definition of the four elements: the
network structure (network structure), partnerships, information technology and
intellectual capital. Anonymous (1998) that human resource is the virtual "network
technology to human resources to automation," he also proposed in 2000, E-human
resource model, through the use of LAN and the Internet, not only to complete job,
communication, and simple treatment can also be complete self-management of
complex pay system application.
  scholar of Chinese human resource management, virtual time later, scholars have put
forward their own point of view. Wang Zhong virtual human resources management
organizations in the knowledge economy era, the virtual organization structure to
adapt to and use of modern information technology, the organization's intellectual
capital acquisition, performance appraisal, remuneration and development of strategic
human resource management functions. Xie Qizhi, Wang Ying Luo and other scholars
believe that the virtual human resource management refers to enterprises in order to
seize a market opportunity or a temporary order to achieve the goal of being the use of
external human resources. Zhang Guoliang that the so-called virtual human resources
refers to the partnership-based, full use of information technology to help
organizations to obtain, intellectual capital development and planning of a new
web-based framework of human resources [3]. Wang Liping view the content of
virtual human resource management has three meanings: human resources
outsourcing, employee leasing and full automation of human resources management
information system [5]. Dao-Zhi, who think that a virtual human resources is to
leverage external resources to maximize our core competencies of human resources
[1]. Xie Lingbin that the virtual human resource management is not the reality of the
performance of the entity to form, but the role of human resources to organize the
nature of form.

 second generation of virtual human resource management

 80 years earlier, Peter Drucker and Whitebark on human resources management
theory is attention. Ti Kai (Tichy), Fubulumu (Fombrum) and Daiwa Na (Devanna)
and others have suggested the human resources management and the organization's
strategic plan as a whole. Since then, up to the strategic human resource management
human resource management stage.
 The emergence of strategic human resource management makes the role of human
resource management is also changing. Human resource management thus generally
can be divided into two aspects: one is administrative management, the other is
strategic management. HR should be a gradual shift from the administrative
management of the freed, began to engage in more strategic human resource
management. Human resources departments or participates in overall strategy to
support business activities, a management expert, agents of change, decision-making
sector consultants, strategic business partners [3].
 virtual enterprises appeared in the 20th century, 80s, business environment
underwent dramatic changes, making the functions of modern enterprises,
organizational structure, management methods, profound changes have taken place, a
new form of organization - the virtual enterprise it shipped the need. Virtual
organization as the use of information networks to form a force strong, flexible
operation, complementarity and effectiveness of the best combination, which greatly
reduces the organization's expenses, improve efficiency, expand services, reduce time
to market entry to provide organizations with powerful forces and broad space for
development.
 1. Virtual Human Resource Management produced the real causes. First, the need for
lower costs. Intense competition in the market enables companies to have lower costs,
lower labor costs is an important way of saving costs. Human resources, virtualization
can be experts in specific fields outside the enterprise to prevent the staff in this field
continues to increase, this is mostly a virtual enterprise management reason. Second,
the need for risk reduction. Today, companies face increased risk, in the external
environment and internal business development prospects to consider, through human
resource virtualization, business risks can be converted to other specialized external
agencies to reduce their risks. Third, improve the organization's core competitive
ability. Competitive situation, companies continue to seek their own advantage in a
particular link, while the virtual human resource management goal is to help
organizations, freed from the complex things, put more focus on enhancing their core
competencies [2].
 2. Virtual Human Resource Management produced the theoretical basis. The virtual
human resource management theory can explain the large main division of labor
theory of value chain theory and the theory of core competence. Adam Smith's theory
marks the proposed division of labor productivity improvement, and outsourcing is an
extension of the division of labor. Porter value chain theory has been proposed that
the weak link in corporate outsourcing to other companies, to improve the quality of
value chain activities to ensure the smooth and efficient. Core competence theory is
that companies should recognize the core business and non-core business to outsource
non-core business to the best professional companies to invest limited resources to
core business, enhance core competitiveness.

 3, the virtual human resource management in the form and content of the

  (1) virtual human resource management in the form of
  1. A virtual community of practice. Human resources management is the
management of virtual expansion, rather than the management team expansion. Use
of external management consultants business management experts, think tank
personnel, expand the range of management, improved decision-making and
management efficiency, but the company did not thereby expand the enterprise
leadership team and the addition of layers, this is a virtual community of practice.
Virtual communities of practice expansion is achieved by the management of human
resources caused by Jishu, production, management and marketing and other
functions by extension, rather than the pursuit of these features of the carrier - "man"
Zui Zhong possession.
  2. Human resources outsourcing. Human resources human resources outsourcing is
an important form of virtual management. Many traditional market for this operation
is only slightly involved, but some experts believe that international human resources
strategy is competitive today's business one of the latest secrets. HR outsourcing can
provide some benefits for enterprises, mainly in increased efficiency and professional
aspects. As the outsourcing partner is likely to be expert in this field, so the result of
outsourcing can bring high-speed, increase convenience. On the other hand, the
company's human resources department to concentrate on doing other things, have
strategies to help the company achieve its long-term development goals.
  3. Employee self-service. Human Resources Management staff participation in some
of the more powerful features, such as training, routine examination, performance
evaluation can take self-service, encourage employees to self-management,
self-service. This will not only avoid the blindness of human resources and lagging
the work, but also saves the cost of work to improve the management efficiency.
  (b) the contents of the virtual human resource management
  1. Pay virtual. Wages paid design and management of human resources has been the
most basic services, while many U.S. companies have outsourced work to the
franchise business to do. 1995 on 314 major U.S. corporations survey Thank you for
reading this article from [worry document] www.5udoc.com collection and sorting, to
thank the original author. Display: These companies have 26% of the company
retirement, health and other benefits business by the franchisee community to deal
with. These franchise companies are more and more standardized, more and more in
place the services provided to meet various business "personalized" demand. The
majority of our enterprises, institutions and also by the bank to pay wages and
pensions paid to retired workers to the society.
  2. Recruitment virtual. Human resources-related changes in laws and regulations,
and the changing external environment to the enterprise's recruitment policy,
recruitment of the larger risks; also a virtual enterprise staff mobility, flexibility and
irreplaceability have become stronger, therefore, The work towards increasing the
degree of virtualization. There are two ways the virtual recruitment, a kind of
intermediary organizations by external laws and regulations related to human
resources within the constraints, according to company officials the conditions
required for extensive and effective screening, providing a more rational allocation of
human resources . Another way is to enterprises in their own website Biyou
"vacancies" section. Job seekers who wish to work to a business organization, you can
directly access the organization's network.
  3. Staff Virtual. Enterprises become more flexible forms of employment, not only the
existence of the virtual workforce, virtual phenomenon also emerged top talent, in
essence, employees will have the intelligence, knowledge, strength of management
and management employees separated from. Service staff management side have
"ownership", while the other employees only have intelligence, knowledge or
physical strength, "the right to use." There are two kinds of virtual current employees,
one is a virtual labor, one is a virtual intelligence. Virtual labor manual labor primarily
for businesses services, domestic workers, many companies are implementing flexible
employment, the traditional "single employment model" give way to "patch model."
The main means of virtual intelligence personnel to provide a number of senior
intelligence, knowledge on the service, is a typical outside the brain to use the virtual
mode of operation.
  4. Training virtual. Virtual management of the more unique skill requirements of
employees, its business process is interactive business managers and employees of the
education process, which requires its own staff to have a strong ability to learn to
adapt to dynamic changes, corporate training, should be eclectic . In the U.S., many
businesses in the training of the work depends not only on professional consulting
firms or institutions of higher learning, the training there is a more stylish way to the
enterprise network of training, such Fangfayiqi Gao Xiao Zhu Jian convenient for the
large number of firms is. The use of Internet media with the fastest speed launch a
variety of training programs, enterprise networks have with the original intention of
the development of human resources.

 4, the development of our virtual human resource management problems
  of introducing a virtual human resource management in the 21st century, due to the
introduction of the concept of human resource management a short time, human
resources management has only just budding professional education, coupled with
enterprise management concepts and ideas in the gap, it is bound to the ability of
enterprises with foreign advanced there is a big gap, especially in the strategic sense
and the very different capacity to integrated services far. This resulted in most of the
existing enterprises lack the human resources management authority and
incompetence of the state. Our virtual human resource management following
problems:
  First of all, human resources training institutions for many enterprises the same
training program. For-profit service organization for the purpose for a program of
repeated use, the customers (enterprises) in terms of this approach is to cut costs and
intentions. At the same time there are security issues, corporate human resources into
the enterprise should be signed before the commercial confidentiality agreement.
, and second, human resource management outsourcing services company may have
an external dependency. If the company decided to major changes, then the business
may be subject to outsourcing providers to improve services, pressure on prices. The
more direct consequence is the loss of enterprise talent management initiative.
  again, corporate structure, personnel structure and knowledge are the virtual human
resource management play to their strengths "bottleneck" is located. From this point
of view, good human resources management information system should be the
technology and information technology, the Western management thought and the
perfect fusion between the Eastern culture, and many companies do not train staff so
that employees can not get professional-related knowledge.
  summary, enterprises should conscientiously do the following in order for the virtual
human resources in China and create conditions for effective use: First, the
Government should regulate the market at the macro level, the operation of the
promotion of human resource services to standardized and professional development.
To further improve the situation in our country's service personnel qualifications and
the induction standards; second, human resource services on the one hand to keep
expanding services, innovative service means, on the other hand efforts to improve
existing services, and constantly adding new services, meet the growing demand for
human resources services to further improve services. In addition, as the business
itself, should strengthen the core of human resources management ability. The same
time, the flexibility to adapt to new changes to the set of human resource management
planning and objectives [6].

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Resources Management [J]. Modern Finance, 2007, (7).
 [4] Meng Hui. SME virtualization of Human Resource Management [J]. Popular
Science, 2008, (3).
 [ 5] Wang Liping. Enterprise Virtual human resource management issues and
countermeasures [J]. China's coal, 32 (9).
 [6] Wang Xuejing. On the virtual human resource management problems and
countermeasures. [J]. Inner Mongolia Institute of Finance and Economics, 2006, (5)
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