外文文献翻译格式

外文文献翻译格式 健康人力资源.1994年第20期.P27-30 目 录 译文一 使人力资源投入最大化—全球化战略人力资源管理的机遇和挑战 ......... 2 1 绪论 .................................................................. 2 2 人力资源管理的战略管理 .............................. 错误～未定义书签。1 3 不采取战略人力资源管理的危害 ........................ 错误～未定义书签。2 4 企业难以实施战略人力资源管理的原因 .................. 错误～未定义书签。3 4.1 历史 ........................................................................................................ 错误～未定义书签。3 4.2 能力 ........................................................................................................ 错误～未定义书签。4 4.3 能力和人格........................................................................................... 错误～未定义书签。4 4.4 文化和期望 .......................................................................................... 错误～未定义书签。4 5 对首席执行官的建议 ................................. 错误～未定义书签。4 5.1 明确您的期望 ...................................................................................... 错误～未定义书签。4 5.2 确定您的人力资源总监具备必要的能力 .................................... 错误～未定义书签。5 5.3 确定组织有必要的人员安排 .......................................................... 错误～未定义书签。5 6 对人力资源总监的建议 ................................ 错误～未定义书签。5 6.1 开发您的权利基础 ............................................................................. 错误～未定义书签。6 6.2 与顾客保持紧密联系 ........................................................................ 错误～未定义书签。6 6.3 获得基本权利 ...................................................................................... 错误～未定义书签。6 原文一 Taking a Strategic Approach to Human Resources Management ........................... 3 1 foreword ......................................................................................................................................... 3 2 stragegic human resources management ............................................. 错误～未定义书签。7 3 What Are the Risks of Not Taking a Strategic Approach? .............. 错误～未定义书签。9 4 Why Isn’t It Happening in Practice .................................................... 错误～未定义书签。10 4.1 History ........................................................................................... 错误～未定义书签。10 4.2 Capability...................................................................................... 错误～未定义书签。10 4.3 Issues of power and personality ................................................ 错误～未定义书签。11 4.4 Culture and expectations. ........................................................... 错误～未定义书签。11 5 Some Advices for the Chief Executive ..................... 错误～未定义书签。12 5.1 Clarify your expectations .......................................................... 错误～未定义书签。12 5.2 Does your HR director have the necessary capabilities? .... 错误～未定义书签。12 5.3 Are the necessary organizational arrangements in place? .. 错误～未定义书签。12 6 Some Advices for the HR Director ........................ 错误～未定义书签。13 6.1 Develop your powerbase ........................................................... 错误～未定义书签。13 6.2 Stay close to your customers .................................................... 错误～未定义书签。13 6.3 Get the basics right ..................................................................... 错误～未定义书签。14 译文二 迈向战略人力资源管理 .......................... 错误～未定义书签。15 原文二 Towards Strategic Human Resource Management ....... 错误～未定义书签。17 Personnel Review, Vol. 22 No. 4, 1993, p.35-53 译文一 使人力资源投入最大化—全球化战略人力资源管理的机遇和挑战 Roy Massey 1 绪论 劳动密集型企业是这样的企业，他们的劳动成本占据总成本的70%-80%。这点已经反应了很多资金提供者和企业的经营计划，也就是人们通常所说的:“人才是企业最重要的资产”。这种描述表现了人们意识到人才带来的不仅是重要的成本，但同时也是一种质量、效果和生产率。 Personnel Review, Vol. 22 No. 4, 1993, p.35-53 原文一 Taking a Strategic Approach to Human Resources Management Roy Massey 1 foreword Health care organizations are labour-intensive, with people costs representing typically 70-80 percent of total cost. This point has been reflected in many trust application documents and business plans, often in the form of a statement to the effect that “people are our most important asset”. This statement recognizes that not only are peoplea critical cost issue in a health care organization, but also that quality, efficiency, and productivity are people issues as well.