Business In Hong Kong Analysis

Business In Hong Kong  Analysis
Personal management and human resource management (HRM) basically brings very similar meaning. The personnel who work for a company represent that company’s human resource. Human resource management (HRM) department didn’t actually exist until 1940s, the activities performed by these departments were not all brand new but in fact, quite a number of the human resource practices and programs that we see today top derivation in the earlier times. Human resource management (HRM) is historically known as personal management which deals with official system for the management of the people within the organization. Many renowned companies want to achieve the transformation of their workforce into a foundation of completive advantage. HR manager inevitably has concerns for their workers. These concerns consists of how to manage layoffs, address deduction of employee loyalty, generate a well trained highly motivated  work force that can deliver
HR mangers have many concerns regarding their workers. These concerns include how to mange layoffs,
address reduced employee loyalty, generate a well trained highly motivated work force that can deliver higher
quality and productivity. Mange and increase diverse workforce and contain health care cost.
HRM has been undergoing transformation. In 1970s, the job of the HR manger was to keep their
companies out of court and in compliance with the increasing number of regulations governing the work
place. In the 1980s HR mangers had to address staffing costs related to mergers and acquisitions and
downsizing. The economic issues related to an increasingly global and completive workplace characterize
the 1990s. Beside these concerns Firms are also facing some other challenges regarding workforce before
we take up the HR challenges that face managers, we need to define manager and say a word about where
human resources fit into the