本文是一篇英国人力资源论文代写范文:人力资源管理和领导风格。本文旨在阐述在竞争激烈的零售行业决定客户满意度最重要的因素是员工的态度。而影响员工态度的关键因素是顶头上司的态度和领导风格。
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伴随着全球经济的不断发展，在零售领域出现的竞争。客户的满意是对组织绩效的主要驱动力。在零售行业决定客户满意度最重要的因素是员工的态度(Heskette et al.,1991)。在零售行业不愉快的雇主提供的服务不能令客户满意(Heskette et al.,1997)。员工组织承诺导致较低的员工流失率从而提高客户满意度(Marshall et al.,2001)。其中一个影响员工态度的关键因素是顶头上司的态度和领导风格。有些领导的领导风格是说服员工从而提高工作满意度和组织承诺。
人力资源管理（HRM）在所有组织的管理中起着至关重要的作用。人力资源管理的重要性在于提高生产率和日积月累地累积人力资源，这成为了组织战略管理的一个因素。它通过有效地管理员工逐渐增加人力资本和组织绩效(Delaney et al.,1997)。人力资源管理必须吸引训练有素技术娴熟的员工，通过培训和提供指导以提高员工和组织的效率。
“人力资源管理”这一概念在十或十五年前已经被普遍知晓了。“人力资源管理”常被称为“人事管理”。Dessler(1991)认为“人事管理”和“人力资源管理”没有任何区别，并且最终发现它是对传统“人事管理”的更为广泛的适应。因为工作场所的技术存在改变了社会价值。
In the global economy there is a competition especially in the retails sector.The customer satisfaction is a major driver for the organizational performance.The important determinant for customer satisfaction in the retail sector is about the employee attitude(Heskette et al.,1991).In the retail industry there cannot be satisfied customers when served by unhappy employers(Heskette et al.,1997).The organizational commitment of employees results in lower attrition rates and improves customer satisfaction(Marshall et al.,2001).One of the key determinants to employee attitude is attitude and leadership style of the immediate supervisor.Some of the leadership styles prevail upon the employees resulting job satisfaction and organizational commitment.
Human Resource Management(HRM)plays a vital role in all organization’s management.The importance of Human Resource Management is to increase the productivity form manpower resources day by day and it became a factor in the organizational strategic management.It gradually increases the human capital and organizational performance by managing them effectively(Delaney et al.,1997).The HRM must attract the well trained and skilful employees,training;provide guidelines to improve the efficiency of the work force and organization.
The title“human resource management”has been generally known from the past ten or fifteen years.Even,the term is commonly used as“personnel management”.Dessler(1991)defined that there is no discrimination among“personnel management”and Human Resource Management and found that final as current extended adaptation of“traditional personnel management”because of the technological existence in work place changed social values.
Torrington and Hall(1998)argued that the personnel management and the Human Resource Management are different because he divided the personnel management based on workforce center and HRM based on manpower resources.
Guest(1987)concept on HRM is that human resource management is the alter not an alternative to the personnel management but it particularly concentrated on some elements of workers such as employee flexibility,commitment,integration and quality.But here is no any exact define for human resource management and so many definitions are existed
Armstrong(1995)described HRM is a strategic and logical practice of the organizational management and it’s a main valuable asset.And HRM is used as employees participate as individual and also jointly to contribute their work to achieve particular organizational goals.