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人力資源管理Research Proposal:The impact of performance management(2)

時間:2019-08-13 10:02來源:未知 作者:anne 點擊:
Criteria for evaluating proposal Criteria in interpretative qualitative method are as follows: Trustworthiness, Credibility, transferability, dependability, and confirmability in the video. Contributi
 
Criteria for evaluating proposal
Criteria in interpretative qualitative method are as follows: Trustworthiness, Credibility, transferability, dependability, and confirmability in the video. 
 
Contribution
The author would like to research on the second-hand resource such as journals, newspaper and other academic resources to find out the results for the research aim. Besides that, the paper should reflect the author's original understanding and viewpoint on the research of objective things, and it should show new theories, new ideas, new methods, new theorems, and even fill the gaps in some fields. It can be succinctly and clearly stated in a few words. Of course, demonstrating this basic idea may require very rich material and complex reasoning. But this kind of creativity is measured in terms of the general knowledge of all human beings, and not limited to a narrow range. Creativity is a fundamental criterion for determining the value of a paper. 

Bibliography 
1. Ouyang, C., Liu, X. & Zhang, Z. (2016). Organizational and regional influences on the adoption of high-involvement human resource systems in China: evidence from service establishments.International Journal Of Human Resource Management, 27(18), 2058-2074. doi:10.1080/09585192.2016.1164220
2. Zhang, Z. (2015). Crowding Out Meritocracy? - Cultural Constraints in Chinese Public Human Resource Management. Australian Journal Of Public Administration, 74(3), 270-282. doi:10.1111/1467-8500.12146
3. Warner, M. (2012). Whither Chinese HRM? Paradigms, models and theories. International Journal Of Human Resource Management, 23(19), 3943-3963. doi:10.1080/09585192.2012.708161
4. Jian, C., & Rong, L. (2015). Generational Differences in Work Values in China. Social Behavior & Personality: An International Journal, 43(4), 567-578. doi:10.2224/sbp.2015.43.4.567
隨著企業向現代市場經濟的發展,企業也需要改變傳統的人力資源管理理念,企業需要與時俱進地樹立新的理念,市政工程企業需要樹立人的領導地位。企業資源管理,樹立“以人為本”的管理理念,信任員工,尊重員工,依靠員工,充分挖掘自己的潛在員工,培養員工的創新思維,維護員工的真實利益,實現企業的統一。發展和員工發展目標(張,2015)。
 


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