1、 畢業(yè)論文（設(shè)計）外文譯文題 目 人力資本與可持續(xù)發(fā)展指標(biāo) 系 部 經(jīng)濟(jì)系 專 業(yè) 經(jīng)濟(jì)學(xué) 年級 2008級 人力資本與可持續(xù)發(fā)展指標(biāo)朱莉婭jianu緊夾加布里埃爾，加布里埃爾拉杜布加勒斯特經(jīng)濟(jì)研究學(xué)院1960年貝克爾和舒爾茨在文學(xué)領(lǐng)域介紹了人力資本的概念，后來，羅默經(jīng)濟(jì)增長（1987年，1990年，1994年）的研究把人力資本看作是認(rèn)識發(fā)展中的重要元素。此外，經(jīng)合組織的研究也強(qiáng)調(diào)教育和人力資本對經(jīng)濟(jì)增長的重要性。 加里貝克爾，“人力資本”一詞的首批用戶之一，認(rèn)為教育，不斷培訓(xùn)和健康代表人力資本的組成部分，是盈利和經(jīng)濟(jì)生產(chǎn)力的后果。 bahrman和陶布曼從世界銀行（2006 89），人力資本

2、的代表也堅持自己的市場價值，“人類經(jīng)濟(jì)生產(chǎn)能力的股票”的狀態(tài)。 在我們的觀念，人力資本可以被定義為知識教育和不斷形成的實(shí)際實(shí)施有積極的影響超過了一般的結(jié)果和福利驗證的能力，所獲得的總和。 人力資本的組成部分，接觸不同的專業(yè)文獻(xiàn)，就有不同的解釋。因此，一些學(xué)者（史密斯，2006）認(rèn)為，人力資本包括：總勞動，教育/資格和社會資本。其他作者認(rèn)為人力資本，包括教育和資格，即使社會資本對人力資本的依賴。 創(chuàng)造人力資本的代表在同一時間，這將通過所取得的成果證明其效率的消費(fèi)和投資。 所有的經(jīng)濟(jì)學(xué)家一致認(rèn)為，教育是超過所取得的收益（5-50，不同的國家）的影響最大的因素之一。只有教育是不夠的，究其原因，它必須

3、有更好的健康，公民精神，促進(jìn)后代受教育率等。 總之，人力資本成為一個組成部分，沒有這些，國家的財富已經(jīng)沒有任何意義，并且人力資本投資，對目前和未來有積極影響。國家的財富，包括：財務(wù)，生產(chǎn)，人力和社會資本，各類資本，至于人頭，它被認(rèn)為是理想的可持續(xù)發(fā)展指標(biāo)（達(dá)斯古普塔，2001年）。 如果指標(biāo)在理論上可以是理想，在現(xiàn)實(shí)中，它可以是不理想的，因為價格注冊在問責(zé)制，對于某些類型的資本，更難以確定。 由聯(lián)合國組織的發(fā)展和經(jīng)濟(jì)合作與行政長官辦公室統(tǒng)計專家小組提出的28個指標(biāo)，目的都在為基礎(chǔ)的社會福利和經(jīng)濟(jì)福利。可持續(xù)發(fā)展指標(biāo)的估計需要一個量化的框架，保證國民經(jīng)濟(jì)核算體系的存在。國民經(jīng)濟(jì)核算體系的資本為基

4、礎(chǔ)的可持續(xù)發(fā)展指標(biāo)的估計，還必須填寫與物理指標(biāo)的生態(tài)環(huán)境，這是通過創(chuàng)建一個帳目系統(tǒng)集成。 經(jīng)濟(jì)系統(tǒng)是由聯(lián)合國在2003年提出，它包括四個帳戶類別：占污染，能源和材料，在物理單位提供信息行業(yè)對能源和原材料的使用水平，上的損失和污染；對環(huán)境的保護(hù)和確定的行業(yè)，政府為保護(hù)環(huán)境或自然資源管理辦公室所作的開支費(fèi)用管理的帳戶；無論是在金融機(jī)構(gòu)和在物理單位，自然資源（森林，水，土地，生態(tài)系統(tǒng)）的資產(chǎn)賬戶；生產(chǎn)占國民經(jīng)濟(jì)核算體系進(jìn)行調(diào)整，以便能夠考慮到自然資本折舊和退化。因此這將是無法估計的綠色國內(nèi)生產(chǎn)總值（gdp）。 可持續(xù)發(fā)展指標(biāo)的估計問題的出現(xiàn)，正如我們之前提到的，在評估國有資產(chǎn)的資本構(gòu)成。事實(shí)上，因為

5、它導(dǎo)致的綜合賬戶系統(tǒng)，物理和數(shù)字?jǐn)?shù)據(jù)需要可持續(xù)發(fā)展指標(biāo)的支持。 至于人力資本，在其他資本組成部分的情況下，必須區(qū)分之間經(jīng)濟(jì)發(fā)展水平和實(shí)體一級收集的數(shù)據(jù)。可持續(xù)發(fā)展指標(biāo)計算全國和國際上相比，按照同樣的方法。 在國家層面，人力資本的評價意味著估計所需的一些信息，這是基于對輸入法（支出），或輸出方法（效率）的存在。獲得的信息有一個統(tǒng)計字符，是指某些類型具有一定的教育水平的工人的平均工資為一個年齡組有一個具體的教育水平，工作小時數(shù)；一個年齡組的大小有一個特定的水平；教育等，還必須考慮壽命的概率因素。 此外，我們必須同時考慮人口結(jié)構(gòu)的變化和教育系統(tǒng)的變化。另一方面，根據(jù)目標(biāo)的使命和愿景的人力資本的妥善管

6、理在每個實(shí)體的水平。觀察指標(biāo)分為兩類，即：物理和數(shù)字。這些指標(biāo)的估計是在這個級別的復(fù)雜得多，在有限的空間，它是指由于經(jīng)濟(jì)和快速的數(shù)據(jù)可用性水平。 實(shí)體層面的人力資源指標(biāo)，建立指標(biāo)和書面報告，作為一個管理者的警告功能與由管委會確定的活動有直接關(guān)系。據(jù)以naro4，hrmc，必須有八項活動：經(jīng)濟(jì)和財務(wù)指標(biāo)；結(jié)構(gòu)性指標(biāo)；規(guī)劃和招聘；補(bǔ)償；培訓(xùn)和發(fā)展；績效考核；氣候指標(biāo)；專業(yè)的風(fēng)險指標(biāo)。1、 經(jīng)濟(jì)和金融指標(biāo)這些可以包括生產(chǎn)率（營業(yè)額/員工人數(shù)，增值/的員工人數(shù)或工資總額等），人力資源費(fèi)用（人事費(fèi)用/員工人數(shù)，工資總額/營業(yè)額），金融利率（人類經(jīng)濟(jì)附加值，人力資本增值，人力資本投資，人力資本市場價值回報

7、）。2、結(jié)構(gòu)性指標(biāo)這些指標(biāo)可以計算員工的結(jié)構(gòu)如下：平均工資等的生產(chǎn)，管理或銷售員工，女性或男性，年齡分布，分布。3、規(guī)劃和招聘人力資源規(guī)劃是一個發(fā)展同人民群眾組織的戰(zhàn)略相一致的過程，它采用了申請策略。 招聘是一個吸引最有資格的人申請工作，也激勵人們?yōu)閷?shí)現(xiàn)組織的使命的過程。候選人必須迅速招募和最低的成本。聘用條件必須是最小的代表之間的天數(shù)的招聘要求和工作分配。招聘成本也有是最小的，他們包括招聘廣告，簡歷分析與成本，以及招聘部門的成本費(fèi)用。為了取得成功，招聘結(jié)束與一個人具有所要求的素質(zhì)就業(yè)。 我們認(rèn)為，作為這項活動的第一部分的規(guī)劃必須控制，以確定和解釋預(yù)測數(shù)字和實(shí)際數(shù)字之間的差異。 可提交一份報告

8、的基礎(chǔ)上分為兩大類：有關(guān)工作，這些工作需要員工（職位總數(shù)，職工總數(shù)，對人才的需要，平均工資等）指標(biāo)和有關(guān)規(guī)劃和招聘信息有關(guān)活動（活動的總成本，員工人數(shù)，員工的薪水，面試人數(shù)，招聘，招聘的平均成本，必要的人員的覆蓋程度的指標(biāo)，這是不合適的人數(shù)目（即進(jìn)行了不適當(dāng)?shù)倪x擇工作），人員的計劃，并為他們的替代成本，人的工作建議和就業(yè)之間的時間非覆蓋度，候選人的廢品率，招聘的質(zhì)量）。4、人力資源補(bǔ)償補(bǔ)償被認(rèn)為是從組織上為他們服務(wù)的員工工資及其他福利的支付。賞也被視為另一種形式的補(bǔ)償，以獎勵員工對公司的業(yè)績貢獻(xiàn)。薪酬制度是公司文化的重要制度，它的規(guī)則和標(biāo)準(zhǔn)。組織的工作和隊請求報酬的政治需要發(fā)展合作和集體能力內(nèi)

9、的權(quán)力下放。 從經(jīng)理的角度來分析來看，這項活動是指有關(guān)于賠償?shù)目們r值和組件，以及有關(guān)此特定活動的信息資料。所選擇的薪酬制度是簡單和容易理解，以接受員工的權(quán)益和安全，必須適應(yīng)變化和變化的人員煽動。關(guān)于人力資源的補(bǔ)償指標(biāo)可能如下：總員工人數(shù)，員工工資，平均工資，薪酬增加的程度，購買力的增加速度，工資層次，促進(jìn)速度，結(jié)構(gòu)的影響，平均每小時成本，關(guān)于工資的實(shí)體部門，生產(chǎn)工人總開支，總開支的行政人員，總經(jīng)銷的員工開支，在生產(chǎn)部門的薪金，與人事變動（不成功的招聘和重新啟動）的費(fèi)用，時間比活性指標(biāo)，度產(chǎn)量/工作效率，工作場所，補(bǔ)充小時/每補(bǔ)充小時的中等成本結(jié)構(gòu)，增加工資總額等。5、培訓(xùn)與發(fā)展（td） 培訓(xùn)幫

10、助員工獲得特別的工作技能和發(fā)展涉及正在進(jìn)行的教育，幫助員工為未來的工作做好準(zhǔn)備。培訓(xùn)在短期內(nèi)，方便的變化：工作的演變，發(fā)展的潛力，在職業(yè)生涯的管理。從長遠(yuǎn)來看，培訓(xùn)伴隨著文化的改變和幫助員工的適應(yīng)性。發(fā)展涉及到比學(xué)習(xí)一門技能，如分析問題，創(chuàng)造性，團(tuán)隊建設(shè)和領(lǐng)導(dǎo)。為完成使命和愿景的管理者對組織的選擇，培訓(xùn)和發(fā)展是很重要的。 為了實(shí)現(xiàn)培訓(xùn)和發(fā)展的目標(biāo)，公司往往投入充足的資源提出預(yù)算。這些資源分配給員工留在該組織的動機(jī)。這是為什么，在報告的第一部分，我們將提出的維護(hù)和員工的積極性的指標(biāo)，顯示：波動率/波動成本；事故頻/閑置時間/工作意外成本；疾病頻/未使用時間/疾病成本；工資結(jié)構(gòu)/獎金等；成本效益的

11、動機(jī)分析；之間的人員培訓(xùn)（培訓(xùn)費(fèi)）和他們在公司內(nèi)部的穩(wěn)定的報告；員工參與利潤；補(bǔ)充的社會服務(wù)成本；人員滿意的程度；組織內(nèi)的員工所花費(fèi)的時間；離開公司的員工的原因。 預(yù)算包含有關(guān)信息資源總量（td），td在這個過程中所涉及的員工人數(shù)每名員工的成本。因此，管理的報告將包含以下指標(biāo)：總資源量;td努力：資源/員工人數(shù)總額；完成預(yù)算/預(yù)見的預(yù)算；td行動的總?cè)藬?shù)；總成本每件td動作；在td過程中牽連的員工總數(shù);每訓(xùn)練有素的員工的平均成本；天為每名雇員的培訓(xùn)；組織內(nèi)的功能，改變對員工的數(shù)目；td員工每人每年的時間；td在公司內(nèi)部資源節(jié)約的影響；職位及戰(zhàn)略能力的覆蓋率：數(shù)量的員工，應(yīng)該有戰(zhàn)略能力/實(shí)際上具

12、有戰(zhàn)略能力的員工數(shù)量;員工培訓(xùn)率，培訓(xùn)率或參與：數(shù)量的員工訓(xùn)練有素/總員工人數(shù)；參加人數(shù)/登記人數(shù)；根據(jù)不同的標(biāo)準(zhǔn)（性別，學(xué)歷，年齡，t的研發(fā)行動等性質(zhì)）的td過程中涉及的員工的結(jié)構(gòu)。6、績效考核 在社會科學(xué)這個詞的表現(xiàn)知道兩個感覺：社會的表現(xiàn)可以被定義為強(qiáng)度與其中一人選擇合作，該公司的目標(biāo)，或者更普遍的，是企業(yè)的生命的一部分人達(dá)到滿意的水平。社會對他們工作的公司員工的態(tài)度時的表現(xiàn)，反映社會的政治影響。 對人力性能進(jìn)行了分析，根據(jù)員工相比，他們的工作獲得的結(jié)果。此結(jié)果表示，根據(jù)所取得的資產(chǎn)，生產(chǎn)附加值，公司等獲得進(jìn)一步的價值。這兩個概念是不同的，因為：社會的表現(xiàn)，反映的能力，以提高人員的滿意程

13、度，提高社會的氣候和生活條件；人的表現(xiàn)設(shè)的社會成本，獲得了一定的結(jié)果，或以最大限度地利用這個結(jié)果的優(yōu)化。 人力資源管理是一個重要項目，為公司的財務(wù)表現(xiàn)。由美國咨詢內(nèi)閣沃森ayatt舉辦的一項研究表明，在人力資源管理最賺錢的公司創(chuàng)建兩次比別人更多的價值。在他們的工作場所每個人有五個動機(jī):薪酬;專業(yè)發(fā)展;工作地點(diǎn)環(huán)境;尊重和考慮;工作的興趣。 績效考核是一種方式，以評估在多大程度上員工的成績已達(dá)到預(yù)期的水平相比，一些標(biāo)準(zhǔn)或目標(biāo)。績效考核會影響付款，推廣，培訓(xùn)和發(fā)展人力資源等問題的決定。鑒定可能側(cè)重于成果的措施，如質(zhì)量，生產(chǎn)率或財務(wù)表現(xiàn)的水平。 價值觀和績效考核的方法可能被報告為：直接提交給個人或工

14、作隊伍管理;控制人員和流程;反饋用于評等，獎勵和制裁;反饋有用的改善;激勵或員工的激勵（來源：改編自scholtes）。 至于這項活動，管理控制器必須準(zhǔn)備一份報告有關(guān)評估行動的類型的指標(biāo)，也每人每個動作類型的活動成本。 我們認(rèn)為，要盈利的公司有專注于人力資源管理，實(shí)現(xiàn)以下目標(biāo)：逐步整合的新員工；積極參與整合和培養(yǎng)年輕的個人；參加殘疾人一體化；不斷更新的內(nèi)部資源；實(shí)行負(fù)責(zé)的工作和公平的管理；證明在工作安排的靈活性；要考慮個人抱負(fù)；以確保人的安全；支持的員工，以處理他們的問題；到個體價值豐富；認(rèn)識到個人和集體的工作；實(shí)行正確的員工薪酬；相當(dāng)保護(hù)的結(jié)果；管理辭職；通過不斷的培訓(xùn)和發(fā)展，投資人員;支持

15、員工在某一時刻，在勞動力市場上發(fā)現(xiàn)的“恢復(fù)原狀的可能性；人才租賃。 薪酬服務(wù)的性能，可以通過以下指標(biāo)進(jìn)行評價：付款錯誤率：支付錯誤數(shù)/報酬傳單數(shù)量；延遲：平均每月拖延數(shù)；平均成本的薪酬傳單：支付服務(wù)的成本/上市傳單數(shù)量。7、氣候指標(biāo)我們認(rèn)為下面這一類很重要：旋轉(zhuǎn)：數(shù)年內(nèi)/員工人數(shù)離開公司的人；number的一個具體的理由/員工人數(shù)離開公司的人；總辭職：辭職人數(shù)/總離開公司的人；穩(wěn)定率：數(shù)n個/ n個月前招聘人數(shù)后的就業(yè)人士；時間花費(fèi)在該公司的員工；曠工：缺席/理論小時的時間；缺席/員工人數(shù)*理論小時的時間；（缺席 - 持續(xù)時間長曠工時間）/員工人數(shù)*理論小時；總沒有時間/員工人數(shù)；的平均時間缺

16、席：缺席/缺席數(shù)小；沒有時間/員工人數(shù)；缺席的人/員工人數(shù)的時間；沖突：頻率：清晰沖突顯示數(shù)量；范圍：采用一種態(tài)度的人的數(shù)量；失去了o強(qiáng)度：工作小時或天數(shù)；罷工：強(qiáng)度：失去罷工的員工在沖突或幾小時或幾天內(nèi)丟失/人罷工涉及的網(wǎng)站數(shù)量/小時或天數(shù)；濃度率：罷工員工人數(shù)/期間的人的數(shù)量；傳輸速率：小時或/卷入沖突的地點(diǎn)的雇員人數(shù)為罷工損失的工作日數(shù)；其他危機(jī)的指標(biāo)：數(shù)（錯誤等）的生產(chǎn)事故；工作意外的增加；在投訴的增加（請愿書，個人代表投訴等）；員工的滿意度 - 學(xué)習(xí)有關(guān)的年度人員的滿意度（“社會晴雨表“）；人員參與 - 關(guān)于組織參與調(diào)查；戰(zhàn)略聯(lián)盟 - 調(diào)查有關(guān)員工的知識和接受（美國）公司的戰(zhàn)略重點(diǎn)。

17、8、專業(yè)的風(fēng)險指標(biāo)，他們指工作發(fā)生意外。 頻率率有關(guān)永久性的工作喪失工作能力：有永久喪失工作能力/小時數(shù)后果的事故數(shù)量的工作* 1.000.000；關(guān)于臨時工作喪失工作能力的嚴(yán)重率：天數(shù)損失/工作* 1.000個。結(jié)論。可持續(xù)發(fā)展的做法稱為多個解釋，從1987年開始在關(guān)鍵時刻。因此，可持續(xù)發(fā)展被看作是從長遠(yuǎn)來看，在同一時間，也有人認(rèn)為消費(fèi)增長在時間的福利增長。這種觀點(diǎn)被接受由歐洲統(tǒng)計會議主席團(tuán)在2005年舉辦的面板，創(chuàng)建組，支持各國政府和國際組織在突出可持續(xù)發(fā)展指標(biāo)，確定最佳的概念和做法的目的。 專家認(rèn)為，可持續(xù)發(fā)展的兩個概念：人類的發(fā)展和福利的基礎(chǔ)上，可以定義。發(fā)展與美好的未來，傳統(tǒng)經(jīng)濟(jì)學(xué)家

18、根據(jù)收入的增長，人均國內(nèi)生產(chǎn)總值的增長量化。但因為收入不同群體間的分布和貧困人口不斷增加，一些經(jīng)濟(jì)學(xué)家正在猶豫要考慮這方面的發(fā)展。在這個意義上說，聯(lián)合國發(fā)展計劃（1994）定義通過發(fā)展的進(jìn)程，以確保人們在作出決定，有一個真正的機(jī)會，有機(jī)會發(fā)展。指定的進(jìn)程，區(qū)別對待，如：環(huán)境的過程，健康和教育的過程中，體制和治理進(jìn)程。 福利由desgupta（2001）定義為每一個人個人的情況下，在特定的社會狀態(tài)相關(guān)聯(lián)的值。一種社會狀態(tài)的描述是有限的資源分配和其他任何有關(guān)的個人或社會的機(jī)會。 總之，發(fā)展可以定義為社會成員的福利增長，福利可以作為一個消費(fèi)函數(shù)。 （工作組，2009）。可持續(xù)發(fā)展，也可以被定義（聯(lián)合

19、國，2003年）“的發(fā)展，確保人均財富減少非更換或財富資源的保護(hù);如：生產(chǎn)庫存;自然和人力資本”的定義是基于經(jīng)濟(jì)developm理論。human capital and sustainable development indicatorsiulia jianu, gabriel jinga, gabriel raduacademy of economic studies bucharestthe notion of human capital was introduced in literature by becker and schultze in 1960. later, in romer

20、s studies on economic growth (1987, 1990, 1994), human capital was seen as an important element in understanding development. also an oecd study2 stresses the importance of education and human capital for the economic growth.gary becker, one of the first users of the term “human capital”, considers

21、that education, continuous training and health represent components of human capital with consequences over the earnings and the economic productivity.bahrman and taubman from the world bank (2006, 89) state that human capital represents “the stock of human economic productive capacities”, also insi

22、sting on their market value.in our conception human capital can be defined as an aggregate of knowledge obtained though education and continuous formation, of verified competences by practical implementation having a positive effect over the general results and welfare.the human capital components a

23、re approached differently in the specialized literature. so, for some authors (smith, 2006), human capital comprises: gross labor, education/qualification and social capital. other authors consider human capital as covering education and qualification even if the social capital depends on human capi

24、tal.the creation of human capital represents consumption and investment at the same time which will prove its efficiency through the results achieved.all economists unanimously agree that education has the greatest impact over the achieved earnings (5-50%, differing on the country). education only i

25、s not enough, reason for which it must be correlated with better health, a lower rate for delinquency and crime, civic spirit, education promotion for future generations etc.in conclusion, the human capital becomes a component without which the national wealth has no meaning, and investing in human

26、capital can only have positive effects for both present and future.national wealth includes all types of capital: financial, productive, human, and social capital, and as regards capitation it is considered the ideal sustainable development indicator (dasgupta,2001).if in theory the indicator can be

27、 ideal, in reality it cannot be ideal because of the pricesregistered in the accountability, which for certain types of capital, are more difficult to identify.the 28 indicators proposed by the united nations panel of experts along with the organization for development and economic cooperation and t

28、he office of statistics of the ce, aim both at welfare as the foundation and at economic welfare. the estimate of the sustainable development indicators requires the existence of a quantifying framework, assured by the national accounts system. on the estimate of sustainable development indicators b

29、ased on the capital, the national accounts system must also be filled in with physical indicators of the ecosystem, which is possible through the creation of an integrated accounts system for the environmentand for the economy, system which was developed in 2003 by the united nations andcomprises fo

30、ur account categories:1. accounts for pollution, energy and materials that provide information in the physical units at industry level on the use of energy and materials, and on the loss and pollution;2. accounts for environment protection and expense management which identify the expenses made by t

31、he industry, government, office for environment protection or natural resources management;3. asset accounts for natural resources, both in the monetary institutions and in the physical units (forests, waters, land, ecosystems);4. production accounts of the national accounts systems adjusted so as t

32、o be able to take into consideration the depreciation and degradation of the natural capital. as a consequence it would be possible to estimate the green gross domestic product.a problem in estimating the sustainable development indicators appears, as we referred before, in evaluating the capital wh

33、ich constitutes the national asset. in fact, as it results from the integrated account system, physical and numeric data is needed in supporting the sustainable development indicators.as regards the human capital, as in the case of the other capital components, a distinction must be made between the

34、 data gathered at economy level and at entity level. sustainable development indicators are nationally calculated and internationally compared according to the same methodology.at national level, the evaluation of human capital implies the existence of some information needed for this estimate which

35、 is based on the input method (expenses), or the output method (efficiency). the information obtained has a statistic character and refers to the average wage for a certain type of worker with a certain level of education; to the number of hours worked by an age group having a specific level of educ

36、ation; to the size of an age group having a specific level of education etc.; one must also consider the life expectancy probability factor.in addition we must take into account both the demographic changes and the educational system changes. on the other hand, depending on the aimed mission and vis

37、ion the human capital is properly administered at the level of each entity. two categories of indicators are to be observed, namely: physical and numeric. the estimate of these indicators is less complex at this level than at the level of economy due to the limited space to which it refers and of th

38、e rapid availability of data.human resources indicators at entity levelestablished indicators and written reports that function as a warning for the managers are in direct relation with the activities that have to be identified by mc. according to naro4, hrmc must be directed towards eight activitie

39、s:1. economical and financial indicators;2. structural indicators;3. planning and recruitment;4. compensation;5. training and development;6. performance appraisal;7. climate indicators;8. professional risk indicators.1. economic and financial indicatorsthese can include productivity (turnover/number

40、 of employees, added value/number of employees or gross wages etc.), hr expenses (personnel expenses/number of employees, gross wages/turnover), financial rates (human economic value added, human capital value added, human capital return on investment, human capital market value).2. structural indic

41、atorsthese indicators can compute the structure of employees as follows: production, administration or distribution employees, women or men, distribution on ages, distribution on average wages etc.3. planning and recruitmenthr planning is a process for developing alignment of the organizations strat

42、egy with the people it employs to apply the strategy.recruitment is a process of attracting the best qualified people to apply for the job and also to motivate people to fulfill the mission of the organization. the candidates have to be recruited quickly and with a minimum cost. the recruitment term

43、s have to be minimal representing the number of days between the recruitment request and the job distribution. the recruitment costs also have to be minimal and they include the cost with the recruitment advertising, the costs with the resumes analysis, and the costs of the recruitment department. i

44、n order to succeed, the recruitment has to end with the employment of a person that has the requested qualities.we think that planning as the first part of this activity must be under control in order to identify and explain differences between forecast figures and real figures.a report may be prese

45、nted based on available information about planning and recruitment divided into two categories: indicators about jobs and employees need for those jobs (total number of jobs, total number of employees, the need for personnel, average salary etc.) and indicators about activity (activity total cost, n

46、umber of employees, employees salaries, number of interviews, number of recruitments, average cost for recruitment, the degree of the coverage of the necessary personnel, the number of persons which were unsuitable (that were inappropriately chosen for the job), the degree of the non-coverage of the

47、 personnel scheme and the costs for their substitution, time between job proposal and employment of the person,candidates rejection rate, recruitments quality).4. hr compensationcompensation is considered as payment from the organization to the employees for their services based on wages and other b

48、enefits. rewards are also considered as another form of compensation to reward the employees for their contribution to the companys performance. the system of remuneration is an important system of the companys culture, with its rules and standards. the organization of the work and decentralization

49、of the power within the teams requests remuneration politics that need the development of the cooperation and collective competences.from the managers point of view to analyze this activity means to have information about compensations total value and components and information about this specific a

50、ctivity. the remuneration system chosen has to be simple and easy to understand in order to be accepted by the employees searching for equity and security, to be adapted to change and to incite the personnel for the change. indicators about hr compensation may be as following: total employees number

51、, employees salaries, average salary, the degree of the increase in remuneration, the rate of the increase of the purchase power, wages hierarchy, promotion rate, structure effect, average cost per hour, indicators concerning the activity of wages department of the entity, total productive workers e

52、xpenses, total administrative employees expenses, total distribution employees expenses, % of salaries in production sector, costs with the change of the personnel (unsuccessful recruitment and restarted), time ratio, degree of the yield/work productivity, structure of the working places, supplement

53、ary hours/medium cost per supplementary hour, increases in gross wages etc.5. training and development (t & d)training helps employees to gain particular job skills and development involves on-going education to help prepare employees for future jobs. in the short term, the training has to facilitat

54、e the change: the evolution of the jobs, the development of the potential, the management of the careers. in the long run, the training accompanies the culture change and helps the adaptability of employees. development involves more than learning a skill such as problem analysis, creativity, team-b

55、uilding and leadership. training and development is important for accomplishing the mission and vision that managers chose for an organization.to realize training and developments targets companies often devote ample resourcespresented in budgets. these resources are allocated to the employees that

56、have the motivation to stay within the organization. this is why, in the first part of the report, we will present indicators that show the maintenance and motivation of the employees:o fluctuation rate/ fluctuation costs;o accidents frequency/ unused time/ work accidents costs;o sickness frequency/

57、 unused time/ sickness costs;o wages structure/ bonuses etc.;o cost-benefit-motivation analysis;o the report between the personnel training (costs for training) and their stability within the company;o employees participation to profit;o supplementary social services costs;o the degree of personnel

58、satisfaction;o the time spent by the employees within the organization;o the employees reasons for leaving the company.budgets contain information about total resources (t & d), number of employees involved in this process, t & d cost per employees. thus, a report for management will contain the following indicators:o total amount of resources;o t & d effort: