英国论文代写-人力资源。人力资源简单来说就是一个国家的人口总数。当我们从经济的角度谈论人力资源时，它指的是一个国家的劳动力是健康的、受过教育的和熟练的。因此，人力资源管理是提高员工素质和效率的过程(Stahl, Bjorkman, Farndale, Morris, Paauwe, Stiles, Trevor, and Wright, 2012, p.36)。国家的人力资源在国家的全面发展中发挥着至关重要的作用。其他资源，如自然资源和资本，如果国家的人力资源得到最佳利用，则仍处于闲置状态。
For effective utilization and mobilization of other productive resources, human resources are essential. For example Nepal has ample natural resources, therefore, it is important for the country to utilize its natural resources for the overall economic development of the country with the help of its human resources. There exists a close relationship between the economic development and population of the country (Lasserre, 2012). This relationship acts as an obstacle in the economic development of some countries, but on the other hand this relationship plays a crucial role in enhancing the role and rate of economic development.
The topic of discussion is “Do you accept the argument that the policies in human resource management and training adapted by Germany and Japan have contributed to their national competitiveness of these nations? Compare and contrast with other nations.”
Yes I accept that the HRM practices adopted by Germany and Japan have contributed in increasing their competitiveness in comparison to other nations. Still in some instances, these practices can be improved for better results. The strategic human resource management shaped itself against the labor market institutions background. The main focus of Germany is on incorporating such employment practices that have high association with the traditional values of the country like huge investments in training programs, developmental plans for employees for long-term, job security and working practices that are based on the collaboration of employees and employers at various levels in the organization (Mello, 2014).
The HRM practices followed in the Japanese firms was successfully encouraging employee linkages with the organizations. Seniority was considered as a fair standard for wages and promotion system by employees as they were of the view that they will be benefitted if they work for longer period in the company (Bamber, and Lansbury, 2013). This HRM system successfully motivated employees and retained them in their jobs but at the same time this system failed to promote the spirit of competition among the employees.
This was due to the contradiction that aroused between each HRM strategy and treatment of employees with equality and promoting competition among them. This was the reason, because of which the employers of Japan worked on other mechanisms for promoting competitive spirits for encouraging employees to work loyally and with commitment so that they can easily climb corporate ladders.
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