人力资源管理（HRM）就是根据企业战略目标，通过工作分析、人力资源规划

人力资源管理（HRM）就是根据企业战略目标，通过工作分析、人力资源规划、员工招聘选拔、绩效考评、薪酬管理、员工激励、人才培训和开发等一系列手段来提高劳动生产率，最终达到企业发展目标的一种管理行为。
人力资源管理是一个整体系统，由各个人力资源管理环节子系统构成。企业的人力资源管理，首先要制定企业的人力资源管理战略和人力资源计划。在人力资源管理计划的指导下，接下来的工作是从事工作分析，制定工作描述和工作说明书。根据工作分析，企业要招聘员工并且配置员工。在配置员工，利用人力资源的过程中，企业必须注意规划员工的职业生涯发展，并且把员工的职业生涯发展与组织的发展相匹配，形成互为动力的综合发展途径。在企业与员工互相匹配发展过程中，要不断地相互沟通，解决冲突，消除两者共同发展的障碍，保证过程的顺利进行。当企业的人力资源管理工作进行到一定的阶段，就必须对多层次员工的工作绩效进行评估考核，纠正他们工作中的失误，肯定他们工作中的成绩，并就员工下一阶段的工作达成上下级的共识，以便员工形成下一轮的工作计划。在绩效评估以后，要对员工进行激励。包括薪酬方面的激励、福利方面的激励和精神等其他方面的精髓。对绩效评估中表现出来的优秀员工，尤其要加大激励的力度。对表现出来的具有这种那种缺陷的员工，对于企业今后发展需要的员工，企业要进行培训，帮助员工提高知识水平，增进技能水平，使他们在今后的企业经营活动中能适应企业发展的人力资源的需要。最后，根据人力资源系统的整个动作情况，企业要修正或者重新制订自身的人力资源发展战略和人力资源计划，为企业下一阶段的人力资源管理活动再次奠定基础。

結果 (中文) 3:

Human resource management (HRM) is based on the strategic goal of the enterprise, through job analysis, human resource planning, staff recruitment and selection, performance appraisal, salary management, employee motivation, training and development of a series of measures to improve labor productivity, a kind of management behavior and ultimately achieve enterprise development goals.
human resources management is a whole system, consisting of all the human resources management subsystem. The human resource management of the enterprise, first of all to develop enterprise human resource management strategy and human resources planning. In the human resources management under the guide of plan, the next job is to engage in job analysis,Establish job description and job description. According to the job analysis, the enterprise to recruit staff and allocation of staff. In the allocation of staff, process and utilization of human resources, enterprises must pay attention to employee occupation career planning and development, the development phase, occupation career development and organization of employees, form a comprehensive approach to the development of mutual impetus. Match each other in the enterprises and employees of the development process, to continue to communicate with each other, conflict resolution, eliminating the common development of both obstacles, to ensure the smooth process of. When the enterprise human resources management work to a certain stage, it is necessary to multi-level employee job performance evaluation,To correct their mistakes in work, sure they work achievements, and staff of the next phase of work on the lower reach consensus, so that employees to form the next round of work plan. In the performance evaluation should be carried out after, the incentive for employees. The essence of compensation incentive, including the welfare incentive and other aspects of the spirit. The outstanding staff expressed in performance evaluation, especially to increase the incentive strength. To exhibit this kind of defects of the staff, for the future development needs of the employees of the enterprise, the enterprise must carry on the training, helping employees to improve their level of knowledge, enhance skills,Need to enable them to adapt to enterprise development of human resources in the future in the business activities of enterprises. Finally, according to the action of human resources system, enterprises have to modify or re enact their human resource development and human resource planning, human resources management activities of the enterprises for the next stage of the re lay the foundation.