论文代写：人力资源管理
在评估具体的证据时，我意识到并理解，与不同公司相比，选择和招聘的过程是不同的。这些变化是根据公司的政策设定的。作为一个重要的例子，葡萄牙公司采用的招聘制度相对于经合组织国家大多数人的职业生涯而言基本上是相当基础的。挪威一直在使用基于职位的招聘体系，而不是经合组织的平均国家（经合组织，2016）。我进一步了解到，在初级阶段，人力资源管理局的活动显示出对主管雇员的发展，动力和招聘的关注。
论文代写：人力资源管理
因此，为员工提供技能，能力和知识的选择程序和标准正在设计中，这与他们在企业中发挥的作用有关。这包括创建对组织目标的可持续承诺，同时确保组织实现卓越绩效。人力资源管理的下一个层面涉及通过为员工提供工作条件，福利和满意的薪酬来激励员工队伍。人力资源管理专业人员应该进一步发展个人，使他们拥有必要的技能和知识，以便在工作中有效。
论文代写：人力资源管理
In the evaluation of specific evidences, I realized and understood that the process of selection and recruitment is different when compared to different companies. These variations are set in accordance with the policy of the company. As a significant example, Portuguese companies use a system of recruitment that is comparatively based on career for majority of the OECD nation. Norway has been using a system of recruitment which is significantly based on position than the average nation of OECD (OECD, 2016). I further learned that in the initial level that the activities of HRM show key concern with the development, motivation and recruitment of competent employees.
论文代写：人力资源管理
As a result, there are designing of selection procedures and standards for supplying skills, abilities and knowledge to employees pertained to the role they play in the business. This includes the creation of sustainable commitment towards the goals of the organization while ensuring the organization delivers high performance. The next level of HRM involves motivating the workforce by the provision of workforce with working conditions, benefits and satisfactory pay. The professionals of HRM should further develop individuals so that they can have possession of necessary skills and knowledge for being effective in the workforce.
