发布时间 : 星期二 文章《公共管理专业英语》部分课文翻译更新完毕开始阅读0ece9701336c1eb91b375d05
她可以向在其它更成熟的机构工作的同事咨询，是否可以参考并采纳该机构的人事手册中适合自己机构的部分。她可以要求员工和董事会成员每人负责写一部分的手册。或者她可以把手册的修订作为一项一两年的长期任务，这样她可以在任何可能的时间处理有限的一部分。如果采取这种做法，负责人必须是训练有素的，能够制定一个完成任务的时间表，并严格遵从它。
The governing board typically adopts personnel policies. Thus, a certain level of board involvement in the process of developing of modifying policies may be essential. The procedures to implement the policies may also be adopted by the governing board but are more often left to the discretion of the director or other appropriate administrators. A personnel manual typically includes the policies or the essence of the policies as well as the procedures used to implement the policies.董事会通常会采用人事政策。因此，在政策的制订和修改过程中，董事会有一定程度的参与，这是很重要的。董事会也可以采纳政策的执行程序，但更多的时候，执行程序的处理权留给了负责人或其他适当的管理人员。一份典型的人事手册一般包括政策或政策的本质，以及落实政策的程序。
It is also appropriate and desirable for employees to be involved in the development of personnel policies. The extent to witch they see the policies as clear, fair, and easy to observe will influence their observation of them. They may also identify problems in implement that even the best board and director cannot anticipate. As with job descriptions, however, those practices that best help the agency accomplish its mission need to take precedence over employees’ preferences. Employees, for example, may not prefer to work evenings on a rotating schedule, but if evenings are when the clients need to access services, those preferences cannot be respected. Though their preferences cannot determine the policies, encouraging employees to be involved in the development and periodic review of policies can do much to empower them and win their cooperation. It will also help ensure that the personnel manual is not just a tool used by management, but something that is helpful to all in the agency.员工参与人事政策的修订是适宜，可取的。员工对于政策的明确度，公平度，易于遵守度的评价，将影响他们对政策的遵守程度。他们也可能找出那些即使是最好的董事会和负责人都无法预料到的政策执行过程中的问题。但是对于职务说明，能以最佳方式帮助该机构完成任务的做法，必须优先于雇员的偏好。举例来说，员工不喜欢在轮班制的晚上工作，但如果是晚上，当客户需要服务，这些个人的喜好就不能受到尊重。虽然员工的喜好不能决定政策，但鼓励职工参与制定和定期评估有关政策，可以授予他们一定权力，并赢得他们的合作。这也将有助于确保人事手册不仅是一个管理工具，而且对整个机构都有所助益。
Personnel Policy 人事政策 Personnel manual 人事手册
Periodic review of policies 对政策的定期评估
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What Is HRD?
什么是人力资源开发
Human resource development is a dynamic and evolving practice used to enhance organizational effectiveness. It is the goal of this publication to provide a resource through which HRD professional and students can understand the field and grasp its simplicity. It is within this simplicity that an appreciation of the complexity of HRD can be realized. An introductory book such as this should provide only an overview; other more focused publications will provide the crystallization. For example, when entering a community for the first time, its landmarks, citizens, and complexity often seem overwhelming to the newcomer. But after familiarizing oneself with its uniqueness, its roads, streets, buildings, and people, it does not appear as threatening or complex. In fact, if given time, even the most alien community can take on the characteristics of “home”.人力资源开发是用于提高机构的效率的一个动态发展的行业。这份出版物的目的是为HRD专家和学生提供知识资源，通过这些资源使他们能了解和掌握这个领域的简要之处。 在简要性中蕴含着对HRD复杂性的理解体会。象这样的一本入门书仅能提供概要; 其他更专业的出版物将提供此领域的精辟之处。 例如，对于一个新来者来说，当第一次时进入社区时，它的路标、居民和复杂性似乎无法接受。但在熟悉它的特点以后，它的路、街道、建筑和人民，似乎变得不再危险或复杂。 实际上，如果给予足够时间，甚而最不同的社区都能变得象家一样。
The same is true for new, exciting, and emerging professional practice. We have tried to simplify HRD in such a way that it becomes less complicated to the newcomer. If, after studying the following chapters, readers feel better able to understand the field, its components, roles, areas of practice, unique competencies, and strategies for improving credibility within organizations, then the book has indeed accomplished its mission. Ultimately, however, HRD professionals will provide the leaning and career development activities, performance improvement and management initiative, organizational development intervention, and insights through which organizational effectiveness is enhanced. Thus, it is their responsibility to master their craft in order for others within the organization to master theirs. Simultaneously, our goal is to provide the details, descriptions, and facts necessary to enable the HRD professional to create a development strategy for becoming as even more effective professional.以上道理对于一个令人激动的新兴职业也是同样适用的.我们设法简化HRD，这样它对入门者会变的不那么复杂。 如果，在学习以下章节以后，读者能更好的了解这个领域，它的组成部分，角色，实践区域，独特的能力要求以及改进机构内可信度的策略，那么这本书就完成了它的使命。然而,最终，HRD专家要提供学习和职业发展的活动,提高业绩和管理的主观能动性的方法,对组织发展的干预以及提高组织的效率的能力。 因此，HRD专家有责任掌握好他们的技能,以使组织内的其他人员能
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够各司其职. 同时，我们的目标是提供必要的细节、阐述和事实,使HRD专家能为更有效的提升自我水平而创造一个发展战略。
Many people accept new career assignments and challenges without fully understanding the duties required in the new role. In fact, people often expect to develop the knowledge and skills required for the job as they participate in its daily activities. Consider the following example.许多人在没有充分了解新角色的责任时就接受了新的事业任务和挑战。 实际上，人们通常希望通过参与工作的日常活动来提高职业所需的知识和技能。请参考以下例子。
After fifteen years with the organization, I am reassigned to the Human Resource Development Department. My regional vice-president tells me it’s a promotion for the excellent way I’ve performed. In fact, he said, “The display of your abilities and talents convinced upper management that you should be training others?” I realize I have managerial potential, but what is this HRD function anyway? Fifteens years? am I ready to develop others? What will my duties be? What competencies will I need? How does HRD fit in with the rest of the organization? What id Human Resource Development?在组织内工作十五年以后，我被重新任命于人力资源开发部门。我的地区副经理告诉我这是促进基于我的优秀表现而给予的升职。 实际上，他说，“你所表现的能力和天分使上级主管相信你应该可以训练其他员工?” 我意识到我有管理潜力，但到底HRD的功能是什么？ 15年?我已准备好开发别人了吗？ 我的责任将是什么？ 我将需要什么能力？ HRD和组织的其它部门如何协调？什么是人力资源开发？
Does this sound familiar? These are very real and often unanswered questions that newly promoted HRD professionals face every day. Where can one turn for information regarding HRD?这个情景对你来说熟悉吗？ 这些是新升职的HRD专家每天经常面临的真实而暂未得到回答的问题。 一个人能从哪里得到关于HRD 的信息？
From another perspective, that of a student considering HRD as a career, many things must be examined. The most important components of any career include the roles and activities one will encounter. The role of an HRD professional id diverse, and often requires a number of sub roles to be managed simultaneously. One might expect to serves an HRD consultant to upper management regarding the continuous development of the organization and at the same time design a system wide career development program for employees. Many HRD professionals become the leaders of HRD departments and also serve as the organization’s “learning or development officer.” Still others specialized in facilitation, instructional design, performance management, or organization development.从另一角度，一个把HRD视为事业的学生的角度来看，许多东西必须被考虑进来。所有事业的最重要的组成部分包括你将面临的职业角色和活动。 一个HRD专家的角色是多样的，而且经常需要同时处理一些次要角色。 针对组织的不断发展,你也许期望为一个上级主管的HRD顾问服务,同时为雇员
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设计一个系统的职业发展计划.许多HRD专家成为了HRD的部门领导并且担当组织的“学习或开发官员”。还有一些HRD专家专门研究对组织的辅助,指导计划,业绩管理或者组织的发展。
HRD professionals perform several different activities and duties. For example, one might expect to design, develop, and implement learning activities. This would include conducting a needs assessment as well as an evaluation of programs, learners, and the impact that new skills and knowledge have on organizational effectiveness. One might conduct performance analysis activities or help promote HRD within the firm. Regardless of one’s orientation, this book will serve as a reference for HRD students, professionals, managers, and academics interested in a better understanding of the principles of HRD.HRD专家开展和履行不同的活动和职责。例如，有人可能设计，开发和进行学习活动。 这包括对需要学习的项目的评估,以及对学习计划,学习者和新的技能知识对组织的效率的作用的评估. 有人可能在企业内开展业绩分析活动或帮助促进HRD。不管你的职业定位如何，这本书将为那些想要更好的理解HRD原则的HRD学生、专家、经理和学院提供一份参考。
The question remains, “what is human resource development?” many feel it is a question that is impossible to answer, given the complex nature of the practice of HRD. It is made even more difficult because of the rapidly changing nature of the field. A clear definition will provide a framework on which to base decisions regarding the roles and responsibilities of professionals as well as the practices that should be incorporated in HRD.问题依然存在， “什么是人力资源开发？” 由于HRD这个行业的复杂特性,许多人感到它是一个无法回答的问题。由于这个领域总在迅速变化,问题就更难回答了。一个清晰的定义将为HRD专家的角色,责任及其职业行为的决定提供一个框架。
The very term “human resource development” provides us with clues as to its meaning. Obviously, it is related to the development of people, but calling people “human resource” reveals an organizational orientation similar to “financial resources” and “capital resources.” Thus, HRD is about the development of people within organizations. Therefore, to properly define HRD, we examine the terms “human resources” and “development” more closely.从“人力资源开发”这个词本身我们可以理解它的意思。 显然，它与人的发展有关，但称呼人为“人力资源”表明了一种类似于“财政资源”和“资本资源”的和组织有关的特性. 因此， HRD与组织内的人的发展有关。 所以，为了恰当地定义HRD，我们需要更严密的审视“人力资源”和“开发”这两个词.
1. What are Human Resources? 什么是人力资源？
Today’s organizations consist of three types of resources, physical, financial, and human. Physical resources are machines, materials, facilities, equipment, and component parts of products. There are often referred to as fixed corporate assets. Physical resources are i
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