英國留學生人力資源管理碩士dissertation開題樣本-中國與英國的人力資源管理對比-human management between

英國留學生人力資源管理碩士dissertation開題樣本1.1 BACKGROUND TO THE RESEARCH
With rapid development of revolution of the new technology, the production methods transformed to the direction of the improvement of products and content of intelligence and information, and workers are playing an increasingly important role in the production process. Britain who took the leading position in areas of scientific experiments and technological innovation had taken almost half percent major technological inventions. The fundamental reason is that Britain had the advanced human capital management which attracted a large number of high-tech talents. Britain's development of human capital management developed and improved early, especially since the 1990s, the functions of human capital management of Britain’s had taken a great transformation which won Britain lots of talents. However, China didn’t pay enough attention to attract qualified personnel and management of human capital in the past years. In the circumstance of market economy, China should actively learn from the United Kingdom and other developed countries for the advanced management experience.
Human capital is the primary resource of enterprise and it is taken more and more attention. As a department of developing and managing human capital, the main work involves are following four aspects: election, education, employment and keep people. Modern recruitment is the first step of developing and managing human capital which is also a very important step. If you are concerned about the ratio of tangible and intangible assets in the business in past 20 years, you will find a very interesting phenomenon, according to surveys (data from Analysis of the S & P500 Company, Baruch Lev), the tangible assets took 68 percent of the total assets of enterprises in 1982 which fell to 15 percent in 1998.
英國留學生人力資源管理碩士dissertation開題樣本This is a significant change which has strong signal. Christine Yokoi, who is a marketing manager of human capital management of Japan and the Asia- Pacific region, told reporters: "This phenomenon reflects the fact that how the world's major companies treat their composition of value, and how to treat the main part of sources of value. The phenomenon of a company's value mainly comes from physical assets 20 years ago has completely reversed 20 years later. We can also understand like that - the changes on understanding show the transfer of the whole structure of the market economy, that is transforming to a knowledge-based economy from which was focused on manufacturing. In the era of knowledge economy, people are subject to create knowledge, disseminate knowledge, make use of knowledge, they are also key elements of all elements, therefore, the high-quality personnel has become the main momentum for development of a knowledge-based economy. The long-term economic growth statistics of the developed countries shows that the expansion of investment in human capital has been the increasingly important source of economic growth in developed countries. In the days of information diversification, economic globalization and fierce competition, each enterprise should manage their human capital in accordance with its own characteristics to enable it serve better for enterprises, human capital management includes the recruitment of personnel, retaining personnel, managing personnel and training personnel, the paper mainly studied on angle of recruitment through the method of comparative research.#p#分頁標題#e#
The importance of recruiting for companies and the departments is obvious. Human capital departments of many companies plan and design many recruitment process and form, when all recruitment processes are complete (such as the recruitment pipeline, the selection methods), it’s always because of wrong use of recruitment information which leads to the quality of recruitment is not as that expected; Even someone who is more likely to use the recruitment information while damages the image of the company without realizing it. So, sometimes talents are hard to find, but if we can not be good to attract the talents, it is no avail, the entire business department and enterprise pay several times of the personnel salaries, efficiency of idling, and other tangible and intangible… for a wrong decision.
To publish recruitment information in newspapers, magazines or on televisions which have wide audience would receive more application information and promote the image of enterprises’ at the same time. The distribution of applicants through this channel is extensive, and advertisement for personnel recruitment is one of the important tools for recruitment, the design of advertisement will have a direct impact on the quality of candidates and the competition among enterprises. Therefore, we have the necessary to discuss the design principles and related issues and make further study on recruitment advertisement. 。
Britain was one of the first countries which implement research and practice on human capital management. It has the advanced theory and practical experience while research and practice of China's human capital was just getting started, whose theory is imperfect, what’s more, the human capital management can not achieve the desired objectives in practice because of various reasons. The competition of enterprises’ of 21 century is the competition of human capital in a certain sense, especially after China’s entering to the WTO, the situation that China's enterprises facing has undergone great changes, China’s human capital management can not meet the actual needs. Therefore it’s urgent for China’s enterprises to learn advanced experience and theory, and this paper uses the United Kingdom as the goal to compare recruitment strategy of the two countries in order to identify the shortage of China's human capital management and make some research Contribution for China’s human capital.
There is much difference in the recruitment ads in practice, and the reasons which lead to the various results are the following:
1. Economic factors: As China's market economy was implemented for more than 20 years, the shortcomings left by the long period can not be changed in a short period of time, such as the problem of efficiency, human capital management of the United Kingdom's emphasizes more on efficient management.
2. Cultural factors: China is a cultural country who has a history of over 5,000 years, it has been impacted much by the Confucian thought during the past thousands of years which are reflected from all aspects in our life, the idea of official position is also very serious which blocked the process of human capital. Compared with it, British human capital was influenced less by their traditional culture, therefore, it is open and in a high level. #p#分頁標題#e#
As the traditional Chinese culture emphasizes "emotion" and "justification" and "law", therefore Chinese enterprises emphasizes relationships, human nature in the course of human capital management, thus Chinese stress coordination more in practice in human capital management.
3. Political factors: China is under the rule of the Communist Party, therefore, in a number of recruitment advertisements they will require that candidates must have the status of party members. However, Britain has not such a request, they concern more for the quality of individual candidates.
4. Factors of industry patterns: because China's current industrial structure is still labor-intensive, while the United Kingdom is knowledge-intensive, the British human capital management emphasized more on the use of knowledge management.
Through comparative research, this paper analysed and deduced the frequency of specific keywords and its interrelated relations in July and August in 2007 between China and the United Kingdom, compared the similarities and differences of competence requirements in recruitment advertisements.

1.2 COMPARATIVE RESEARCH
1.2.1 The Nature of Comparative Research
Comparative research is method of inspecting of two or more linked things on basis of a certain standard to find their similarities and differences, explore the universal laws and special laws of education. Its development stage experiences birth, formation, development and mature stage.
1.2.2 The Importance of Comparative Research
Comparative research contributes to understanding the nature of things and the universal law of education, a better understanding of education of local’s and the nation’s; obtaining a new discovery and the formulation of education policy.
1.2.3 The Problems of Comparative Research
The comparative research is through almost all areas of academic research which is common and commonly used and non- abstract. But it is also not perfect. First, the reality of the situation is so complicated that a reality gains too much variables impact, we must choose an important variable on the one hand; on the other hand, we should also find the variables which is like to play an important role in both cases to compare them. Second, people are easily to use an example as a type of the common characteristics, for example, people often choose the United States as an example of the capitalist system, and the innocently think that other capitalist countries are the same as the United Kingdom. This is obviously wrong, which is very misleading, especially in certain circumstances, there is so large differences within the group so that the typical examples can not be typed.
By comparing the recruitment ads between the two country's, showed the different competence requirements from the educational background, knowledge and skills, business experience these four areas between two companies, reflected the status and characteristics of human resources of the two countries’, showed the advanced experience of the United Kingdom’s and provided valuable advice of human resources management for China.#p#分頁標題#e#

1.3 AIM AND OBJECTIVES
1.3.1 Aim:
To provide valuable experience for Chinese human resources management.
1.3.2 Objectives:
1.To examine the concept of competence in human resources management.
2. To give an overview of characteristics and behaviours of recruitment ads.
3. To compare the recruitment advertising between China and Britain.
4. To discuss the differences and similarities of recruitment advertising between China and Britain.
5. To reflect the difference in human capital management between China and Britain.
6. To provide recommendations and conclusions for the future.

英國留學生人力資源管理碩士dissertation開題樣本1.4 STRUCTURE OF THE PROJECT
This report is formulated into four chapters, ‘Introduction’; chapter one– ‘Literature Review’; chapter two – ‘Methodology’; chapter three – ‘Analysis of Results’; and chapter four – ‘Conclusions and Recommendations’.
1.4.1 Introduction
The purpose of Introduction is to provide a framework of this research study. This Introduction illustrates the research background by discussing other authors’ research on the topics of Human Resource management and competence characteristics and behaviours of recruitment ads. The aim and objectives act as guidelines for the study to answer the research questions raised step by step.
1.4.2 Chapter 1.0
The purpose of chapter one is to review the literature which is related to topic of this research and to accomplish objective one and two. This chapter will define and interpret the term ‘competence’ and ‘recruitment ads’ with examples. Moreover, the relationship between competence characteristics and behaviours of recruitment ads will be explained. Indeed, it provides an overview of competence characteristics and behaviours. The supposed competence characteristics would work as a foundation for comparison research. Furthermore, it examines the premise that there is/are method(s) to evaluate competence characteristics by adopting McClellan and Spencer’s (1973; 1993) ideas and Iceberg Model.
1.4.3 Chapter 2.0
The purpose of this chapter is to explain the research process and the research instrument to be employed. This chapter illustrates the research process and demonstrates how to search and review the literatures, explain how the primary data is collected and which statistical methods and techniques are to be employed. Finally, it evaluates the methodology employed and highlights positive and negative http://www.mythingswp7.com/Thesis_Tips/Proposal/outcomes of the research process.
1.4.4 Chapter 3.0
The purpose of chapter three is to analyse primary data, present the results and achieve objective four. This chapter presents the findings of the study along with the statistical analysis.#p#分頁標題#e#
英國留學生人力資源管理碩士dissertation開題樣本1.4.5 Chapter 4.0
The purpose of chapter four is to draw conclusions and make recommendations for the future and to accomplish objective six, consider any limitations to the research.