代写论文：人力资源管理
对人的普遍主义的方法有两个主要的原则。它们是人力资本理论和战略资本理论。战略资源的理论是建立在组织实践的基础上的。这些被发现是基于公司竞争优势的特定条件。这种方法被认为是普遍主义观点的主要支柱。这两种方法的结合用于提高公司的高性能实践。初步结果表明，定性的人力资源管理是建立在经济绩效基础上的。定性取向是建立在技能发展、薪酬、参与、信息、招聘和绩效评估的基础上的。经济表现是基于条件的社会表现。对补偿活动的投资是基于公司的生产力和利润率水平(戴利，2012)。提供给员工的有形报酬只会导致结果的轻微的即兴发挥。无形的人力资源管理和员工关系的培养，使公司的员工更满意。在这个人力资源管理模型中，需要一个基于资源的视图。下面详细介绍了以下内容。
代写论文：人力资源管理
The Universalistic approach to SHRM has two main tenets. They are the human capital theory and the strategic capital theory. The theory of the strategic resources is based on the organizational practices. These are found to be based on the certain conditions that are of competitive advantages of the firm. This approach is considered to be the main pillar of the Universalist perspective. The combination of these two approaches is used for the increase in the high-performance practices of the company. The initial results show that a qualitative HRM is based on economic performance. The qualitative orientation is based on the links towards skills development, compensation, participation, information, recruitment and the evaluation of performance. The economic performance was based on the conditioned social performance. The investment in the compensation activity is based on the level of productivity and profit margins of the firm (Daley, 2012). The tangible remuneration that is provided to the employee only resulted in slight improvisation of the results. The intangible HRM practices and fostering of the employee relationship lead towards a better employee satisfaction for the firm. In this model of HRM, there is a need for a resource based view. These have been detailed in the following
