人力资源管理4(双语)
人力资源管理相关英汉互译
Leaders need personal capabilityThe second critical tent pole of leadership is the personal capability the leader possesses. These personal capabilities are not skills that would typically be described as leadership skills, yet our research proves they must be in place for any individual to be perceived as a strong leader. Here are some of these individual capabilities:⏹Technical knowledge. The best leaders have at least a working knowledge of thetechnological side of the business.⏹Product knowledge. Great leaders need a thorough understanding of what theorganization produces and why it is superior to competitive products.⏹Problem analysis and problem-solving skills. These skills include the ability to defineproblems, analyze them, and come up with solid recommendations for resolving complex issues.⏹Professional skills. Excellent leaders must be able to write intelligently and concisely,make compelling presentations, organize their work efficiently, monitor progress, and work without close supervision.⏹Innovation. This refers to a leader's ability to have a fresh outlook in approaching aproblem, to shake loose from old methods, and see new possibilities.⏹Initiative. The best leaders see if something is falling between the cracks andimmediately step in to make certain it is handled.⏹Effective use of information technology. Great leaders set an example in theconsistent use of e-mail, powerful software applications, and any technology that escalates performance.Career experts, Gene Dalton and Paul Thompson, explain that the most successful leaders progress through a series of four career stages, which cannot be skipped. Stage one is the time when individuals must prove they can learn the business and develop a solid foundation of technical expertise. In stage two, individuals continue to build technical skills and become independent contributors. By stage three, they become wentors-developing the careers and expertise of others. In stage four, they become organizational visionaries—leading the organization in new directions.Too often, leaders reach a position they've been seeking and start to coast—believing the learning phase of their career is over. They assume that there is a time for learning and a time for execution, and they are done learning. The best leaders never quit learning.Here are some techniques to maximize your personal capability:Understand the technology: Employees can see through attempts to cover up your lack of knowledge. Get up to speed by asking questions. Be willing to admit what you don't know.Perfect professional Skills: Managers can't manage unless they can communicate.Try new things: Great managers innovate and take initiative. They think outside the box and don't hesitate to experiment."Leadership cannot be delegated to others."—John H. Zenger and Joseph FolkmanFocus on resultsLeadership is ultimately about producing results. This is the third leadership tent pole. Leaders can have talent and character, but unless they produce sustained, impressive results for their organization, they simply are not good leaders.One study of 1000 managers showed that the best managers translate ideas into action. They push to take the next step forward by bringing energy, enthusiasm, and urgency to their role. They continually look for ways to improve. These leaders are in the driver's seat, with a foot on the accelerator—pressed to the floorboard most of the time.How do leaders focus on results? Extraordinary leaders do the following:⏹Establish stretch goals for their people.⏹Take personal responsibility for the outcomes of the group.⏹Provide ongoing feedback and coaching to their people.⏹Set lofty targets for the group to achieve.⏹Personally sponsor an initiative or action.⏹Initiate new programs, projects, processes, client relationships, or technology.⏹Focus on organization goals and ensure that they are translated into actions by theirdepartment.⏹Operate with speed and intensity; accelerate the pace of the group.⏹Champion the cause of the customer.⏹Balance long-term and short-term objectives.The best leaders get things accomplished, even under duress. They choose the right goals and follow through.These are some ways to bring about results:Know What the organization expects: Ask, "What does the organization expect from my department?" "From me personally?" The answers can be quite eye-opening.Stay fOCUSed On long-ternr results: We've all seen executives who can make earnings soar—temporarily. Extraordinary leaders resist the urge to sacrifice long-term for short-term results. They keep the welfare of the organization ahead of their own personal agendas.Take action: Extraordinary leaders wake up in the morning with a plan and put it into effect. They don't always wait for permission before moving ahead. Instead, they simply try new things."Leaders who aren't getting results aren't truly leading."—David Ulrich, Jack Zenger, and Norm SmallwoodCultivate interpersonal skillsThe fourth essential tent pole of leadership is interpersonal skills. Along with the central tent pole representing character, it probably holds the most canvas. This leadership skill has become more important over time, especially since the demise of the "command and control" styles of leadership. Of all the competencies, interpersonal skills seem to make the most difference in whether leaders are considered extraordinary.To develop strong interpersonal skills, leaders must do the following:Communicate powerfully and prolifically. Extraordinary leaders don't hoard new insights. They tell people! These leaders give their work group a sense of direction and purpose. They help people understand how their work contributes to the goals of the organization. They err on the side of telling people too much.Inspire others to high performance. Great leaders energize people to go the extra mile. They set stretch goals that motivate people to accomplish more than they think is possible.Build trust. Superstar leaders act so that others trust them. They balance their concern for productivity and results with sensitivity to employees' needs and problems. When conflicts arise, they deal with employees' feelings as well as the technical aspects of the issue. They stay approachable.Develop others. The most remarkable leaders support others' growth by giving honest and constructive feedback, balancing correc tive with positive evaluations. They stay tuned to what is happening in employees' careers. They let others grow, even if it means letting them leave the department.Collaborate and develop strong teams. Excellent leaders know not to insulate themselves from other team members and departments. They keep in touch, so thatcooperative urges beat out competitive urges. They cultivatetheir team members' ability to work with diverse people.Some key points for mastering people skills include:Involve Others in communication: One of the best ways to communicate is to get others to communicate! Interestingly, the worst communicators focus solely on getting their message across. The best communicators check people's reactions and get their ideas.Train everyone to be a leader: These days, leadership often gets passed around in a group. The person with the loftiest title and supposed power is no longer the one with all the answers. Believe that others are capable of great accomplishments and then watch them follow through.TO develop Others, develop yourself: The best leaders create space for their employees to move up from below by raising their own performance. Their efforts not only set the example, but also blaze a clear path for others to follow."If we treat people as they are, wemake them worse, but if we treat themas they ought to be, we help thembecome what they are capable ofbecoming."—Johann Wolfgang von GoetheLead organizational changeThe ability to lead organizational change is the fifth tent pole of extraordinary leadership. The best leaders inspire people to rally around a change, while poor leaders have to push, cajole, or even threaten employees to accept change. A turbulent business environment puts leaders to the test: excellent leaders can turn a significant change into a pleasant journey, while poorly led change might be better described as a "trip through hell." With most organizations today in a constant state of change—from dramatic growth to downsizing and restructuring—leaders must be able to skillfully shepherd organizations in new strategic directions.We're not talking about slight tactical shifts in current management processes or procedures. Caretaker managers can keep things going on a steady path. But if the organization is to rise to a significantly higher level of performance, extraordinary leaders must be able to sense the direction of the market and alter the fundamental business model. They must be able to envision and create a new organization culture.How do extraordinary leaders approach this task? The challenge in accomplishing change is not only to provide strong direction, but also to get people involved in making the change work. The most effective leaders are able to strike a balance between directing change and involving others.Leaders with strong directing tendencies are often prepared with well-organized plans that they communicate clearly. They maintain control, but sometimes end up with employees feeling that changes are being done to them but not with them. The end result is that employees resist change and start to distrust management.On the other hand, leaders who favor involving others in change sometimes fail to provide enough direction, leaving employees confused about their roles and what they need to do to keep the change moving forward. Sometimes leaders who tend toward involving others are simply unwilling to take risks or make tough decisions.Our research shows clearly that both sets of behaviors are necessary for a leader to manage change effectively. Leaders need to help their people understand the specific details of the change and also help them feel involved so they will feel committed to the change.Leading organizational change requires that you:Create the Overarching Vision:Using your knowledge of the external environment, determine which trends to pursue and which to ignore. Stay involved in critical decisions. Use your influence to shape their outcome.Translate the vision into specific objectives: In order to make the strategic vision happen, break it down to the level of specific tasks and expectations for individual workers. It is up to you to determine how resources will be allocated. You must establish the norms that will shape the culture.Balance the need for direction with the need to involve others: Build support for your vision by getting people on board."Some people grin and bear it. Others smile and change it."—Unknown领导者需要个人能力领导能力中第二根重要的支杆是领导者所拥有的个人能力。
人力资源管理最新版英文版教学课件第4章
▪ work outputs ▪ work processes ▪ work inputs
4-*
Developing a Work-Unit Activity Analysis
4-*
Lean Production VS Batch Work Methods
2. Managers need to understand job requirements
to make intelligent hiring decisions.
3. Managers must clearly understand tasks required
in every job.
4-*
4-*
Biological Approach Physical demand Ergonomics Work Conditions
4-*
Perceptual-Motor Approach Job complexity Information processing Equipment use
Trade-Offs Among Job Design Approaches
Approach
Motivational
Mechanistic Biological
PerceptualMotor
4-*
Summary
Job analysis and design is a key component for a competitive advantage and
4-*
Job Design and Job Redesign
4-*
Four Approaches Used in Job Design
人力资源管理hnd Outcome4 原文+翻译
Outcome 4: Assessment task 2Supplement to the case studyThe mergerDavid and Neil had their usual Friday meeting. This week the main area for discussion was the business’s need to re-structure. This issue had increased in priority when Neil explained that John Colbert Civil Engineering Contractors had approached him about a merger. John Colbert Senior was about to retire and the firm believed that continued success and growth could best be accomplished by creating a business that would cater fully for both the design and development of civil and structural engineering projects. One main reason behind this was that more and more clients wanted cost savings that could be derived from the synergy that would result from dealing with one organisation for design and development. Although both firms had reputations for high quality work, increasing competition and the need to make efficiency savings was making it more and more important that the two businesses looked to new possibilities for managing and developing. Over the past four years the two firms had worked together on a number of projects and they were about to start work on two major developments: the new leisure complex and the office block for the Scottish Executive, the latter of which was only secured as a result of the close working arrangement of the two firms. John and Neil were also aware that successful completion of this project could lead to more Scottish Executive projects.Currently John, a chartered civil engineer, employed two teams. Each team comprised a team leader, digger driver and three qualified builders. When working on large developments the two teams would work on site together, but be responsible for different aspects of the site development. For instance, in road development, one team would concentrate on road production whilst the other team concentrated on bridges or pathways, depending on the design specification.Neil agreed with John that, from a business perspective, a merger of the two companies could be beneficial in a number of ways:The merger would primarily be beneficial because the engineers would have the formal authority to manage the construction staff. At the moment, as designers, there was an informal acceptance that the design engineer was in charge of a given project on site. A merger would help clarify this relationship.John’s firm was based out of town and, in addition to the space for his equipment, he had a large office that would cope with the additional staff from Barbour Brown. In the past, engineering consultants had always preferred to be based in town centres. This was mainly to allow clients easy access to the engineers. As a result of new technology and computer networks, design communication tended to be done through phone calls and email. It was very rarely that clients visited the offices. When meetings were essential, these tended to take place either on site or at the client’s main office. The building that housed the offices of Barbour Brown was in a prime town location that could beredeveloped. Aware of this potential, Neil was eager to give the merger his full consideration.In addition to the re-location, John also has a small, but efficient, administration team that handles reception, secretarial support, accounts and wages. Again, savings could be made by reducing the administration costs currently incurred by having two administration sections. Neil was aware that the merger, should it go ahead, would create some redundancies.Although not always keen to make major changes, David did agree that, since their business needed re-structured, the merger would provide the ideal reason for making changes to the current method of working, and the proposal to merge should go ahead.David and Neil星期五都有例会。
人力资源管理专业英语 Unit1-Unit4 翻译
Unit1An Overview Of Human Resource Management组织需要一些有效率的东西：物质资源、金融资源、营销能力和人力资源。
虽然这些对组织效率来说都很重要，但是最有可能提供潜在竞争优势的因素是人力资源如何管理这些资源。
工业技术、财政学和顾客联系（市场）都可以被模仿，基本的管理人员也可以被模仿，但是最有效率的组织发现了独特的方法去吸引、保留和激励雇员——即一种难以被模仿的策略。
在《人的竞争优势》这篇华丽的文章中，Jeffrey Pfeffer 举了西南航空公司这个例子。
思考一下…西南航空公司的股票在1972和1992年间有最好的回报。
可以确定的是它的成功并不是从规模经济中得到的。
在1992年，西南航空公司公司有13.1亿的收入，并且在美国的的客运市场中仅仅占到了2.6%的份额…西南航空公司（问题句）的成功是因为它有多渠道的低成本资金——的确，它是美国负债经营最少的航空公司之一。
西南的飞机，波音737，对它的竞争对手来说都能轻易获得。
它不是任何一个大型计算机化预定保留系统的成员，它没有独特先进的技术，并且卖的是本质上的日常用品——低成本，经济型航空服务，在价格上有着别的竞争者无法压敌的优势。
西南航空公司大部分的价格优势来源于它的非常有生产力、非常受激励，顺便说一下，还有统一的劳动力。
与美国的航空公司相比，根据1991年的统计，西南航空公司飞机的服务人员很少（79：131），每个雇员所能应对的乘客比一般的航空公司多（1891082：1339995）。
他表明80%的起降可以在15分钟完成，而其他公司平均需要45分钟，这些设备的利用率给了它一个巨大的生产力优势。
它在乘客服务上也提供了特别水平的服务。
西南公司曾经荣获航空公司的三连冠（最佳准点率、最低行李丢失率、最少乘客抱怨率）9次。
没有一个竞争对手赶得上。
关于西南航空公司的描述证明了一个生动的例子来表明发挥的作用——人力资源——在迎接21世纪的挑战中决定组织竞争力和效率。
人力资源管理第四章人员招募、甄选与录用
相关工作关系图
工作分析
质的決定
人力资源规划
量的決定
招募 甄选 录用
第四章 人员招募、甄选与录用 一：人员招募的概念及其意义： 人员招募是指根据组织人力资源规划和工作分析的要 求，把具有一定技巧能力和其他特性的申请人吸引 到企业或组织空缺岗位上，以满足企业（或组织） 的人力资源需求的过程。 人员招募是企业人力资 源管理活动的一个重要组成部分。 人员招募的意义在于：为企业补充新鲜血，使企业保 持良性循环的重要工作，它还使得社会广泛深入地 了解企业、扩大企业的知名度，同时促进劳动力的 合理流动，提高社会劳动力的合理配置。
第二节 人员甄选
工作分析
质的決定
人力资源规划
量的四章 人员招募、甄选与录用
人员甄选是指用人单位在招募工作完成之后，根据用人条件和 用人标准，选用适当的方法和手段，对应聘者进行审查和筛 选的过程。 人员甄选的意义：1）实现人与事的科学结合 2）形成人员队伍 的合理结构，实现共事人的宇航局切配合 3）保证人员个体 素质优良，使人力资源管理活动顺利进行。 员工甄选就是为了确保企业发展所需的高质量人力资源而进行 的一项重要工作。 因为人与人之间的差别，使得有必要对人员的体力、技巧、 能力以及个性特征与工作要求之间的适应性关系进行评估。 心理学家约翰•霍兰德——“人格-工作适应性理论”把人格分 为六种基本类型。（现实、研究、社会、企业、传统和艺术 型） 结论是：员工对工作的满意度和离职的倾向性，取决于个 体的个性和职业环境的匹配程度。
第四章 人员招募、甄选与录用 2）测试甄选 （测试的内容和方式有：1、能力测试；2、人格、 个性与兴趣测试；3、成就测试） 能力测试包括一般智力测试和特殊认识能力测试。 特殊认知能力，也称特殊心理能力。 人格、个性与兴趣测试常用的“大五”模型来进行 人格测试，大五是：外倾性、随和性、责任性、情 绪稳定性、经验的开放性。 成就测试是对一个所学的知识和技能的一个基本的 检测。
人力资源管理(中英文经典概述) ppt课件
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• 你怎么称呼老师？ • 如果老师最后没有总结一节课的重点的难点，你
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PART 1 人力资源管理简介
WHAT IS HRM？
什么是人力资源管理
人力资源管理就是预测组织人力资源需求并作出人力需求计划、招聘选 择人员并进行有效组织、考核绩效支付报酬并进行有效激励、结合组织 与个人需要进行有效开发以便实现最优组织绩效的全过程
Human resource management is to predict the organization human resources demand and to make human demand plan, choice of recruiting staff and pay the remuneration for effective organization, performance appraisal and effective incentive, to meet the needs of organizations and individuals to develop effectively in order to realize the whole process of the optimal organizational performance
their current job
and growth
培训的作用The role of training
响应环境的变化 Respond to changes in the environment
人力资源管理员培训讲义(四级)
系统性、战略性、人本性、法制 性。
人力资源管理的重要性
提升企业核心竞争力
提升员工满意度和绩效
通过有效的人力资源管理，企业能够 吸引和留住优秀人才，从而提升企业 的核心竞争力。
有效的人力资源管理能够激发员工的 潜力，提高员工的工作满意度和绩效， 增强企业的整体运营效率。
促进企业可持续发展
合理的人力资源配置和管理，能够为 企业创造持续的竞争优势，促进企业 的可持续发展。
03 招聘与选拔
招聘渠道与招聘广告
招聘渠道
选择合适的招聘渠道对于吸引优秀人才至关重要。常见的招 聘渠道包括招聘网站、社交媒体、招聘会、猎头公司等。
招聘广告
撰写具有吸引力的招聘广告，明确职位需求、职责和要求， 以便吸引符合条件的候选人。
简历筛选与面试安排
简历筛选
根据职位要求和公司需求，筛选出符 合条件的候选人。重点关注候选人的 教育背景、工作经验、技能和项目经 验等。
制定评估流程
明确评估流程，包括评估周期、评估主体、评估程序等，确保评估 过程的公正性和透明度。
提供培训与指导
对参与评估的人员进行培训和指导，确保他们能够准确、客观地进 行评估。
绩效反馈与改进计划
提供及时反馈
在评估结束后，及时向员工提供反馈，指出其优点和不足，并提 出改进建议。
制定改进计划
根据绩效反馈结果，与员工共同制定改进计划，明确改进目标、措 施和时间表。
容的落实和实施。
总结词
收集反馈意见
详细描述
在培训过程中和结束后，收集员工对培训 的反馈意见和建议，及时调整和改进培训 计划。
总结词
进行效果评估
详细描述
通过考核、评价等方式，对培训效果进行 评估，分析培训成果的转化和应用情况， 为后续的培训提供参考和借鉴。
人力资源管理(双语)课程HRM(4)(双语)
Achieve Cost Efficiency
Limit recruitment costs without lowering productivity
Attract Highly Qualified Applicants
Notification of job openings
HRM department must ensure that its recruitment efforts reach a sufficient number of qualified applicants.
1. Decide what positions you’ll have to fill through personnel planning and forecasting.
2. Build a pool of candidates for these jobs by recruiting internal or external candidates.
Recruit HighQuality Applicants
Improved Chances Of Selecting Best
Qualified
Competitive Advantage
Training Needs And Costs Are Minimized
Recruitment
Locate applicants Attract applicants
Selection
The process of choosing from a group of applicants the individual best suited for a particular position and an organization.
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Recruiting Yield Pyramid
HRM and Competitive Advantage
HR Planning Job Analysis
Recruitment Selection
Competence Motivation Work Attitudes Output Retention Legal Compliance Company Image Cost Leadership
District attracts top candidates, with 95% of new
hires in the past year being highly qualified Through the use of automated services, the district saves about $10 million per year
Training/Develop. Performance App. Compensation Productivity Imp.
Product Differentiation
Workplace Justice Unions Safety & Health International
Linking Recruitment Practices to Competitive Advantage
Older workers
Qualified workers with disabilities
Recruitment Planning Steps
1. 2. 3. 4. 5. Identify the job opening. Decide how to fill the job opening. Identify the target population. Notify the target population. Meet with the candidates.
Recruitment
The process of attracting individuals on a timely basis, in sufficient numbers, and with appropriate qualifications, and encouraging them to apply for jobs with an organization
Selection
The
process of choosing from a group of applicants the individual best suited for a particular position and an organization.
The Recruitment and Selection Process
When to Use Contingent Personnel
When
hard-to-find expertise required When staffing new offices in geographic areas far from main headquarters When projects have high risk factors
Opening Case: Gaining Competitive Advantage at the Los Angeles United School District Problem: A poor recruiting system resulting in low-quality hires Solution: Using an online system and rolling out the red carpet How the new recruitment process enhanced competitive advantage
Achieve Legal Compliance
Recruit underutilized groups.
Create a More Culturally Diverse Workforce
Extend recruitment efforts to disadvantaged groups.
Achieve Cost Efficiency
Limit recruitment costs without lowering productivity
Attract Highly Qualified Applicants
Capture
candidates’ attention. Stimulate candidates’ interest.
Step 1: Identify the Job Opening
Are any new budgeted positions opening soon? Is a contract under negotiation that may result in the need for additional hires? What is the amount of expected turnover in the next several months?
Internal Recruitment
Advantages Increases morale of all employees Knowledge of personnel records Chain effect of promotion Need to hire only at entry level Usually faster, less expensive Less orientation and training required
Productive Employees Increase Overall Productivity Improved Chances Of Selecting Best Qualified Competitive Advantage
Recruit HighQuality Applicants
Training Needs And Costs Are Minimized
Steps in Recruitment and Selection Process
The recruitment and selection process is a series of hurdles aimed at selecting the best candidate for the job.
Alternatives to Filling Job Openings
Outsourcing
Overtime
Job
elimination Job redesign
Step 2: Decide How to Fill the Job Opening
e
vs. contingency personnel? Internal vs. external recruiting?
Recruitment
Locate
applicants Attract applicants
Recruiting Program Goals
•
• • • •
Achieve cost efficiency Attract highly qualified candidates Help ensure employee retention Comply with nondiscrimination laws Create a more diverse workforce
Realistic Job Preview
Positive benefits of RJP Improved employee job satisfaction Reduced voluntary turnover Enhanced communication through honesty and openness Realistic job expectations
Disadvantages of Using Contingent Personnel
Contingent
personnel may need considerable orientation and training on company procedures. Contingent employees may be less committed to “host organization.”
Advantages of Using Contingent Personnel
Flexibility
to control fixed employee costs Relieves company of many of its HRM burdens Cost savings “Job tryout” for permanent positions
Factors Influencing Applicant Decisions
Alternative Job Opportunities
Recruitment Activities
Attractiveness of Company
Attractiveness of the Job
Realistic Job Preview
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Decide what positions you’ll have to fill through personnel planning and forecasting. Build a pool of candidates for these jobs by recruiting internal or external candidates. Have candidates complete application forms and perhaps undergo an initial screening interview. Use selection techniques like tests, background investigations, and physical exams to identify viable candidates. Decide who to make an offer to, by having the supervisor and perhaps others on the team interview the candidates.