[英文版]人力资源管理概论-The Recruitment and Selection Process(ppt 47页)

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人力资源英语作文

人力资源英语作文Human Resources Management。

Human resources management (HRM) is an important aspect of any organization. It involves the recruitment, training, and development of employees, as well as the management of their performance and compensation. HRM is essential for the success of an organization, as it ensures that theright people are in the right positions, and that they are motivated and engaged in their work.Recruitment is the first step in HRM. It involves identifying the staffing needs of the organization and attracting qualified candidates to fill those positions. This can be done through job postings, referrals, and recruitment agencies. Once candidates have been identified, they are screened and interviewed to determine their suitability for the position.Training and development are also important aspects ofHRM. Employees need to be trained to perform their jobs effectively, and to develop new skills and knowledge as the organization evolves. This can be done through on-the-job training, workshops, and seminars. In addition, employees may be offered opportunities for career development, such as promotions or job rotations.Performance management is another key aspect of HRM. It involves setting performance goals for employees and providing them with feedback on their progress. This helps to ensure that employees are meeting the expectations of the organization, and that their performance is aligned with the goals of the organization.Compensation is also an important aspect of HRM. Employees need to be compensated fairly for their work, and to be motivated to perform at their best. This can be done through a variety of compensation strategies, such as salary, bonuses, and benefits.In conclusion, human resources management is an essential aspect of any organization. It involves therecruitment, training, and development of employees, as well as the management of their performance and compensation. Effective HRM ensures that the right people are in the right positions, and that they are motivated and engaged in their work.。

人力资源管理(中英文经典概述)

PART 2 人力资源管理规划
WHAT IS HRM Planning？
人力资源规划
人力资源管理规划就像航行出海的船，在出行前要找到适合的、明确的目标与方向，即最适合本部门公司的制度，这就需要确定HR工作目标resource management planning, like a boat sailing out to sea before the trip to find the right and clear goal and direction, which is most suitable for the system of the company, the department that need to be sure HR work target and implementation approach.
能力ability 需要need 价值观、个性特征 Value\personality
招聘与配置——内招还是外招？
内部招聘：Internal Recruitment
外部招聘：external Recruitment When to recruit internally and when to recruit externally？？
one's desires and the attributes of the job.
招聘与配置——人组织匹配模型人岗匹配Person-job fit
组织（岗位）
Organization (position)
个人
personal
要求require 供给supply 价值观、文化氛围 Value\cultural atmosphere
培训计划制定 Training planning

人力资源管理英语教程

人力资源管理英语教程Introduction to Human Resource Management.Human Resource Management (HRM) is a crucial aspect of any organization, responsible for the effective management and development of its employees. It involves a range of activities, including recruitment, training, performance management, and employee relations, aimed at maximizing the potential of the workforce and aligning it with the strategic goals of the organization.The Role of HRM.The role of HRM is to ensure that the organization has the right people with the right skills in the right positions. It involves attracting and selecting talent, providing training and development opportunities, motivating employees, and managing employee relations. HRM also ensures compliance with labor laws and regulations, while promoting a positive work environment that fostersemployee engagement and commitment.Recruitment and Selection.The recruitment and selection process is a crucial part of HRM. It involves identifying the job requirements, attracting potential candidates, screening and selecting the most suitable candidates, and offering employment. Effective recruitment and selection ensure that the organization attracts and retains top talent, which is essential for its success.Training and Development.Training and development are essential for employee growth and development. HRM is responsible for identifying training needs, designing and implementing training programs, and evaluating their effectiveness. Training and development not only improve employee skills and knowledge but also enhance their job satisfaction and commitment to the organization.Performance Management.Performance management is a key component of HRM. It involves setting clear performance standards, monitoring employee performance, providing feedback, and rewarding and recognizing excellent performance. Effective performance management helps to align employee efforts with organizational goals, improve productivity, and foster a culture of accountability and excellence.Employee Relations.Employee relations refer to the management of conflicts and issues that arise between employees and the organization. HRM is responsible for addressing these issues, promoting open communication, and fostering a positive work environment. It also ensures compliance with labor laws and regulations, preventing legal disputes and maintaining good employee relations.The Future of HRM.With the changing business landscape and evolving workforce demographics, HRM is facing new challenges and opportunities. The increasing diversity of the workforce, the rise of remote work, and the need for continuous learning and development are among the key trends shaping the future of HRM. HR professionals will need to adapt to these changes, developing innovative strategies and leveraging technology to enhance employee experience, engagement, and performance.In conclusion, Human Resource Management plays apivotal role in the success of any organization. It involves a range of activities aimed at attracting, developing, motivating, and retaining top talent while managing employee relations and ensuring compliance with labor laws and regulations. As the business landscape continues to evolve, HR professionals will need to stay up-to-date with trends and developments, leveraging technology and innovative strategies to meet the challenges and seize the opportunities ahead.。

人力资源管理模型英文版

人力资源管理模型英文版Human resource management is a critical element for any organization to achieve success. The human resource management model is a framework that outlines the role of HR in an organization, including recruitment, selection, training, and retention of employees. This model helps in guiding the HR department to ensure that it delivers its services optimally to achieve the organization’s goals. In this document, we will discuss the human resource management model, its concepts, and how it impacts an organization.The human resource management model has three key components: the stakeholders, the delivery system, and the HR functional areas.1. The stakeholders: The stakeholders of HRM are the employees, customers, shareholders, and the communi ty. HR’s role is to ensure that the needs of these stakeholders are met and that they are working to achieve the organization’s goals.2. The delivery system: The delivery system includes the policies, procedures, and systems that HR uses to manage employees. HR needs to ensure that these systems are effective in recruiting, selecting, training, motivating, and retaining staff.3. HR functional areas: HR functional areas are the core processes that HR undertakes to achieve the goals of the organization. These areas include recruitment, selection, training, development, performance management, and compensation and benefits.Within these three components, there are a number of concepts that are crucial to the human resource management model’s success.1. Human capital: Human capital refers to the knowledge, skills, and abilities that employees have. HR needs to ensure that it is managing the human capital effectively in order to achieve the organization’s goals.2. Diversity: Organizations are becoming increasingly diverse. HR needs to ensure that they are managing diversity effectively so that the organization can benefit from the unique skills and experiences that employees bring to the table.3. Job satisfaction: Job satisfaction is critical to employee retention. HR needs to ensure that employees are satisfied in their roles by providing appropriate training, motivation, and rewards.4. Legal compliance: HR must ensure that they comply with relevant employment laws and regulations. This includes fair employment practices, health and safety regulations, and any other relevant laws or regulations.5. HR data: HR data is critical to the management of HR processes. HR needs to ensure that it collects and analyzes data on recruitment, selection, training, performance management, and compensation and benefits.Impact of the human resource management model on an organizationThe human resource management model has a significant impact on an organization. Firstly, it ensures that employees are recruited and selected based on their skills and experience, which ensures that the organization has competent staff. Secondly, it ensures that employees are trained and developed so that they can be more productive and contribute to the achievement of the organization’s goals.Thirdly, the human resource management model ensures that employees are motivated and satisfied in their roles, which increases their retention rates. Fourthly, it ensures that organizations are complying with relevant employment laws and regulations, which reduces the risk of litigation and other legal issues.Fifthly, HR data enables the organization to make informed decisions regarding recruitment, training, compensation, and benefits. This provides a competitive advantage, as organizations can attract and retain the best talent.In conclusion, the human resource management model is a framework that guides the HR department to deliver its services effectively. It ensures that employees are managed optimally and are motivated to achieve the organization’s go als. HR data enables the organization to make informed decisions and provides a competitive advantage. The human resource management model is critical to an organization’s success and should be a key element of any organization’s strategy.。

[英文版]人力资源管理概论-The History and Role of Human Resource Management(ppt 55页)

1–3
Personnel Mistakes
➢ Hire the wrong person for the job ➢ Experience high turnover ➢ Have your people not doing their best ➢ Waste time with useless interviews ➢ Have your company in court because of discriminatory actions ➢ Have your company cited by OSHA for unsafe practices ➢ Have some employees think their salaries are unfair and
The Manager’s Human Resource Management Jobs
➢ Management process
– The five basic functions of planning, organizing, staffing, leading, and controlling.
relationships 6. Interpreting the firm’s policies and procedures 7. Controlling labor costs 8. Developing the abilities of each person 9. Creating and maintaining department morale 10. Protecting employees’ health and physical condition
➢ Human resource management (HRM)

《人力资源管理英语》课件

Conducting background checks to verify candidates' credentials and employment history
Assessment Centers
References Check
Background checks
Understanding the job requirements and company culture, researching the company, and preparing answers to common interview questions
Posting the job opening on various platforms, such as job boards, social media, and company websites
Screening Resumes
Reviewing the resumes of applications to identify those who are most qualified for the position
Detailed description
02
Recruitment and Selection
Job Analysis
Understanding the job requirements, skills, and qualifications needed for the position
Advertising
01
Introduction to Human Resource Management
Summary
Clarify the definition of HRM and its role in the organization

人力资源管理英文专业词汇英文版

人力资源管理英文专业词汇英文版Introduction:Human resource management (HRM) is a critical aspect in any organization's success. As businesses strive to attract and retain the right talent, they must rely on the expertise of HR professionals. The HR field is complex and requires a wide array of skills and knowledge. Effective communication is a vital component of HR, and that includes being familiar with the relevant terminology.In this article, we'll explore various HR terms, including performance management, employee engagement, recruitment, and compensation-related terminologies. We'll also discuss the significance and usage of these terms in the HR setting.Performance Management:Performance management refers to the process of setting goals and managing performance in the workplace. It is a continuous cycle of planning, monitoring, evaluating, and rewarding employees. Performance management also includes identifying opportunities and ways to improve employee performance and learning opportunities. Managers must provide regular feedback, coaching, and training to help employees increase their skills and reach their full potential.Employee Engagement:Employee engagement is a critical metric in HR management. It is the degree to which employees are committed to their organization and the work they do. Engagement levels are crucial as they impact job satisfaction, productivity, and turnover rates. The higher the engagement levels, the more likely it is that employees will stay with an organization and contribute meaningfully.Recruitment:Recruitment refers to the process of attracting, selecting, and hiring employees. HR professionals use various methods to recruit and assess candidates, including job advertising, resume screening, and interviewing. It is essential to have an effective recruitment process as it determines the quality of talent that an organization attracts.Compensation:Compensation refers to the payment and benefits given to employees for their work. Compensation packages are crucial in attracting and retaining talented employees. A comprehensive package includes a combination of base salary, incentives, and benefits such as health insurance and retirement savings plans.Terminologies used in performance management:1. Key Performance Indicators (KPIs): These are measurable goals that employees are expected to achieve during a specified time frame.2. Continuous Feedback: Continuous feedback is an ongoing conversation between managers and employees about an employee’s performance. It helps identify are as for improvement and keeps employees engaged and motivated.3. 360-Degree Feedback: 360-degree feedback is a process where employees receive feedback from their peers, managers, and customers. It is an effective tool for gathering well-rounded feedback and identifying areas for improvement.Terminologies used in employee engagement:1. Employee Net Promoter Score (eNPS): eNPS is a metric used to gauge employee engagement and loyalty. It measures the likelihood of employees recommending their organization to others.2. Employee Retention: Employee retention refers to the ability of an organization to keep talented employees. High retention rates are a good indicator of employee engagement.3. Employee Satisfaction: Employee satisfaction is the degree of happiness and fulfillment that employees experience in their roles.Terminologies used in recruitment:1. Job Posting: A job posting is an advertisement used to attract potential candidates for a specific role.2. Applicant Tracking System (ATS): An ATS is software that helps HR professionals manage the recruiting process, including resume screening and storing candidate information.3. Behavioral Interviewing: Behavioral interviewing is a technique used to assess how candidates have responded to past work situations. It helps identify potential areas of strength or weakness.Terminologies used in compensation:1. Total Rewards: Total rewards refer to all the compensation and benefits given to employees in exchange for their work.2. Salary Range: The salary range is the range of salaries offered for a specific position.3. Performance-Based Compensation: Performance-based compensation refers to compensation that is tied to an employee's performance and results.Conclusion:Effective communication is a crucial aspect of any field, and HR management is no different. Familiarity with HR terminologies is essential for HR professionals to communicate effectively with colleagues and stakeholders in their respective organizations. This article has discussed various HR terminologies, includingperformance management, employee engagement, recruitment, and compensation. By understanding and utilizing these terms, HR professionals can successfully attract, retain, and develop their organizations' human capital.。

[英文版]人力资源管理概论-The Recruitment and Selection Process(ppt 47页)

The consistency of the firm’s recruitment efforts with its strategic goals
The available resources, and choice of recruiting methods Nonrecruitment HR issues and policies Line and staff coordination and cooperation
8
Drawbacks to Scatter Plots
1.
They focus on projections and historical relationships, and assume that the firm’s existing structure and activities will continue into the future.
4
Linking Employer’s Strategy to Plans
Figure 5–2
5
Forecasting Personnel Needs

Trend analysis
The study of a firm’s past employment needs over a period of years to predict future needs.
• • • • Work experience codes Product or service knowledge Industry experience Formal education
14
Forecasting the Supply of Outside Candidates

Factors impacting the supply of outside candidates

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© 2005 Prentice Hall Inc. All rights reserved.
5–4
Linking Employer’s Strategy to Plans
© 2005 Prentice Hall Inc. All rights reserved.
5–5
Figure 5–2
Forecasting Personnel Needs
• Trend analysis
• The study of a firm’s past employment needs over a period of years to predict future needs.
• Ratio analysis
• A forecasting technique for determining future staff needs by using ratios between a causal factor and the number of employees needed.
• Succession planning
• The process of deciding how to fill the company’s most important executive jobs.
• What to forecast?
• Overall personnel needs • The supply of inside candidates • The supply of outside candidates
© 2005 Prentice Hall Inc. All rights reserved.
5–8
Figure 5–3
Drawbacks to Scatter Plots
1. They focus on projections and historical relationships, and assume that the firm’s existing structure and activities will continue into the future.
© 2005 Prentice Hall 5–3
Figure 5–1
Planning and Forecasting
• Employment or personnel planning
• The process of deciding what positions the firm will have to fill, and how to fill them.
• Scatter plot
• A graphical method used to help identify the
relationship between two variables.
Size of Hospital
Number of
(Number of Beds)
Registered Nurses
• Assumes that the relationship between the causal factor and staffing needs is constant
© 2005 Prentice Hall Inc. All rights reserved.
5–6
The Scatter Plot
2. They generally do not consider the impact the company’s strategic initiatives may have on future staffing levels.
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470
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860
© 2005 Prentice Hall Inc. All rights reserved.
5–7
Determining the Relationship Between Hospital Size and Number of Nurses
4. Use selection techniques like tests, background investigations, and physical exams to identify viable candidates.
5. Decide who to make an offer to, by having the supervisor and perhaps others on the team interview the candidates.
© 2005 Prentice Hall Inc. All rights reserved.
5–2
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.
2. Build a pool of candidates for these jobs by recruiting internal or external candidates.
3. Have candidates complete application forms and perhaps undergo an initial screening interview.
Personnel Planning and Recruiting
© 2005 Prentice Hall Inc. All rights reserved.
5–1
The Recruitment and Selection Process
1. Decide what positions you’ll have to fill through personnel planning and forecasting.