人力资源管理(HRM)英文PPT
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人力资源管理(HRM)英文PPT共54页
The worker Individual differences Maximum well being
1-9
A Brief History of HRM
Personnel departments were created to deal with: Drastic changes in technology Organizational growth The rise of unions Government intervention Employee-management conflict
1-1
McGraw-Hill/Irwin
Copyright © 2019 by The McGraw-Hill Companies, Inc. All rights reserved.
1-2
Chapter 1
Introduction to Human Resource Management
and the Environment
Concerns about productivity Organizational downsizing and redesign
Increasingly diverse workforce Competitive need to use all organizational resources
1-17
1-10
A Brief History of HRM
The Hawthorne studies (1924 to 1933): Determine the effect of illumination on workers and output Pointed out the importance of social interaction on output and satisfaction
1-9
A Brief History of HRM
Personnel departments were created to deal with: Drastic changes in technology Organizational growth The rise of unions Government intervention Employee-management conflict
1-1
McGraw-Hill/Irwin
Copyright © 2019 by The McGraw-Hill Companies, Inc. All rights reserved.
1-2
Chapter 1
Introduction to Human Resource Management
and the Environment
Concerns about productivity Organizational downsizing and redesign
Increasingly diverse workforce Competitive need to use all organizational resources
1-17
1-10
A Brief History of HRM
The Hawthorne studies (1924 to 1933): Determine the effect of illumination on workers and output Pointed out the importance of social interaction on output and satisfaction
人力资源管理英文课件
•人力资源管பைடு நூலகம்英文
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《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
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(中英文经典概述) ppt课件
精品资料
• 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
是否会认为老师的教学方法需要改进？ • 你所经历的课堂，是讲座式还是讨论式？ • 教师的教鞭 • “不怕太阳晒，也不怕那风雨狂，只怕先生骂我
笨，没有学问无颜见爹娘 ……” • “太阳当空照，花儿对我笑，小鸟说早早早……”
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_英文版__human_resources.ppt
Dedicated facilities in which job candidates undergo a series of performance simulation tests to evaluate 22 their managerial potential.
Job Description 职务说明书
A written statement of what the job holder does, how it is done, and why it is done.
Job Specification 职务规范
A written statement of the minimum qualifications that a person must possess to perform a given job successfully.
Human Resource Planning; Recruitment/ Decruitment; Selection; Orientation; Training
• Contrast job analysis, job description, and job specification.
• Discuss the major sources of potential job candidates.
• Describe career development for today’s employees.
Current Issues in Human Resource Management
The Importance of Human Resource Management (HRM)
Necessary part of the organizing function of management Selecting, training, and evaluating the work force
Job Description 职务说明书
A written statement of what the job holder does, how it is done, and why it is done.
Job Specification 职务规范
A written statement of the minimum qualifications that a person must possess to perform a given job successfully.
Human Resource Planning; Recruitment/ Decruitment; Selection; Orientation; Training
• Contrast job analysis, job description, and job specification.
• Discuss the major sources of potential job candidates.
• Describe career development for today’s employees.
Current Issues in Human Resource Management
The Importance of Human Resource Management (HRM)
Necessary part of the organizing function of management Selecting, training, and evaluating the work force
人力资源管理专业英语PPT幻灯片
each? ➢ what are the education, experience,
skill and certification and licensing requirements?
22
➢ what are the job’s physical demand?
➢ The emotional and mental demand?
• Recruiting
• Selecting
• Human
resource development
(orienting , training , development
and career planning )
• Appraising performance
• Compensation and benefits
16
2.2.2 the use of job analysis ------ the cornerstone of HRM
Job analysis Job description and job specification
HRM activities
17
• 2.3 steps in job analysis
• Labor relation
5
1.4 Linking HRM to strategy
6
1.4.1 Corporate strategy leads to HR strategy
Corporate strategy
Business strategy
HR strategy
7
1.4.2 HR competencies lead to business strategy
➢ what are the health and safety conditions?
skill and certification and licensing requirements?
22
➢ what are the job’s physical demand?
➢ The emotional and mental demand?
• Recruiting
• Selecting
• Human
resource development
(orienting , training , development
and career planning )
• Appraising performance
• Compensation and benefits
16
2.2.2 the use of job analysis ------ the cornerstone of HRM
Job analysis Job description and job specification
HRM activities
17
• 2.3 steps in job analysis
• Labor relation
5
1.4 Linking HRM to strategy
6
1.4.1 Corporate strategy leads to HR strategy
Corporate strategy
Business strategy
HR strategy
7
1.4.2 HR competencies lead to business strategy
➢ what are the health and safety conditions?
人力资源管理 介绍 英文 Introduction of Human Resources Management.ppt
What Is Strategic HRM?
“Best fit" approach
─ Consistent with other aspects of the organization, particularly with organizations’ strategy
Organizational Strategy
Aims to improve the productive contribution of individuals while simultaneously attempting to attain other societal and individual employee objectives (Textbook: Schwind et al., 2007)
Commitment HR Strategy ─ Emphasis on innovation and flexibility ─ Broad job classes ─ Loose work planning ─ Focus on recruitment, careful selection ─ Team-based training ─ Individual (skill)-based pay ─ Performance evaluations for development
Cost Leadership strategy ─ Tight cost control ─ Production efficiency ─ Products designed for ease of
manufacture ─ Intense supervision of labour
Differentiation strategy ─ Emphasis on marketing ─ Product engineering ─ R&D ─ Focus on quality ─ Technological innovation ─ Highly skilled labour
人力资源管理(HRM)英文PPT精选文档
Career planning Training
Employee development
2-14
Government Law and Regulations
Other areas of legislation and regulation Employment of illegal aliens Discrimination based on sex, age, disability Compensation regulation Benefits regulation Workers' compensation and safety laws Labor relations laws and regulations Privacy laws
2-11
HRM is One Function Among Many
Finance
Accounting
R&D
HRM
Marketing
Production
2-12
Government Law and Regulations
Government regulation directly affects:
Developing
Rewarding
Goals of ARDM: socially responsible, ethical practices
2-6
A Model to Organize HRM
Government requirements, regulations, laws
The union Economics Competitiveness Labor force composition
Success of any HRM activity
Employee development
2-14
Government Law and Regulations
Other areas of legislation and regulation Employment of illegal aliens Discrimination based on sex, age, disability Compensation regulation Benefits regulation Workers' compensation and safety laws Labor relations laws and regulations Privacy laws
2-11
HRM is One Function Among Many
Finance
Accounting
R&D
HRM
Marketing
Production
2-12
Government Law and Regulations
Government regulation directly affects:
Developing
Rewarding
Goals of ARDM: socially responsible, ethical practices
2-6
A Model to Organize HRM
Government requirements, regulations, laws
The union Economics Competitiveness Labor force composition
Success of any HRM activity
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The worker Individual differences Maximum well being
1-9
A Brief History of HRM
Personnel departments were created to deal with: Drastic changes in technology Organizational growth The rise of unions Government intervention Employee-management conflict
World Wars
Masons, carpenters, leather workers, other craftspeople
Changing work conditions and social patterns
Scientific management, welfare work, industrial psychology
Specialists
Better performance
Respond to needs Short-term results Rules, policies, position
power Bureaucratic, top-down,
centralization Following the rules
1-1
McGraw-Hill/Irwin
Copyright © 2010 by The McGraw-Hill Companies, Inc. All rights reserved.
1-2
Chapter 1
Introduction to Human Resource Management
and the Environment
1-3
Introduction
HRM is charged with programs concerned with people
Effective use of people
Achieving individual & organizational goals Getting every manager involved
Cost centers
Strategic HRM
Line managers
Improved understanding and use of human assets
Leቤተ መጻሕፍቲ ባይዱd, inspire, understand
Short, intermediate, long term
Flexible, based on human resources
1-7
A Brief History of HRM
Science
Harmony
Scientific Management (Frederick Taylor)
Cooperation
Maximum output
1-8
A Brief History of HRM
Industrial Psychology
1-11
Strategic Importance of HRM
Today, HRM plays a major role in: Clarifying the firm’s human resource problems Developing solutions for them
Strategic HRM differs from traditional HRM Traditional arrangements… responsibility for managing human resources lies with specialists Strategic approach… people management rests with anyone who is in direct contact with workers or line managers
Open, participative, empowerment
Developing people
Investment in human assets
Recruitment, selection, motivation, orientation
1-5
HRM Orientation
Action
People
Global
Future
1-6
A Brief History of HRM
English Guilds
Industrial Revolution
1-10
A Brief History of HRM
The Hawthorne studies (1924 to 1933): Determine the effect of illumination on workers and output Pointed out the importance of social interaction on output and satisfaction
Until the 1960s, the personnel function was concerned only with blue-collar employees Filing, housekeeping, social worker, firefighter, diffuser of union trouble
1-4
HRM Activities
EEO compliance
Job analysis
HR planning
Labor relations
Training, development
Performance evaluation, compensation
Safety, health, wellness
1-12
Strategic Importance of HRM
Responsibility for human resources
Objective
Role of HRM Time focus Control
Culture
Major emphasis Accountability
Traditional HRM
1-9
A Brief History of HRM
Personnel departments were created to deal with: Drastic changes in technology Organizational growth The rise of unions Government intervention Employee-management conflict
World Wars
Masons, carpenters, leather workers, other craftspeople
Changing work conditions and social patterns
Scientific management, welfare work, industrial psychology
Specialists
Better performance
Respond to needs Short-term results Rules, policies, position
power Bureaucratic, top-down,
centralization Following the rules
1-1
McGraw-Hill/Irwin
Copyright © 2010 by The McGraw-Hill Companies, Inc. All rights reserved.
1-2
Chapter 1
Introduction to Human Resource Management
and the Environment
1-3
Introduction
HRM is charged with programs concerned with people
Effective use of people
Achieving individual & organizational goals Getting every manager involved
Cost centers
Strategic HRM
Line managers
Improved understanding and use of human assets
Leቤተ መጻሕፍቲ ባይዱd, inspire, understand
Short, intermediate, long term
Flexible, based on human resources
1-7
A Brief History of HRM
Science
Harmony
Scientific Management (Frederick Taylor)
Cooperation
Maximum output
1-8
A Brief History of HRM
Industrial Psychology
1-11
Strategic Importance of HRM
Today, HRM plays a major role in: Clarifying the firm’s human resource problems Developing solutions for them
Strategic HRM differs from traditional HRM Traditional arrangements… responsibility for managing human resources lies with specialists Strategic approach… people management rests with anyone who is in direct contact with workers or line managers
Open, participative, empowerment
Developing people
Investment in human assets
Recruitment, selection, motivation, orientation
1-5
HRM Orientation
Action
People
Global
Future
1-6
A Brief History of HRM
English Guilds
Industrial Revolution
1-10
A Brief History of HRM
The Hawthorne studies (1924 to 1933): Determine the effect of illumination on workers and output Pointed out the importance of social interaction on output and satisfaction
Until the 1960s, the personnel function was concerned only with blue-collar employees Filing, housekeeping, social worker, firefighter, diffuser of union trouble
1-4
HRM Activities
EEO compliance
Job analysis
HR planning
Labor relations
Training, development
Performance evaluation, compensation
Safety, health, wellness
1-12
Strategic Importance of HRM
Responsibility for human resources
Objective
Role of HRM Time focus Control
Culture
Major emphasis Accountability
Traditional HRM