人力资源管理英文PPT04.ppt
合集下载
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
人力资源管理第最新版英文版教学ppt课件第4章
• Compensation • Training
4-9
Conducting a Job Analysis
1. How will information be used? 2. Background information 3. Representative4p-ositions 4. Collect and analyze data 5. Verify 6. Job descripe compet -nciesbased job descriptions
4-27
IMPROVING PERFORMANCE: HR Practices Around the Globe
• Daimler Alabama emphasizes o Just-in-time inventory
4-
o Work teams o Continuous improvement • Stressing competencies rather than duties
4-28
Review
4-
4-29
Translating Strategy into HR Policies &
Practices: Improving Performance at the
4-14
Methods for Collecting Job Analysis Information
• Interviews • Questionnaires • Observation 4• Diary/logs • Quantitative
techniques • Internet-based
4-3
Define talent management
and explain why it is
4-9
Conducting a Job Analysis
1. How will information be used? 2. Background information 3. Representative4p-ositions 4. Collect and analyze data 5. Verify 6. Job descripe compet -nciesbased job descriptions
4-27
IMPROVING PERFORMANCE: HR Practices Around the Globe
• Daimler Alabama emphasizes o Just-in-time inventory
4-
o Work teams o Continuous improvement • Stressing competencies rather than duties
4-28
Review
4-
4-29
Translating Strategy into HR Policies &
Practices: Improving Performance at the
4-14
Methods for Collecting Job Analysis Information
• Interviews • Questionnaires • Observation 4• Diary/logs • Quantitative
techniques • Internet-based
4-3
Define talent management
and explain why it is
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?
人力资源管理英文PPT04
Campus Interview Report
Name of person interviewed Applying for position Department Qualifications Excellent
Communication Education Related Experience Interpersonal Skills Problem Solving Skills Adaptable to change
Employment planning and forecasting
Steps in Recruitment and Selection Process
Recruiting builds pool of candidates建立
候选人才库
Applirm
Internal Sources of Candidates
No substitute for knowing a candidate’s strengths and weaknesses Inside candidates may be more committed to the company and can increase morale Can backfire 逆火 Can promote inbreeding
futurestep
Tips on Choosing a Recruiter
Can they conduct a thorough search? Meet individual who will handle the search Ask about the cost Be sure you can trust them with privileged information Talk to prior clients
人力资源管理英文PPT
Open, participative, empowerment
Developing people
Investment in human assets
1-13
Strategic Importance of HRM
For years, HRM was not linked to corporate profit Organizations focused on current performance HR managers did not have a strategic perspective Executives categorized HRM in a traditional manner It was hard to develop metrics for HRM activities
Until the 1960s, the personnel function was concerned only with blue-collar employees Filing, housekeeping, social worker, firefighter, diffuser of union trouble
Labor relations
Training, development
Performance evaluation, compensation
Safety, health, wellness
Recruitment, selection, motivation, orientation
1-5
HRM Orientation
1-15
Strategic Importance of HRM
Measured
HRM actions, language,
Developing people
Investment in human assets
1-13
Strategic Importance of HRM
For years, HRM was not linked to corporate profit Organizations focused on current performance HR managers did not have a strategic perspective Executives categorized HRM in a traditional manner It was hard to develop metrics for HRM activities
Until the 1960s, the personnel function was concerned only with blue-collar employees Filing, housekeeping, social worker, firefighter, diffuser of union trouble
Labor relations
Training, development
Performance evaluation, compensation
Safety, health, wellness
Recruitment, selection, motivation, orientation
1-5
HRM Orientation
1-15
Strategic Importance of HRM
Measured
HRM actions, language,
人力资源管理英文课件 (4)
ØChina’s one-child policy has created a labor shortage
ØJapanese culture relatively disfavors romantic relationships
LO 3
Labor Force Characteristics (Cont.)
任职于上市公司从事投资并购工作擅长信息搜集行业研究报告撰写
Global Human Resource Management
Learning Objectives
1. Discuss the evolution of global business. 2. Explain global human resource
ØManagers contend with a growing tide of employment legislation, and sometimes, the laws of one contradict those of another
LO 3
National Cultural Values
14-9
LO 2
Global Environment
ØThe functional areas associated with effective global HR management are similar to the ones they experience domestically
ØThe global external environmental factors may significantly impact the manner in which they are implemented
ØLicensing: Organization grants foreign firm right to use intellectual property
ØJapanese culture relatively disfavors romantic relationships
LO 3
Labor Force Characteristics (Cont.)
任职于上市公司从事投资并购工作擅长信息搜集行业研究报告撰写
Global Human Resource Management
Learning Objectives
1. Discuss the evolution of global business. 2. Explain global human resource
ØManagers contend with a growing tide of employment legislation, and sometimes, the laws of one contradict those of another
LO 3
National Cultural Values
14-9
LO 2
Global Environment
ØThe functional areas associated with effective global HR management are similar to the ones they experience domestically
ØThe global external environmental factors may significantly impact the manner in which they are implemented
ØLicensing: Organization grants foreign firm right to use intellectual property