_10HumanResourcesandJobDesign(运营管理,英文版)
OPERATIONSMANAGEMENT运营管理英文版
O PERATIONS M ANAGEMENTOperations management goes by many names: Production, Production Management, or s imply Operations. For our purposes we will define it as the production and delivery of goods and services. It encompasses d esigning the product and its accompanying production process, acquiring and organizing the necessary resources, and planning and executing production. With such a broad scope, the operations function plays an integral role in the ability of an organization to achieve its goals. A well-trained manager m ust be familiar and conversant with the many issues and concepts that arise within this functional area.In this course we study the management of the operations function. We focus on both understanding how the provision of goods is organized and managed as well as recognizing potential areas of improvement. The course has several objectives:Introducing the functional area of operations management and demonstrating how it interfaces with an organization’s other functional areas.Highlighting the various issues and problems that traditionally arise in the management o f operations within both manufacturing and service organizations.Building a familiarity with the terminology, modeling, and methodology often employed in the operations function.Training students to think critically and use analytical tools in making business decisions and problem solving.R EQUIRED M ATERIALMatching Supply With Demand by Cachon and TerwieschCourse PackThe Goal (2nd Edition) by Eliyahu M. Goldratt and Jeff CoxS UPPLEMENTAL M ATERIALOperations Management For Competitive Advantage by Chase, Jacobs, and Acquiano Virtually all readings or cases listed on the course outline are included in the text or the course pack. Additional materials will be passed out in class.G RADINGEvaluations will be based upon the following components weighted by the given percentages.Class Participation 20%Case Write-up 5%3 Exams (each) 20%Final Project 15%The stated weights will apply for students who perform adequately along each dimension. Thatis, acceptable performance in e ach area is a necessary condition for successfully completing thecourse. Over the term, we will study a large number of cases. A successful case discussionrequires that all students be well prepared. Consequently, class participation will be based onregular attendance, quiz scores, and positive contributions to case and class discussions.Final course grades are determined using the total points accumulated. There will be noadjustments applied to the exams. For final grades, the raw scores will be analyzed to determineif an adjustment is appropriate. If the instructor determines an adjustment is warranted, thenindividual scores will be normalized into the target ranges outlined above.E XAMSAll exams are non-comprehensive closed book, individual efforts. Students may bring one (8? x 11 inches) original hand-written formula sheet (writing allowed on one side only). Tohelp students understand t he material and prepare the exams, homework problems will beassigned. Students are expected to do the homework problems but they will not be collectedand graded. Some problems in the exams and quizzes will very likely be closely related tothe homework assignment. Hence, you should spend time solving them before solutions areprovided. Makeup exams will not be given. Excused absences (for health reasons, etc.)must be documented, and the grade missed will be the average of the other Exam scores. Allother cases will receive a grade of zero for the missed exam. Test review sessions will beoffered before each test. N OTE: Students are expected to have their own calculator foreach exam!!C LASS P ARTICIPATION AND A TTENDANCEClass participation refers to regular class attendance; contributing positively, regularly, andsignificantly to class discussion; and being courteous and professional to both your instructor andyour fellow classmates. Contribution to class discussion will require that you prepare for theclass lesson ahead of time by both reading the material to be covered and working out anyproblems that are suggested in the syllabus. Bring your n ame tent with you to every class. Aswe get into the term, you may find that you have a conflict with attending class. How youresolve that conflict is your choice. Although I will not take attendance in class, you should beaware that missing a session impacts your class participation grade.Practice Problems: The course pack contains some practice problems for many of the topicscovered. These do not have to be handed in and no written requirement exists, but it is stronglysuggested that they be done on a regular basis. Some of the problems may be covered in class,and the learning that takes place will be much greater if you have first tried the problem on yourown. Generally, people who approach the practice problems seriously find both the quizzes andthe exams much easier to prepare for and to successfully complete.Quizzes: Throughout the semester numerous pop quizzes will be assigned. These serve multipleuses. Their primary purpose is to ensure that people are “keeping up” with the course m2。
战略人力资源管理(英文版)
1-15
Strategic Importance of HRM
Measured
HRM actions, language,
performance
Communicated
Evaluated
1-16
Strategic Importance of HRM
HRM accountability resulted from:
the enterprise, and the public
ቤተ መጻሕፍቲ ባይዱ
1-24
Providing Trained, Motivated Workers
Reward good results Don’t reward non-performance
Make goals clear Measure results clearly, fairly
Provide the right people at the right time
1-25
Increasing Job Satisfaction
This job is matches my skills perfectly
The company treats me equitably
I find this job very fulfilling
Employees + Good Management = $
1-23
Objectives of the HRM Function
HRM Contributions to Effectiveness
Help the organization reach goals Provide trained, motivated employees Employ workforce skills/abilities efficiently Increase satisfaction, self-actualization, quality of work life Communicate HRM policies to all employees Maintain ethical policies, socially responsible behavior Manage change to the mutual advantage of individuals, groups,
人力资源管理专业英语Chapter-2-Human-Resource-Planning(ppt文档)
Implements HR plan as
plans and career paths in line
approved by top management with HR plan
If a company grows rapidly with little retrenchment, employment expands．Growth objectives are a key part of an organization’s overall strategic plan. Almost all strategic plans deal with the size the company wishes to be in the future.
There are four main determinants of the labor supply：the size, age, sex, and educational composition of the population; the demand for goods and services in the economy; the nature of production technology and the labor force participation rates.
2.1 Introduction of Human Resource Planning
Geographic and Competitive Concerns Employers must consider the following geographic
and competitive concerns in making HR plans: net migration into the area; other employers in the area; employee resistance to geographic relocation; direct competitors in the area; impact of international competition on the area.
人力资源管理专业英语
3.3.2 step 2 :
forecasts
future
resources supply
human
.
3.3.2.1 considerations ➢ general economic conditions ➢ local labor market conditions ➢ occupational market conditions ➢ internal HR conditions ……
.
1.2 The important role of HRM
• Obtain • Retain • Motivate • Utilize • Develop
Human Resource
.
1.3 the main activities involved in HRM
• Job analyses
• Human resource planning
disadvantages
.
2.4.3 observation
2.4.3.1 types:
➢ one approach is to observe and interview simultaneously
➢ another approach is to interview after observe
job
analysis------The
procedure for determining and
reporting the information relating
to the nature of each job (tasks,
duties, and responsibilities), and
• Recruiting
人力资源课程全学习英文版
人力资源课程全学习英文版People are the most valuable assets to any organization. Therefore, the study of human resources has become a crucial aspect of business education. Learning about human resources involves understanding the management of personnel, employment practices, compensation, and benefits. The global business environment has created the need for an English language curriculum in human resources, considering the international reach of many companies.The Human Resources Curriculum in English Version, is designed to teach students about the essential aspects of HR management in an easily understandable language. It covers topics ranging from human resource planning, recruitment, and selection to employee relations, training and development, and performance management. This curriculum includes the latest trends in HR management, including the use of technology and AI in HR processes.The curriculum ensures that students understand the complexities of HR management, including the importance of company culture and diversity. It also emphasizes the importance of effective communication, critical thinking, problem-solving, and ethical practices. Students learn about the legal frameworks thatguide HR, including equal employment opportunity laws, workplace health and safety, and labor relations laws.The Human Resources Curriculum in English Version also includes practical training and internships. These internships provide students with hands-on experience in the application of HR practices. They also provide a bridge between the classroom and the workforce, preparing students for success in the job market.By studying human resource management in English, students can better prepare themselves for careers in the global business community. With a mastery of the English language, students can communicate effectively with colleagues and clients worldwide, which is especially important in the HR department, which communicates with employees around the world.Moreover, given the growing importance of English as a global language, students who have best command of the language will standout in the job market, thereby increasing their chances of landing their desired job positions within their preferred organizations.To conclude, the Human Resources Curriculum in English Version is an essential document for students studying HR and those pursuing a career in HRM. This curriculum provides students with a solid understanding of HR management and helps them develop the critical thinking and problem-solving skills necessary in today's rapidly changing business environment. By completingthis course, students will be better equipped to manage personnel as they navigate challenges throughout their careers.。
人力资源岗位职责 英文
人力资源岗位职责英文Human Resources Job ResponsibilitiesThe field of human resources is a crucial aspect of any organization, as it manages the most valuable asset the people The human resources department is responsible for a wide range of tasks and duties that contribute to the overall success and functioning of the companyRecruitment and SelectionOne of the primary responsibilities of HR is to handle the recruitment and selection process This involves identifying the staffing needs of the organization, creating detailed job descriptions and specifications, and sourcing potential candidates through various channels such as job portals, social media, recruitment agencies, and internal referrals HR professionals need to screen resumes, conduct initial interviews to assess the candidates' skills, qualifications, and cultural fit They also coordinate with hiring managers for further interviews and make final hiring decisionsTraining and DevelopmentAnother important aspect is training and development HR designs and implements training programs to enhance the skills and knowledge of employees, both new and existing This may include orientation programs for new hires, onthejob training, leadership development courses, and soft skills training They also identify individual training needs based on performance appraisals and career goals and provide appropriate training opportunitiesEmployee RelationsMaintaining positive employee relations is essential HR acts as a mediator to handle employee grievances, disputes, and conflicts They promote a healthy work environment and ensure that employees are treated fairly and in accordance with company policies and labor laws HR also organizes teambuilding activities and employee engagement programs to boost morale and productivityCompensation and BenefitsHR is responsible for designing and managing the compensation and benefits packages This includes determining salary structures, bonuses, incentives, and other forms of financial rewards based on market research and internal equity They also handle employee benefits such as health insurance, retirement plans, paid time off, and leave policiesPerformance ManagementEstablishing and implementing a performance management system is a key responsibility HR sets performance goals, conducts performance appraisals, and provides feedback to employees They also identify areas for improvement and develop performance improvement plans This process helps in rewarding highperforming employees and addressing performance issues in a timely mannerLegal ComplianceHR ensures that the organization complies with all relevant labor laws and regulations This includes handling matters related to employment contracts, workplace safety, antidiscrimination laws, and labor unionrelations They keep updated with changes in the legal landscape and ensure the company's policies and practices are in line with the lawStrategic PlanningHR plays a strategic role in aligning the human resources function with the overall business goals of the organization They contribute to workforce planning, succession planning, and organizational development initiatives By analyzing workforce data and trends, HR provides insights and recommendations to support decisionmaking at the executive levelEmployee Data ManagementManaging and maintaining accurate employee records and data is an important administrative task This includes personal information, employment history, training records, performance evaluations, and other relevant data HR uses this data for reporting, analysis, and decisionmaking purposesExit ManagementWhen an employee leaves the organization, HR handles the exit process This includes conducting exit interviews to understand the reasons for departure, completing necessary paperwork, and ensuring a smooth transitionIn conclusion, the role of human resources is diverse and multifaceted HR professionals need to have excellent interpersonal skills, knowledge of human resources best practices, and the ability to adapt to a constantly changing business environment Their responsibilities directly impact theorganization's ability to attract, retain, and develop top talent, which is crucial for achieving longterm success。
人力资源管理专业英文介绍
人力资源管理专业英文介绍Human Resource Management: A Dynamic Field of Expertise.Human Resource Management (HRM) is a crucial aspect of any organization, encompassing a wide range of activities and strategies designed to maximize the effectiveness and efficiency of its workforce. It involves the recruitment, selection, training, development, and retention of employees, ensuring that they contribute positively to the organization's overall objectives and goals.The field of HRM is constantly evolving, driven by changes in technology, globalization, and the evolving nature of work itself. HR professionals must stay abreastof these developments to ensure that their organizations remain competitive in today's rapidly changing business environment.One of the key responsibilities of HR professionals is talent acquisition. This involves identifying andattracting individuals who possess the skills, knowledge, and abilities necessary to contribute to the organization's success. This process often begins with job analysis, where HR professionals determine the specific requirements of a role and use this information to create job descriptions and qualifications criteria.Once potential candidates are identified, the recruitment process begins. This typically involves advertising job opportunities, screening resumes, and conducting interviews to assess candidates' fit for the role. HR professionals must also ensure that the recruitment process is fair and compliant with all relevant laws and regulations.Once employees are hired, HR professionals are responsible for their development and growth. This includes providing training and development opportunities that help employees enhance their skills and knowledge, as well as career planning and advancement opportunities that encourage long-term engagement. By investing in employee development, organizations can foster a culture ofcontinuous learning and innovation.In addition to talent management, HR professionals also play a crucial role in employee relations. They are responsible for resolving conflicts and addressing grievances, ensuring that employees are treated fairly and with respect. By fostering positive employee relations, organizations can create a culture of trust and engagement that drives employee satisfaction and performance.HRM also involves the management of compensation and benefits, which are critical to attracting and retaining top talent. HR professionals must ensure that compensation packages are competitive and aligned with theorganization's strategic goals. They also design and administer employee benefit programs that meet the needs of a diverse workforce while remaining cost-effective for the organization.In today's global business environment, HRM also involves managing a multicultural workforce. HR professionals must have a deep understanding of culturaldifferences and their impact on the workplace, enabling them to create inclusive work environments that leverage the diverse talents and perspectives of their employees.Moreover, with the advent of technology, HR professionals are increasingly leveraging data andanalytics to make informed decisions about talent management, employee development, and compensation strategies. By analyzing employee data, they can identify trends and patterns that inform more strategic andeffective HR practices.In conclusion, Human Resource Management is a dynamic and diverse field that plays a crucial role in organizations of all sizes and industries. It involves the strategic management of people and processes to ensure that organizations are able to attract, develop, and retain the talent they need to achieve their goals. As the business environment continues to evolve, so must the practices and strategies of HR professionals, who are key players in shaping the success of their organizations.。
人力资源管理的英语
人力资源管理的英语英文回答：Human resource management (HRM) is the process of managing people in an organization to achieve its goals. It involves a wide range of activities, including:Recruitment and selection: Identifying and hiring the best candidates for open positions.Compensation and benefits: Determining and managing employees' pay and benefits.Training and development: Providing employees with the skills and knowledge they need to perform their jobs effectively.Performance management: Assessing and evaluating employees' performance.Employee relations: Managing relationships between employees and the organization.HRM is an essential function in any organization. It helps to ensure that the organization has the right people in place to achieve its goals, and that those people are motivated and engaged.中文回答：人力资源管理是为达到组织目标而管理组织中员工的过程。
人力资源六大模块的英文
人力资源六大模块的英文1. Recruitment (招聘)Recruitment is the process of finding and hiring suitable candidates for job openings within an organization. It involves sourcing, screening, interviewing, and selecting qualified individuals to fill the vacant positions.Recruitment Strategies•Internal Recruitment: Hiring candidates from within the organization.•External Recruitment: Seeking candidates externally, through job portals, advertisements, etc.•Campus Recruitment: Visiting educational institutions to hire fresh graduates.•Employee Referrals: Encouraging current employees to refer potential candidates.•Social Media Recruitment: Utilizing social media platforms to attract talent.2. Training and Development (培训与发展)Training and development is a crucial aspect of human resource management. It involves providing employees with the necessary skills, knowledge, and competencies to perform their job effectively.Training and Development Methods•On-the-job Training: Learning through hands-on experience and job shadowing.•Classroom Training: Conducting workshops, seminars, and lectures.•E-learning: Utilizing online platforms for self-paced learning.•Mentoring and Coaching: Pairing employees with experienced mentors or coaches.•Cross-Training: Offering employees opportunities to learn skills beyond their current job role.3. Performance Management (绩效管理)Performance management aims to ensure that employees’ work aligns with the organization’s goals and objectives. It involves setting performance expectations, providing feedback, and evaluating employee performance.Performance Management Processes•Goal Setting: Collaboratively setting SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals.•Ongoing Feedback: Regularly providing constructive feedback and performance updates.•Performance Appraisals: Conducting formal assessments of employees’ performance.•Rewards and Recognition: Recognizing and rewarding exceptional performance.•Performance Improvement Plans: Addressing underperformance and providing support for improvement.4. Compensation and Benefits (薪酬与福利)Compensation and benefits refer to the financial and non-financial rewards that employees receive in exchange for their work. It includes salary, incentives, bonuses, insurance coverage, retirement plans, and other perks.Compensation and Benefits Components•Base Salary: Fixed monetary compensation for the job role.•Performance-based Incentives: Bonuses and rewards based on individual or team performance.•Employee Benefits: Insurance, healthcare, retirement plans, vacation days, etc.•Stock Options: Offering employees the opportunity to purchase company shares.•Flexible Work Arrangements: Providing options like remote work, flexible hours, etc.5. Employee Relations (员工关系)Employee relations focus on maintaining a positive and productive work environment. It involves managing employee grievances, conflicts, and fostering healthy communication channels.Employee Relations Strategies•Communication and Feedback Mechanisms: Establishing open lines of communication.•Conflict Resolution: Addressing conflicts impartially and facilitating resolutions.•Employee Engagement: Creating opportunities for employee involvement and participation.•Policy and Procedure Development: Ensuring clear and fair policies and procedures are in place.•Team Building Activities: Promoting teamwork and collaboration.6. HR Analytics and Reporting (人力资源分析与报告)HR analytics involves applying data analysis techniques to gain insights into human resource management. It helps in making informed decisions and predicting future trends.HR Analytics Applications•Workforce Planning: Analyzing current and future staffing needs.•Talent Acquisition: Identifying effective recruitment sources and strategies.•Employee Performance: Analyzing performance data to improve productivity.•Employee Engagement: Using data to enhance employee satisfaction and retention.•HR Metrics and Reporting: Tracking key HR performance indicators.以上是人力资源六大模块的英文介绍。
人力资源管理专业用英文怎么说
人力资源管理专业用英文怎么说引言在全球化的背景下，人力资源管理专业越来越受到重视。
了解人力资源管理专业的英文表达对于学习、工作和国际交流都具有重要意义。
本文将详细介绍人力资源管理专业用英文怎么说，以帮助广大读者更好地掌握相关知识。
人力资源管理的英文表达•Human Resource Management（缩写：HRM）：这是最常用的表达方式，也是对人力资源管理专业的简单直接描述。
HRM包括一系列策略、方法和活动，旨在有效地管理组织中的人力资源。
•Personnel Management：这一术语强调了对组织内部员工的管理和关怀。
尽管与HRM有所重叠，但它更加注重人力资源管理的行政方面，涉及员工招聘、培训、绩效评估等活动。
•Staffing：这一词汇强调了人力资源管理中的员工招聘和配备过程。
它指的是将合适的人员招募到组织中，并为他们提供合适的工作职位。
•Talent Management：这一术语着重管理和发展组织中的优秀人才。
它包括才能发现、吸引、培养和保留的策略和实践。
•Workforce Planning：这一概念指的是根据组织战略规划和预测，制定关于人力资源需求、供给和优化的策略。
它强调了根据未来发展需求来合理安排员工的重要性。
•Labor Relations：这一术语指的是管理组织和工会之间关系的活动和策略。
它旨在维护劳资关系的和谐，提高员工满意度和工作效率。
•Employee Engagement：这一概念指的是通过提高员工的投入程度来增强员工的工作动力和忠诚度。
它关注员工与组织目标的关联性和认同感。
结论人力资源管理专业的英文表达多样且广泛，包括HRM、Personnel Management、Staffing、Talent Management、Workforce Planning、Labor Relations以及Employee Engagement等。
了解这些术语对于学习人力资源管理专业、与HRM专业人士交流以及开展国际合作都具有重要意义。
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?1998 by Prentice Hall, Inc.
A Simon & Schuster Company Upper Saddle River, N.J. 07458
Outline - continued
¨Job Design
¨Labor Specialization ¨Job Expansion ¨Psychological Components of Job Design ¨Self-Directed Teams ¨Motivation and Incentive Systems ¨Ergonomics and Work Methods ¨The Visual Workplace
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?1998 by Prentice Hall, Inc.
A Simon & Schuster Company Upper Saddle River, N.J. 07458
Job Classifications and Work Rules
¨Specify
¨who can do what ¨when they can do it
?1998 by Prentice Hall, Inc.
A Simon & Schuster Company Upper Saddle River, N.J. 07458
Objective of Human Resource Strategy
¨To manage labor and design jobs so people are effectively and efficiently utilized
¨ four 10-hour days
¨Part-time
¨ less than eight hours per day, or an irregular
schedule
Transparency Masters to accompany Operations Management, 5E (Heizer & Render)
Advantage
¨Constraints on the Human Resource Strategy
¨Labor Planning
¨Employment Stability Policies ¨Work Schedules ¨Job Classifications and Work Rules
Transparency Masters to accompany Operations Management, 5E (Heizer & Render)
insurance ¨ labor wage premium
¨Hold employment constant
¨maintains a trained workforce
¨incurs costs of
¨idle time when demand is low
¨meeting increased demand when demand is high
Work Schedules
¨Standard work schedule
¨ five eight-hour days
¨Flex-time
¨ allows employees, within prescribed limits, to determine their own schedules
¨Flexible work week
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?1998 by Prentice Hall, Inc.
A Simon & Schuster Company Upper Saddle River, N.J. 07458
Components of Job Design
¨Job specialization ¨Job expansion ¨Psychological components ¨Self-directed teams ¨Motivation and incentive systems ¨Ergonomics and work methods
People and Work System Goals
Use people efficiently within constraints
Provide reasonable quality of work life
Transparency Masters to accompany Operations Management, 5E (Heizer & Render)
Transparency Masters to accompany Operations Management, 5E (Heizer & Render)
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?1998 by Prentice Hall, Inc.
A Simon & Schuster Company Upper Saddle River, N.J. 07458
Learning Objectives
¨Define job design ¨Describe job design components ¨Explain motivation theories & studies ¨Define work measurement ¨Describe work measurement techniques ¨Calculate standard time
Lucent Technologies
¨Fabrication plants in Pennsylvania, Florida, and Spain
¨Manufacturing plants in England, Mexico, Thailand, and Singapore
¨揅lean room?facility ¨4 crew schedule - days for one half month,
Transparency Masters to accompany Operations Management, 5E (Heizer & Render)
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?1998 by Prentice Hall, Inc.
A Simon & Schuster Company Upper Saddle River, N.J. 07458
Transparency Masters to accompany Operations Management, 5E (Heizer & Render)
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?1998 by Prentice Hall, Inc.
A Simon & Schuster Company Upper Saddle River, N.J. 07458
Job Design
¨Specifying the tasks that make up a job for an individual or group
¨Involves determining
¨ What is to be done (i.e., responses) ¨ How it is to be done (i.e., tools etc.) ¨ Why it is to be done (i.e., purpose)
¨Results in job description
¨Shows nature of job in task-related behaviors
Transparency Masters to accompany Operations Management, 5E (Heizer & Render)
¨under what conditions they can do it
¨Often result of union pressure ¨Restricts flexibility in assignments;
consequently restricts efficiency of production
Transparency Masters to accompany Operations Management, 5E (Heizer & Render)
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?1998 by Prentice Hall, Inc.
A Simon & Schuster Company Upper Saddle River, N.J. 07458
¨Labor Standards
Transparency Masters to accompany Operations Management, 5E (Heizer & Render)
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?1998 by Prentice Hall, Inc.
A Simon & Schuster Company Upper Saddle River, N.J. 07458
Operations Management
Human Resources and Job Design Chapter 10
Transparency Masters to accompany Operations Management, 5E (Heizer & Render)
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?1998 by Prentice Hall, Inc.
Transparency Masters to accompany Operations Management, 5E (Heizer & Render)
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?1998 by Prentice Hall, Inc.
Transparency Masters to accompany Operations Management, 5E (Heizer & Render)