[英文版]人力资源管理概论-The Recruitment and Selection Process(ppt 47页)
人力资源管理英文课件 (8)
Planning and Forecasting
Ø Employment or personnel planning
The process of deciding what positions the firm will have to fill, and how to fill them.
Ø Succession planning
Generates figures on average staff levels required to meet product demands, as well as forecasts for direct labor, indirect staff, and exempt staff. Typical metrics: direct labor hours required to produce one unit of product (a measure of productivity), and three sales projections—minimum, maximum, and probable.
The use of software packages to determine of future staff needs by projecting sales, volume of production, and personnel required to maintain a volume of output.
The Recruitment and Selection Process
HR Planning
The recruitment and selection process is a series of hurdles aimed at selecting the best candidate for the job.
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.。
《人力资源管理英语》课件
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.。
人力资源管理 英语作文
人力资源管理英语作文Title: Effective Human Resource Management in the Modern Workplace。
Human resource management (HRM) plays a crucial role in ensuring the success and sustainability of any organization in today's dynamic business environment. Effective HRM practices contribute to employee satisfaction, productivity, and overall organizational performance. In this essay, we will explore key aspects of HRM and how they impact the modern workplace.Firstly, recruitment and selection are fundamental components of HRM. A strategic approach to recruitment involves identifying the right talent that aligns with the organization's goals and culture. Utilizing varioussourcing channels, such as job boards, social media, and employee referrals, enables HR professionals to attract a diverse pool of candidates. Additionally, employing robust selection methods, including interviews, assessments, andreference checks, ensures that only the most suitable candidates are hired.Once employees are onboard, effective onboarding and training programs are essential for their integration and development within the organization. Onboarding goes beyond administrative tasks and includes introducing new hires to the company's mission, values, and expectations. Providing comprehensive training programs equips employees with the necessary skills and knowledge to perform their roles effectively. Moreover, ongoing training and development opportunities demonstrate a commitment to employee growth and retention.Employee engagement and retention are critical HRM objectives in today's competitive labor market. Engaged employees are more productive, innovative, and committed to organizational success. HR strategies aimed at fostering engagement may include regular communication, recognition programs, and opportunities for feedback and collaboration. Moreover, implementing work-life balance initiatives and offering competitive compensation and benefits packages canenhance employee satisfaction and retention rates.Performance management is another key aspect of HRM that contributes to organizational effectiveness. Establishing clear performance expectations, providing regular feedback, and conducting performance evaluations enable employees to understand their roles and responsibilities better. Furthermore, performance management systems help identify high performers, address performance issues, and facilitate career development conversations.Effective HRM also involves managing diversity and inclusion in the workplace. Embracing diversity not only enhances organizational culture but also drives innovation and creativity. HR policies and practices should promote equality and fairness, prevent discrimination and harassment, and create a supportive environment where all employees feel valued and respected.Lastly, HRM plays a crucial role in change management within organizations. In today's fast-paced businessenvironment, organizations must adapt to technological advancements, market trends, and regulatory changes. HR professionals facilitate change by communicating effectively with employees, addressing concerns, and providing the necessary support and resources to navigate transitions successfully.In conclusion, effective human resource management is essential for the success and sustainability of organizations in the modern workplace. By focusing on recruitment and selection, onboarding and training, employee engagement and retention, performance management, diversity and inclusion, and change management, HR professionals can create a positive work environment where employees thrive and contribute to organizational success.。
人力资源课程全学习资料英文
人力资源课程全学习资料英文As we enter the 21st century, the field of human resources has become increasingly important in the business world. In order to succeed in this field, it is crucial to have a strong foundation of knowledge and skills that enable you to effectively manage personnel, develop policies and procedures, and enhance the overall productivity of your organization. This is where the Human Resources Curriculum comes in.The Human Resources Curriculum is a comprehensive learning resource designed to provide students with a deep understanding of the various topics that fall under the umbrella of human resources management. This includes everything from recruitment and selection strategies to performance management, employee relations, and labor law.The curriculum is typically broken down into several modules, each focusing on a specific aspect of human resources management. For example, the recruitment and selection module covers topics such as job analysis, screening candidates, conducting interviews, and making job offers. The performance management module, on the other hand, covers topics such as establishing goals and objectives, conducting performance appraisals, and providing feedback to employees.Each module includes a variety of learning materials, including lesson plans, case studies, best practices, and real-world examples. These materials are designed to engage students and enable them to apply what they learn in the classroom to their real-world work environments.One of the key benefits of the Human Resources Curriculum is that it is available in both English and other languages, which makes it easily accessible to students around the world. This ensures that everyone has access to the same high-quality learning materials, regardless of their location or background.Additionally, the curriculum is designed in a flexible format that allows students to complete the course at their own pace. This means that students can fit their studies around their existing work and family commitments, making it an ideal option for busy professionals who want to expand their skillset without putting their lives on hold.Perhaps the most important benefit of the Human Resources Curriculum, however, is that it provides students with the tools they need to excel in the competitive field of human resources management. By completing the course, students will have a deep understanding of the key concepts and best practices in the field, as well as the ability to apply these ideas to real-world scenarios. This makes them highly attractive to potential employers and sets them up for long-term success in their careers.In conclusion, the Human Resources Curriculum is an essential resource for anyone looking to build a successful career in human resources management. Its comprehensive materials, flexible format, and accessibility in English and other languages make it an ideal choice for students around the world. By completing this course, students will gain the skills and knowledge they need to excel in their careers, providing a solid foundation for lifelong success.。
人力资源管理专业英语Chapter 4 Recruitment and Selection
perhaps undergo initial screening interviews.
4.1 Brief Sketch of Recruitment and Selection
④Use selection tools like tests, background investigations, and physical exams to identify viable candidates.
⑤Decide who to make an offer to, by having the supervisor and perhaps others interview the candidates.
4.2 Methods of Recruiting 招聘方法
4.2 Methods of Recruiting
1.Internal Recruitment 内部招聘 Job Posting
Organizations can make effective use of skills inventories for identifying internal applicants for job vacancies. It is difficult, however, for HR managers to be aware of all current employees who might be interested in the vacancy. To help with this problem, they use an approach called job posting and bidding.
介绍人力资源管理专业的英语作文
介绍人力资源管理专业的英语作文Human Resource Management: A Critical Discipline in Modern Organizations.In the rapidly evolving business landscape, human resource management (HRM) has emerged as a critical discipline, responsible for the effective deployment and development of an organization's most valuable asset its people. HRM encompasses a range of activities that aim to align the human capital of a business with its strategic goals, ensuring optimal performance and sustainable growth.The foundation of HRM lies in the recruitment and selection of talent. This involves identifying the skills, experiences, and competencies required to fulfill specific job roles and attracting individuals who possess these attributes. The recruitment process often involves screening resumes, conducting interviews, and administering tests or assessments to evaluate candidates' fitness for the job. Effective recruitment not only ensures that theorganization has the right people in the right places but also helps build a diverse and inclusive workforce that reflects the broader society.Once recruited, it is the responsibility of HRM to ensure that employees are properly inducted and integrated into the organization's culture and working environment. This involves providing necessary training and development opportunities to enhance employees' skills and knowledge. Training programs can range from basic job-related skillsto leadership development and professional certification courses. By investing in employee development,organizations can foster a culture of continuous learning and innovation, which is crucial for maintaining a competitive edge.Performance management is another crucial aspect of HRM. This involves setting clear performance expectations, monitoring employee progress, and providing feedback and coaching when necessary. Performance management systemsoften include regular appraisals, goal-setting, and reward and recognition programs. By aligning individual goals withorganizational objectives, HRM can ensure that employees are working towards achieving the broader strategic aims of the business.Employee relations and engagement are also integral to the success of HRM. It involves managing employee communication, addressing grievances and conflicts, and fostering a positive work environment. A happy and engaged workforce is more likely to be productive, creative, and loyal to the organization. HRM professionals strive to create a workplace that is inclusive, respectful, and supportive of employees' needs and aspirations.In addition to these core functions, HRM also plays a significant role in managing the total rewards system of an organization. This includes compensation and benefits packages, such as salaries, bonuses, health insurance, and retirement plans. By designing compensation structures that are competitive and aligned with organizational goals, HRM can motivate employees to perform better and retain key talent.In today's era of rapid technological advancements, HRM has also embraced digital transformation. The use of human resource information systems (HRIS) and other technologies has enabled HRM professionals to streamline administrative tasks, improve data analytics, and make more informed decisions. Digitalization has also facilitated remote working and flexible work arrangements, enabling organizations to attract a more diverse pool of talent and support a more agile workforce.In conclusion, human resource management is a multifaceted discipline that is critical to the success of modern organizations. It involves recruiting and developing talent, managing employee relations and engagement, and designing effective reward systems. By aligning human capital with strategic goals, HRM professionals can help organizations achieve their objectives and build a sustainable competitive advantage.。
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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
Figure 5–4
13
Computerized Information Systems
Human Resource Information System (HRIS)
Computerized inventory of information that can be accessed to determine employees ’ background, experience, and skills that may include:
11
Manual Systems and Replacement Charts
Personnel replacement charts
Company records showing present performance and promotability of inside candidates for the most important positions.
10
Forecasting the Supply of Inside Candidates
Qualifications inventories
Manual or computerized records listing employees’ education, career and development interests, languages, special skills, and so on, to be used in selecting inside candidates for promotion.
Ratio analysis
A forecasting technique for determining future staff needs by using ratios between a causal
factor and the number of employees needed.
Assumes that the relationship between the causal factor and staffing needs is constant
15
Effective Recruiting
External factors affecting recruiting:
Looming undersupply of workers Fewer “qualified” candidates
Internal factors affecting recruiting:
16
Effective Recruiting (cont’d)
Advantages of centralizing recruitment
Strengthens employment brand Ease in applying strategic principles Reduces duplication of HR activiites Reduces the cost of new HR technologies Builds teams of HR experts Provides for better measurement of HR performance Allows for the sharing of applicant pools
6
The Scatter Plot
Scatter plot
A graphical method used to help identify the relationship between two variables.
Size of Hospital (Number of Beds) 200 300 400
Position replacement card
A card prepared for each position in a company to show possible replacement candidates and
their qualifications.
12
Management Replacement Chart Showing Development Needs of Future Divisional Vice President
production, and personnel required to maintain a volume of output.
• Generates figures on average staff levels required to meet product demands, as well as forecasts for direct labor, indirect staff, and exempt staff. • Typical metrics: direct labor hours required to produce one unit of product (a measure of productivity), and three sales projections—minimum, maximum, and probable.
Figure 5–1
3
Planning and Forecasting
Employment or personnel planning
The process of deciding what positions the firm will have to fill, and how to fill them.
They generally do not consider the impact the company’s strategic initiatives may have on future staffing levels. They tend to support compensation plans that reward managers for managing ever-larger staffs, and will not uncover managers who expand their staffs irrespective of strategic needs. They tend to “bake in” the nonproductive idea that increases in staffs are inevitable. They tend to validate and institutionalize existing planning processes and ways of doing things, even in the face of rapid change.
Number of Registered Nurses 240 260 470
500
600 700 800 900
500
620 660 820 860
7
Determining the Relationship Between Hospital Size and Number of Nurses
Figurelanning
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
General economic conditions
Expected unemployment rate
Sources of information
Periodic forecasts in business publications Online economic projections