人力资源管理hrm1

Text Book: Fundamentals of Human Resource Management by Raymond A. Neo John R. Hollenbeck Period: 56 Credit: 3.5 人力资源管理 （双语 ） about the course 双语教学 (Bilingual Teaching)是指在基础课或专业 课教学中 ,直接 选用国外原版教材 ,课堂讲授、课 堂讨论、课后作业和成绩考核均采用外语或外语 和母语两种语言进行的一种教学模式 。双语教学 的其目的是使学生以外语为工具 系统学习一门新 的专业知识 ,提高学生运用外语就所学专业知识 和所学专业进行国际交流的能力 ,将外语发展成 为第二语言 。 features of the course focus: knowledge difficulties: in English merits: (1) improve your English level while you study specialized knowledge (2) improve your ability of thinking in English HRM (Human Reaource Management) nature: basic specialized course Feature : practice-concentrated methods:(1) enhanced reading (2) group study (3) more student participation in classreporting system 5 Chapter One MANAGING HUMAN RESOURCES Why is HRM important to all managers? You dont want to: 1. Hire the wrong person for the job. 2. Experience high turnover. 3. Have your people not doing their best. 4. Waste time with useless interviews. 5. Have your company taken to court because of discriminatory action 6 Why is HRM important to all managers? 5. Have your company cited under national occupational safety laws unsafe practice 6. Have some employees think their salaries are unfair and inequitable relative to other in the organization. 7. Allow a lack of training to undermine your department s effectiveness. 7 8 Chapter Vocabulary Human Resource Management （ HRM) 人力资源管理 w Human Capital 人力资本 w High-Performance Work System 高绩效工作系统 w Job Analysis 工作分析 w Job Design 工作设计 w Recruitment 招募 9 Chapter Vocabulary w Selection 选拔 w Training 培训 w Development 开发 w Performance Management 绩效管理 w Human Resource Planning 人力资源规划 10 What do I Need to Know? 1. Define human resource management and the features of HR; explain how HRM contributes to an organizations performance. 定义人力资源管理及其特点； 说明人力资源管理对企 业绩效的作用 1. Identify the responsibilities of human resource departments. 明确人力资源管理部门的职 责 2. Summarize the types of skills needed for human resource departments. 了解人力资源管理 人员应具备的技能 11 Introduction wHuman resource management (HRM) is defined as the policies, practices, and systems that influence employees behavior, attitudes, and performance. 人力资源管理被定义为能够影响雇员的行 为、态度和绩效的 政策、活动和制度 。 12 Introduction wImportant HRM practices include: 工作分析和工作设计、员工关系、招募、选拔、 培训开发、绩效管理、新酬管理 13 Human Resources and Company Performance wManagers and economists have traditionally seen HRM as a necessary expense, rather than a source of value to the organization. 传统意义上 ,管理者和经济学家们将人力资源 管理看作是一项 必要的支出 ,而不是组织的 价 值源泉 。 wThe concept of HRM implies that employees are resources of the employer. 人力资源管理这一概念的含义是：雇员是雇主 的资源。 14 Human Resources and Company Performance wHuman capital means the organizations employees described in terms of their training, experience, judgment, intelligence, relationships and insight. 人力资本是指组织员工的培训、经验、判 断力、智力、相互关系和洞察力。 15 How does HRM contribute to an organizations performance? wBy influencing who works for the organization and how those individuals work, HRM contributes to such basic measures of an organizations success as quality, profitability, and customer satisfaction. 人力资源管理通过影响为组织工作的人以及他 们的工作方式来影响组织成功的基本指标如： 产品质量、生产率水平和顾客满意度。 16 How does HRM contribute to an organizations performance? wHRM is critical to the success of organizations because human capital has certain qualities that make it valuable. 人力资源管理是组织成功的关键，因为人力资本 具有某些有价值的素质。 wIn terms of business strategy, an organization can succeed if it has a sustainable competitive advantage. 从企业战略上讲，如果一个组织具有可持续的 竞争优势，它就能够取得成功。 17 Human Resources and Company Performance wHuman resources have these necessary qualities: nValuable 有价值 nRare 稀缺 nCannot be imitated 不可模仿 nNo good substitutes 不可替代 18 Impact of Human Resource Management 19 Human Resources and Company Performance wHigh-performance work system: an organization in which technology, organizational structure, people, and processes all work together to give the organization an advantage in the competitive environment. 高绩效工作系统 ：其技术、组织结构、人员和工 作程序结合起来能使组织在竞争的环境中具有 优势的组织。 20 Human Resources and Company Performance wMaintaining a high-performance work system may include: n Development of training programs n Recruitment of people with new skill sets n Establishment of rewards for such behaviors as teamwork, flexibility, and learning 21 Responsibilities of Human Resource Departments wThe responsibilities of HR departments include: n Analysis and design of work n Recruitment and selection n Training and development 22 Responsibilities of Human Resource Departments n Performance management n Compensation and benefits n Employee relations n Personnel policies n Compliance with laws n Support for strategy 23 Skills of HRM Professionals 24 Skills of HRM Professionals wHuman relations skills（人际关系技能） : n HR managers need knowledge of how people can and do play a role in giving the organization an advantage against the competition as well as policies, programs, and practices that can help the organizations people do so. 人力资源管理人员需要了解怎样使人有能力并且一定能 在打造组织竞争优势中发挥作用，同时还要知道什么 样的政策、工作程序和做法有助于组织成员发挥作用 。 25 Skills of HRM Professionals n Some of the human relations skills that are of particular importance today are communicating, negotiating, and team development. 沟通、谈判和团队开发都是现阶段特别重要的 人际关系技能。 26 Skills of HRM Professionals wDecision-making skills（决策技能） : n Decision making requires knowledge of the organizations line of business （行业） and the ability to present options in terms of costs and benefits to the organization, stated in terms of dollars. n Decisions must take into account social and ethical implications of the alternatives（决策 必须考虑可选择方案的社会和道德含义）。 27 Skills of HRM Professionals wLeadership skills: n Fulfillment of this role includes diagnosing problems, implementing organizational changes, and evaluating results. 完成这一任务包括问题诊断、实施组织变革 及评价工作结果。 28 Skills of HRM Professionals wTechnical skills（技术技能） : n In HRM, professionals need knowledge of state-of-the-art practices in such areas as staffing, development, rewards, organizational design, and communication. 在人力资源管理领域，专业人员需要了解有关 人员配置、开发、新酬、组织设计和沟通方 面的最新实践。 29 HR Responsibilities of Supervisors w Some HR responsibilities that supervisors are likely to be involved in include: n Job analysis and design n HR planning n Interview job candidates n Participate in hiring decisions n Provide training n Conduct performance appraisals n Play a key role in employee relations 30 Careers in Human Resource Management （人力资源管理人员的职业生涯） wHR specialists are often involved in recruiting, training, or labor and industrial relations. 人力资源专业人员通常包括招聘、培训 和劳资关系方面的专家。 31 Careers in Human Resource Management（人 力资源管理人员的职业生涯） wHR generalists perform the full range of HRM activities including recruiting, training, compensation, and employee relations.人力资源管理通才要进行全 方位的人力资源管理活动，包括招聘 、培训、新酬和员工关系。 32 Careers in Human Resource Management（人 力资源管理人员的职业生涯） wThe majority of HRM professionals have a college degree and many also have completed postgraduate work. 大部分人力资源管理专业人员具有大学 毕业水平，许多人甚至完成了研究生学业 。 33 Careers in Human Resource Management（人 力资源管理人员的职业生涯） wSome HRM professionals have certification in HRM, but many more are members of professional associations. 一些人力资源管理专业人员有人力资源 管理专业毕业，但更多人是相关专业 毕业。 34 Ca