人力资源管理和竞争优势

Human Resource Management BaoJi Art and Science College,Aim and Objective,介绍在人力资源管理领域中的基本概念，方法和研究结果等有效知识。 提供一个知识框架，帮助管理人员认识和分析组织中的人力资源管理问题，发展解决这些问题的能力。 培养对人力资源管理管理研究的兴趣及鉴赏力。 扩大学生的专业词汇量，训练学生的专业文献的阅读能力。,Organization of the Text,Concepts 概念 Application 应用 Case案例,Method of Evaluation,Individual Paper 10% Presentation 10% Test 20% Case Analysis and Discuss 10% Final Exam 50%,第一章 人力资源管理与竞争优势,Chapter1 Human Resource Management and Competitive Advantage,CHAPTER OBJECTIVES,After studying this chapter, you should be able to: Define human resource management. Describe the functions of human resource management. The nature of a firms human resources management practices The roles played by line managers and human resource professionals in the human resource management process Explain the relationship between human resource managers and operating managers (line managers).,CHAPTER OBJECTIVES,What competitive advantage is and how companies can achieve it How a firms human resource management practices can help it gain a competitive advantage,What is Human Resource Management,乔治伯兰德 Successful organizations are particularly adept at bringing together different kinds of people to achieve a common purpose. This is the essence of human resources management. 成功的企业在把不同的人组织起来去完成一个共同的目标方面非常熟练，这是人力资源管理的本质。,What is Human Resource Management,彻林顿： Human resource management is responsible for how people are treated in organizations. It is responsible for bringing people into the organization, helping them perform their work, compensating them for their labors, and solving problems that arise. 人力资源管理对组织如何对待员工负责任。它要对员工如何进入组织负责任、帮助员工有效的完成他们的工作、对他们的劳动给予报酬、同时解决出现的其他问题。,What is Human Resource Management,劳埃德拜厄斯 Human resource management encompasses those activities designed to provide for and coordinate the human resources of an organization. 人力资源管理包括那些用来提供和协调组织中的人力资源的活动。,What is Human Resource Management,加里德斯勒: Human resource management is the process of acquiring, training, appraising, and compensating employees, and attending to their labor relations, health and safety, and fairness concerns. 人力资源管理是这样一种过程，它不仅要完成获取、培训、评价和报酬雇员的工作，同时还要处理劳资关系、雇员的健康和安全问题以及与公平有关的其他一些问题。,HRM vs. Personnel administration,HRM的模式,工业或产业模式（industrial model）20世纪50年代以前。以劳动关系的协调为主、关注工作规则的建立、职业晋升阶梯和职业生涯设计、以资历为基础的报酬体系、雇佣关系和绩效评估等。 投资模式（investment model）20世纪6070年代。公平就业，培训和开发，给员工更多的自主权、工作丰富、长期薪酬 参与模式（involvement model）20世纪8090年代。企业在HRM中更多采用民主、参与的方式、强调团队合作、相互信任、思想观念的一致、对组织的承诺等。 高度灵活的模式（highflex model）20世纪90年代以后。“外脑”、聘请顾问、外包、灵活的雇佣关系、多样的报酬,Human resource functions 人力资源管理的职能,Human resource functions 人力资源管理的职能,Human Resource Functions (HRF) :refers to those tasks and duties performed in both large and small organizations to provide for and coordinate human resource. Human resource functions encompass a variety of activities that significantly influence all areas of an organization. 人力资源管理职能:指在各种规模的组织中用以提供和协调人力资源的任务和责任。人力资源职能包括对组织的所有领域具有重大影响的各种活动。,Human resource functions 人力资源管理的职能,人力资源管理协会（SHRM）的六职能划分： Human resource planning, recruitment, and selection人力资源规划、招募和选择 Human resource development 人力资源开发 Compensation and benefits 薪酬和福利 Safety and health安全和健康 Employee and labor relations 劳资关系 Human resource research人力资源研发,Human Resource Function,Human resource planning, recruitment and selection. Conducting job analyses to establish the specfic requirements of individual jobs with the organization. Forecasting human resource requirements the organization needs to achieve its objectives. Developing and implementing a plan to meet these requirements. Recruiting the human resources the organization requires to achieve its objectives. Selecting and hiring human resources to fill specfic jobs within the organization.,Human Resource Function,Human Resource Development Orienting and Training emlopees. Designing and implementing management and organizational development programms. Building effective teams winhin organization structure. Developing systems for appraising the performance of individual employees. Assiting employees in developing career plans.,Human Resource Function,Compensation and Benefits Designing and complementing compensation and benefit systems for all employees. Ensuring that compensation and benefits are fair and consistent.,Human Resource Function,Employee and labor relations Serving as an intermediary between the organization and its union(s). Designing discipline and grievance handling systems.,Human Resource Function,Safety and Health Designing and implementing programs to ensure employee health and safety. Providing assistance to eployees winth personal problems that influence their work performance.,Human Resource Function,Human Resource Research Providing a human resource information base. Designing and implementing employee communication systems.,美国培训和开发协会的人力资源轮盘,HRM Practices人力资源管理实践,An organizations human resource management (HRM) function focuses on the people aspect of management. It consists of practices that help the organization deal effectively with its people during the various phases of the employment cycle : pre-selection, selection,and post-selection.,HRM Practices人力资源管理实践,HRM Practices The pre-selection phase involves planning practices and job analysis. Human resource planning:A process that helps companies identify their future HRM needs and how those needs can be met. Human resource planning: has been defined as the process of “getting the right number of qualified people into the right job at the right time.” 使恰当数量的合格人员在合适的时间进入合适的工作岗位的过程。 job analysis：is a systematic procedure for gathering, analyzing, and documenting information about particular jobs.,HRM Practices人力资源管理实践,Selection practices include recruiting applicants, assessing their qualifications, and ultimately selecting those who are deemed to be the most qualified. recruitment : to locate and attract job applicants for particular positions. selection:companies assess and choose from among job candidates.,HRM Practices人力资源管理实践,In the post-selection phase, It includes training and development, performance appraisal, compensation and productivity improvement programs. training and development: are planned learning experiences that teach workers how to perform their current or future jobs effectively.,Training vs. Development 培训和发展的比较,HRM Practices人力资源管理实践,performance appraisal: organizations measure the adequacy of their employee job performances and communicate these evaluations to them. compensation: consists of the pay and benefits received from the company by employees. Pay: The wage or salary employees earn. Benefits: A form of compensation provided to employees in addition to their pay, such as health insurance or employee discounts.,Relationships between HR PRACTICES,HRM的地位和层次,Who Performs the Human Resource Functions? 谁来来履行人力资源职能,This responsibility lies with both HR professionals and line managers or operating managers. In reality, the interplay between line managers and HR professionals leads to HRM practices.,合作多赢相得益彰,Line manager and operating manager,Line manager（直线管理人员） A manager who is authorized to direct the work of subordinates and is responsible for accomplishing the organizations tasks. 有权指挥下属的工作并负责实现组织的目标 Opreting manager（运营经理）：对直接参与组织的产品或服务生产的人员进行管理的人（如工厂的产品经理、银行的借贷经理）。,Line Managers HRM Responsibilities,Placing the right person on the right job把合适的人放到合适的位置上 Starting new employees in the organization (orientation)引导新雇员融入组织 Training employees for jobs new to them培训新雇员适应新工作 Improving the job performance of each person改善每位雇员的工作绩效 Gaining creative cooperation and developing smooth working relationships争取达成创造性的合作，并且建立和谐的工作关系。,Line Managers HRM Responsibilities,Interpreting the firms policies and procedures解释公司的政策和程序 Controlling labor costs控制劳动力成本 Developing the abilities of each person开发每一位员工的能力 Creating and maintaining department morale创造和维持较高的部门内雇员士气 Protecting employees health and physical condition保护雇员的健康和身体状况,HR professionals role,HR professionals typically assume the following four areas of responsibility. Establish HRM procedures. Develop/choose HRM methods. Monitor/evaluate HRM practices Advise/assit managers on HRM-raleted matters.,Functions of the HR Manager,A line function The HR manager directs the activities of the people in his or her own department and in related service areas . A coordinative function HR managers also coordinate personnel activities, a duty often referred to as functional control. Staff (assist and advise) functions Assisting and advising line managers is the heart of the HR managers job.,The primary function of a human resource department is to provide support to operating managers on all human resource matters. Thus, most human resource departments fulfill a traditional staff role and act primarily in an advisory capacity. In additional to advising operating managers, a human resource department customarily organizes and coordinates hiring and training; maintains personal records; act as laision between management, labor, and government; and coordinates safety programs. Therefore, accomplishing the human resource goals of an organization requires close coordination between the human resource department and the operating managers. 人力资源部门的基本职能是向运营经理在全部人力资源事务上提供支持。这样，绝大多数人力资源部门起一种传统的参谋角色，并且主要处于一种咨询顾问的地位。除了向运营经理提供咨询外，人力资源部门通常组织与协调雇佣和培训，保管人事记录，在管理当局、劳工与政府之间进行联络，以及对安全方案进行协调。,Challenges for Human Resource Managers,Diversity in the Work Force Diversity in the workforce encompasses many different dimensions, including sex, race, national origin, age, and disability. Structural Changes to Organizations Downsizing: is the laying off of large numbers of managerial and other employees. Outsourcing: refers to subcontracting work to an outside company that specializes in the particular type of work. Rightsizing Reengineering,Greater diversity will create certain specific challenges but also make some important contributions. Communication problems are certain to occur, including misunderstandings among employees and managers as well as the need to translate verbal and written materials into several language. Solution to these problems will necessitate additional training involving work in basic skills such as writing and problem-solving. An increase in organizational factionalism will require that increasing amounts of time be dedicated to dealing with special interest and advocacy groups.,Challenges for Human Resource Managers,Technological and Managerial Changes within Organizations Telecommuting Empowerment: is a form of decentralization that involves giving subordinates substantial authority to make decisions. Self-managed work teams,Gaining A Competi