人力资源15.doc

人力资源What will be covered are as follows: Chapter 1: Managing human Resources Today Chapter 2: Recruiting 招募 Chapter 3:Testing and Selecting Employees Chapter 4:Traning and Developing Employees Chapter 5: performance Management and Appraisal Chapter 6: Compensating Employees 薪酬Managing Human Resources Today When you finish studying this chapter, you should be able to: Answer the question “What is human resource management?” Describe the nature of strategic planning Give examples of human resource managements role as a strategic partner WHAT IS HUMAN RESOURCE MANAGEMENT Human resource (HR) management refers to the practices and policies you need to carry out the personnel aspects of your management job, specifically, acquiring, training, appraising, rewarding, and providing a safe and fair environment for your companys employees.为了完成管理工作中人事方面的任务所需要掌握的各种惯例和方针政策，特别是聘用，培训，评估，奖励及为员工提供一个安全且公平的环境practices and policies Conducting job analyses 进行工作分析 recruiting job candidates 招募 Selecting job candidates Orienting, training and developing new employees 引导,培训和开发新员工 Managing wages and salaries Providing incentives and benefits 提供奖金和福利 Appraising performance 绩效评估 Is HRM only important to human resource managers? Why Is HR Management Important to All Managers?Personnel mistakes you dont want to make - Hiring the wrong person for the job Experiencing high turnover 员工流动率高 Finding employees not doing their best 工作不尽力 Lack of training to undermine your departments effectiveness Q:A company is out of business. What do you think about the reason? The root reason?.Recruiting good and qualified employees Maintaining a good workforce Line Versus Staff Authority 职权Authority is the right to make decisions, to direct the work of others, and to give orders Line managers直线管理人员 are authorized to direct the work of subordinates 下属 in charge of accomplishing the organizations basic goals Staff managers 职能管理人员 assist and advise line managers in accomplishing these goals Q:Line managers or Staff managers?.Production managers Sales managers HR managersQ: All of them has HR responsibilities?Line Managers HR Responsibilities Placing the right person in the right job Starting new employees in the organization Training employees (both new and old) for jobs that are new to them Improving the job performance of each personWhat are those factors that caused companies to increasingly focus on HRM? Globalization refers to the tendency of firms to extend their sales, ownership, and/or manufacturing to new markets abroad .World economy integration: NAFTA (the North American Free Trade Agreement北美自由贸易协定), EU (European Union)How are NIKI shoes available in USA?Globalization-more competition-larger market share-offer better products and service-more productive employees/do things better and less expensively E.g. Carrier Corporation is the worlds largest manufacturer of air conditioners. The time required to get an order (订单) entered into the system and confirmed by its retailers has gone from six days to six minutes. Why? Internet? What does this tell us?.Technology changes the nature of work From “brawn (肌肉)to brains” Technologically demandingWorkforce-workforce demographics 人口统计数据 are changing.Between 1992 and 2005, workers classified as Asian will jump by just over 71%. (minority group members) Women represented 46% of the workforce in 1994, and 47.8% by 2005.About two-thirds of all single mothers are in the workforce today, almost 45% of mothers with children under three years old. The median age of the labor force in 1995 was 37.8 and rose to 40.5 by 2005. HRS STRATEGIC CHALLENGES The central challenge facing HR is to provide a set of services that make sense in terms of the companys strategy. A strategy is the companys plan for how it will balance its internal strengths and weaknesses with external opportunities and threats in order to maintain a competitive advantage 竞争优势 E.g. Competitive advantage 竞争优势means “any factors that allow an organization to differentiate its product or service from those of its competitors to increase market share市场份额” Dell Whats Dells Strategy? - Low Cost 低成本 How to execute this strategy? Direct Sale： A typical Supply Chain : 供应链参与者(成员) Suppliers(供应商)-Producers(生产商)-Wholesalers(批发商)-Retailers(零售商)-End Users(最终用户) Directly sell to end users without any intermediariesManagers engage in three levels of strategic planning:Corporate-level Strategies (公司战略)Business-level Strategies (业务战略)Function-level Strategies (职能战略) Corporate-level StrategiesDiversification strategy: - expand by adding new products linesConsolidation strategy : - reducing the companys sizeGeographic expansion strategy : - take the business abroadBusiness-level strategies Competitors? Who are Frito-lays competitors? Procter and Gambles Pringles Strategies can be used to stay competitive advantages1. Low cost plan e.g. Wal-mart1. Core competency核心竞争力-technology : CPU producers2. Highly committed employees (something hard to be copied) The Strategic Future of the HR Department Why downsizing? Reduce the layers of management to increase decision making speed and get closer to the customers Reduce costs Increase productivityWhy outsourcing? To reduce the costsRecruitmentThis is the most popularly outsourced process of HRM. ch3Personnel Planning and RecruitingWhen you finish studying this chapter, you should be able to: Conduct a job analysis. Explain the process of forecasting personnel requirements. Compare methods for recruiting job candidates. Explain how to use application forms to predict job performance Job Analysis What is job analysis? The procedure through which you determine the duties of jobs and the characteristics of the people who should be hired for them.Why does it play a central role in HRM? Used to develop job descriptions 工作描述and job specifications工作规范 job descriptions: What the job entails job specifications: What kind of people to be hired The very beginning of the hiring process Who conducts the job analysis? A supervisor or a HR specialist Job incumbents在职者 Methods of Collecting Job Analysis Information Interviews Questionnaires Observation Participant Diary/LogsInterviews Most widely used method Allows the worker to report activities and behavior that might not otherwise surface distortion of information (Exaggeration)Questionnaires A typical job analysis questionnaire would have a mix of open-ended and structured questions Observation Useful when jobs consist mainly of observable physical activity e.g. assembly-line worker Not suitable for a lot of unmeasurable mental activities(lawyer, designer,)Participant Diary/Logs For every activity the employee engages in, he or she records the activity, along with the time in a log. Some employees may exaggerate some activities and underplay 轻描淡写othersWriting Job Descriptions编写工作说明书 Written statement of: what the jobholder 工作者does how the jobholder does it under what conditions the job is performed. Job Descriptions Sample Job Identification Job title 职位 Job Summary Describe the nature of the job by listing major activities Relationships Report to Supervise Work with Outside the company Responsibilities and Duties Authority Working Conditions and Physical Environment Q: Which is the heart of the job descriptions? What are job descriptions used for? The basis for deciding what types of people to recruit :Helpful to write a job specification that lists the knowledge, abilities, and skills needed to perform the job satisfactorily. The basis for developing training programs The basis for determining how much to pay for various jobs Using the Internet to write job descriptions Check out the website /content/complet1.asp (marketing manager) Use the wizard 导向 to customize 定制the generic description for this positionWriting Job Specifications编写工作规范 Your goal is to identify those personal traits and skillsor human requirementsthat predict which candidate would do well on the job and which would not. Writing Job Specifications It is relatively straightforward for junior or senior-level jobs 中级或高级水平的工作that require experiences. Length of previous experiences Previous job performance 业绩 Quality of relevant training It is more complex for entry-level positions 初级水平的工作with no experiences Some requirements should be listed to imply some potential for performing the job or having the ability to get quickly trained for the jobWorkforce planning and ForecastingWorkforce planning (Personnel planning)人事计划 is the process of formulating plans to fill the employers future openings, based on projecting:(1) the positions that are expected to be open (2) whether these will be filled by inside or outside candidates Like all good plans, management builds personnel plans on premises假设 -basic assumptions about the future.Forecasting generates these premisesWhat to forecast? Personnel needs The supply of inside candidates The supply of outside candidatesForecasting Personnel Needs 1. forecast revenues收入 first2. estimate the size of the staff required to achieve this volume Some personnel forecasting tools1. Trend analysis involves studying your firms employment levels over the past five years or so to predict future needs To identify employment trends that might continue into the futureSome personnel forecasting tools2. Ratio analysis - making forecasts based on the ratio between some causal factor and the number of employees required Example:.K (constant 常量) =.Q: If a sales person usually can generate $500,000 in sales, how many employees are needed in order to achieve $3,000,000 in sales?Some personnel forecasting tools3. Scatter plot :散布式绘图法Relationship graphically show how two variables are related Figure 3.3 P38 E.g. The director of nursing and the human resource director want to forecast the requirement for RNs (registered nurses). How to determine the relationship between size of hospital( in terms of number of beds) and number of nurses required?What about 1200 beds?Forecasting the supply of Internal candidates Computerized Information Systems: Employees fill out a web-based survey in which they describe their background and experience. When a manager needs a qualified person to fill a position, he or she describes the position and then enters this information into the computer. After scanning its bank of possible candidates, the program presents the manager with a listing of qualified candidates. Succession Planning接班人计划 & the supply of Internal candidatesSuccession planning refers to the process of planning how to fill the companys most important top executive positions. Forecasting the Supply of External Candidates local market conditions (the growth of computer forecasting general economic conditions (the expected prevailing rate of unemployment失业率).firms prompted low unemployment in some cities. the availability of potential job candidates in specific occupations RECRUITINGRECRUITING is important and complicated. Why?How many people?When to recruit?What recruiting source?( internal ,external)What to attract more candidates? (salary, benefits)Recruiting Sources First choice: Current employees ( internal recruiting) Job posting in the companys intranet by HR Department - posting the open job and listing its attributes, such as qualifications, supervisor, working schedule, and pay rate The transfer and promotion of qualified inside candidates/send someone to work abroadRecruiting SourcesEmployee referrals员工推荐 - announcements of openings and requests for referrals are made on the organizations bulletin and posted on walls Pros Current employees usually do provide accurate information about the job applicants. new employees may come with a more realistic picture of what working in the firm is really like and stays longer may also result in higher-quality candidates Cons Current employees are not satisfied if the referral is rejected Discrimination happensRecruiting Sources Employee referral programs are popular 15% of the employees are get hired through referral Quality people know quality people. Cash award for referring candidates referral incentive 奖金 Who pays the referral incentive? Who gets the referral incentive?Advertising Know how to choose the media Selection of the best media depends on the type of positions for which youre recruiting Local newspaper -blue-collar jobs Professional journals(American banker)bankers or educatorsDrawback?Employment Agencies 就业服务机构three basic types (1) those operated by federal国家, state州, or local governments; agencies exist in every stateAided and coordinated by U.S. Department of Labor美国劳动部.A major source of blue-collar and white-collar workers(2) those associated with nonprofit organizations非赢利性组织 e.g. Many public welfare agencies try to place people who are in special categories (physically disabled or war veterans 老兵) privately owned agencies: a fee for each applicant they place 申请人被录用 Why do you turn to a private employment agency?1. You firm does not have its own HR departments.2. Find it difficult to generate a large pool of candidates3. Positions must be filled quicklyTemporary Workers part-time or just-in-time workers Reasons to become popular in recent years usually arent paid any benefits saving the employers money More productive（get paid when working) Hire special agencies to manage the temporary workforcesE.g. New-York based MasterCard, for instance, has a temporary workforce of 200 to 400 workers on any given day, and retained Manpower, INC., a large temporary staffing agency, to coordinate the hiring, training and paperwork 文书工作of temporary workers.4.Executive recruiters (also called headhunters) are special employment agencies retained by employers to seek out top-management talent 高层管理人才for their clients ($80,000) Employer pays the fee but save their time of recruitment and selection Pitfalls陷阱: They will persuade you to hire a candidate than in finding on who will do the job you wantCollege Recruiting 校园招聘Two goals for recruiters招聘人员: Screening 选拔 A great opportunity to advertise their company and try to attract more students to the companiesTwo main problems First, it is relatively expensive and time consuming for the recruiters. Second, recruiters themselves are sometimes ineffective a second round interview is definitely necessary.Internships 实习生:Win-win situations for both students and employers.1. Students may learn business skills, check out potential employers, and learn more about their likes (and dislikes) when it comes to choosing careers. /gain more experiences2. Employers can use the interns to make useful contributions while theyre being evaluated as possible full-time employeesWalk-insdirect applications made at your officeare a major source of applicants/waiter/waitress restaurant cashier retail storesFormer Employees: To make employment information just one click away from their home. Advantages: Cost less Internet ads may attract applications for 30 days or more fast responses Disadvantages:the relative ease of responding to Internet ads may encourage unqualified job seekers to apply . Problems of Sutter Health: a company serving patients in more than 100 northern California cities and towns1. 10,000 job openings per year2. 300,000 job applications generated by online posting per year, slowing down the hiring processSolutions: Taleo.,inc of San Francisco -An e-recruiting applications service provider(应用服务提供商,简称ASP)To do?1. Post job openings and collect resumes2. Automatically screen incoming resumes and compare them with Sutters job requirements and flags high-priority applicants3. Only those high-priority applicants are get interviewedAdvantages: 1. Quicker: cut its recruiting process from weeks to days2. Less costly: annual feeQ:What are the most effective ones?Referrals, in-house job posting, former employeesWalk-insNewspa