HRM培训英文版(PPT 30页).ppt

Introduction HRMTraining contents StrategyDefinitionandfunctionprofileTrendsandchangingCompetenciesofHRprofessionalsHigh PerformanceWorkSystemChallenge Aspeech Adecadeofglobalization deregulation andtechnicaladvanceshasvastlyincreasedthedegreeofcompetitivenessmostorganizationsfacetoday Companiestodaymustthereforebebetter fast andmorecompetitivejusttosurvive Formanyyearsithasbeensaidthatcapitalisthebottleneckforaindustry Idon tthinkthisanylongerholdstrue Idonotknowofanymajorprojectbackedbygoodideas vigor andenthusiasmthathasbeenstoppedbyashortageofcash Idoknowofindustrieswhosegrowthhasbeenpartlystoppedorhamperedbecausetheycannotmaintainanefficientandenthusiasticlaborforce GEJackWelch Thisplacerunsbyitsgreatpeople thebiggestaccomplishmentI vehadistofindpeople Anarmyofthem Theyareallbetterthanmost Theyarebighitters andtheyseemtothrivethem Strategy Corporatestrategy wherearewegoing DirectionBusinessstrategy competitiveadvantages howtobuildandstrengthenthebusinesslongtermcompetitivepositioninthemarketplace Functionstrategy actiontopursueCAinoperationinfunctiondepartment CompetitiveAdvantages CostleadershipDifferentiationFocusdifferentiation CompetitiveAdvantages Itisdeterminedbywhetherthecompanysatisfiestheneedsofstakeholders groupsaffectedbybusinesspractices Stockholders returnoninvestmentCustomers high qualityproductandservicesEmployees interestingworkandreasonablecompensationCommunity minimizepollutionofenvironment Definition Itreferstothepolicies practicesandsystemsthatinfluenceemployees behavior attitudesandperformance IntegrativeFramework完全体系 Lawsandregulations Culture Politics Unions Labormarkets Industrycharacteristics Internal内部organizationcontext ExternalContext外部Local National Multinational Structure Size lifecyclestage Strategy Technology ObjectivesLegitimacyStakeholdersEconomicefficiencyResourceacquisition Income输入Informal Formal HRM人力资源管理Prescribed Enacted CoreofHRMS核心管理 Outcomes输出Shortterm Longterm IndividualOrganizationSocietal CoreofHRMS核心 Philosophies理念 Policies政策 Practices实践 Planning计划 Staffing人员配置 Appraising考评 Rewarding价值赋予 Developing发展 HRMPractices Recruiting Selection Traininganddevelopment Compensation PerformanceManagement EmployeeRelations HRPlanning CompanyPerformance StrategicHRM JobAnalysis Securityandsafety Recruiting招聘 Termination离职 JobEvaluationCompetencyModelPlanning EffectiveInfrastructure基础建设 Training培训 Compensation Benefit薪酬福利 PerformanceEvaluation考核评估 Promotion晋升 Transfer Rotation调动 MarketValueOrientationC BStructureCommissionPlanStockoptionmanagementSpotAward TrainingNeedsCollectionTrainingEvaluationTrainingResourceAnalysisPlanningInformationSharing EmployeeSatisfaction360SurveyPerformanceEvaluationSystem Objective目标 G OSetting withmeasurement TrendofHRMenvironment GlobalizationTechnology HRIS eHR reducemoretimeDeregulation self serviceandcareerdevelopmentWorkforcediversity gender ages minorityNatureofwork shiftfrommanufacturingtoserviceLegal Tomorrow sHRToday BoundarylessorganizationEmployeesarebeingempoweredFlatterorganizationarebeingthenormWorkisincreasinglyorganizedaroundteamsandprocessThebasesofpowerarechangingManagerstodaymustbuildcommitment ThechangingroleofHRmanagement 1900s hiringandfiring payroll benefits1930s personnelmanagement legislation unions1960s protectorandscreener provideexpertiseinareaslikerecruitment screening andtraining Today strategicpartnerandchangeagent HRM HRandEmployeecommitment Anemployee sidentificationwithandagreementtopursuethecompany sortheunitsmissionTwowaycommunicationsthroughHRSthatguaranteetwowaycommunicationsandfairtreatmentofallemployee sgrievancesanddisciplinaryconcerns Career orientedperformanceappraisalproceduresandeffectivetraininganddevelopmentpractices HRandCompanyPerformance PersonnelscreeningteststoselecttalentDownsizing maintainmoral reducejobstressHRandserviceHRandresponsiveness HRandCorporateStrategy Transitionfromadministrativefunctiontoastrategicbusinesspartnership Broadcorporatecompetency partnershipwithinalloflinemanagers evenindividualstafftoinvolveinHRMInvolveHRintheearliststagesofdevelopingandimplementingthefirm sstrategicplan ratherthantoletHRreacttoit CompetenciesofHRprofessionals AnalyticalFact BasedDecisionMaking ComplianceRegulationAdministrationControl LeadershipConceptualIdeasVisioning InterpersonalTeamwork CompensationStrategicOrganizationdevelopmentChangeManagement EvaluationBenefitsAuditDataManagement EmployeeRelationLegal DiversityCounselingTraining Managementprocessforallmanagers Planning goals rules plansandforecastingOrganizing specifictask teams empowerment communicationchannels coordinatingStaffing recruiting selecting goalsetting evaluating training developingLeading gettingjobdone morale motivatingControlling settingquartos checking takingcorrectiveaction TobeaStaffManager Line Manager amanagerwhoisauthorizedtodirecttheworkofsubordinatesandresponsibleforaccomplishingtheorganization sgoals StaffManager AmanagerwhoassistsandadvicelinemanagersHRmanagersareresponsibleforadvisinglinermanagersinareaslikerecruiting hiring andcompensation Determineforstrategicrole WhatisHRdoingtoprovidevalue addedservicestointernalclientsHowareyoumeasuringtheeffectivenessofHRHowcanwereinvestinemployeesWhatHRstrategywillweusetogetthebusinessfrompointAtoBWhatmakesanemployeewanttostayatourcompanyHowarewegoingtoinvestinHRsothatwehaveabetterHRdepartmentthanourcompetitorsFromanHRperspective whatshouldwebedoingtoimproveourmarketplacepositionWhat sthebestchangewecanmaketoprepareforthefuture High performanceorganization Buildingbetter faster morecompetitiveorganizationsthroughHRGE CiscoSystemsarerespondingfasterandmorecompetitivelybyusingInternetHRtechniquestorecruithigh techworkers High PerformanceWorkSystemChallenge Changeinemployees workrolesandskillrequirementsIncreaseintheuseofteamstoperformanceworkChangesinthenatureofmanagerialworkChangesincompanystructureIncreaseavailabilityofinformationbasesrelatedtothecompany shumanresourceCompetitivenessinhigh performanceworksystems HowHRpracticessupporthigh performanceworksystem TeamsareusedtoperformworkEmployeesparticipateintheselectionprocessEmployeesreceiveformalperformancefeedbackandareactivelyinvolvedintheperformance improvementprocessOngoingtrainingisemphasizedandrewardedEmployees rewardandcompensationrelatedtothecompany sfinancialperformanceEquipmentandworkprocessesarestructuredtoencouragemaximumflexibilityandinteractionamongemployeesEmployeesparticipatedinplanningchangesinequipment layout andworkmethodsWorkdesignallowsemployeestouseavarityofskillsEmployeesunderstandhoetheirjobscontributetothefinishedproductorservice Casestudy ABB Itorganizedaroundmini unitsEmpowereditsworkersFlatteneditshierarchyEliminatedcentral