fundamentals of human resources management（fourth edition）_第1页
fundamentals of human resources management（fourth edition）_第2页
fundamentals of human resources management（fourth edition）_第3页
fundamentals of human resources management（fourth edition）_第4页
fundamentals of human resources management（fourth edition）_第5页
已阅读5页，还剩104页未读， 继续免费阅读

下载本文档

版权说明：本文档由用户提供并上传，收益归属内容提供方，若内容存在侵权，请进行举报或认领

文档简介

FUNDAMENTALSOFHUMANRESOURCESMANAGEMENT（FOURTHEDITION）CHAPTER6TRAININGEMPLOYEES13DISCUSSHOWTOLINKTRAININGPROGRAMSTOORGANIZATIONALNEEDS2EXPLAINHOWTOASSESSTHENEEDFORTRAINING3EXPLAINHOWTOASSESSEMPLOYEESREADINESSFORTRAININGDESCRIBEHOWTOPLANANEFFECTIVETRAININGPROGRAMCOMPAREWIDELYUSEDTRAININGMETHODSSUMMARIZEHOWTOIMPLEMENTASUCCESSFULTRAININGPROGRAMEVALUATETHESUCCESSOFATRAININGPROGRAM8DESCRIBETRAININGMETHODSFOREMPLOYEEORIENTATIONANDDIVERSITYMANAGEMENTWHATDOINEEDTOKNOW1STRATEGIES,TRENDS,ANDCHALLENGESINHRMCHAPTERC2005MCGRAWHILLRYERSONLTDCANADASMOSTRESPECTEDRBCFORTHESECONDCONSECUTIVEYEAR,RBCFINANCIALGROUPRECEIVEDTHEHIGHESTRANKINGINIPSOSREIDS“CANADASMOSTRESPECTEDCORPORATIONS”SURVEYCRITERIAFORSELECTIONINCLUDESHUMANRESOURCEMANAGEMENTPRACTICESINFULLPAGENEWSPAPERADS,RBCATTRIBUTEDTHISSUCCESSTOITS69,873EMPLOYEES2OF18C2005MCGRAWHILLRYERSONLTDINTRODUCTIONHUMANRESOURCEMANAGEMENTHRMISDEFINEDASTHEPOLICIES,PRACTICES,ANDSYSTEMSTHATINFLUENCEEMPLOYEESBEHAVIOUR,ATTITUDES,ANDPERFORMANCE3OF18C2005MCGRAWHILLRYERSONLTDHRANDCOMPANYPERFORMANCEHRMHASTRADITIONALLYBEENVIEWEDASAEXPENSE,RATHERTHANASOURCEOFVALUETOTHEORGANIZATIONHUMANCAPITALANORGANIZATIONSEMPLOYEESDESCRIBEDINTERMSOFCHARACTERISTICSTHATADDECONOMICVALUEEGTRAINING,EXPERIENCE,INSIGHT,ETCHUMANRESOURCESVALUABLERARECANNOTBEIMITATEDHAVENOGOODSUBSTITUTES4OF18C2005MCGRAWHILLRYERSONLTDIMPACTOFHUMANRESOURCEMANAGEMENT5OF18ALLOTHERBUSINESSESC2005MCGRAWHILLRYERSONLTDRESPONSIBILITIESOFHRDEPARTMENTS6OF18HRDEPARTMENTSLEGALCOMPLIANCERECRUITINGHIRINGHRPOLICIESEMPLOYEELABOURRELATIONSTRAININGDEVELOPINGMANAGINGPERFORMANCETOTALREWARDSANALYZINGDESIGNINGJOBSC2005MCGRAWHILLRYERSONLTDHRASASTRATEGICPARTNER7OF18HUMANRESOURCEMANAGEMENTPRODUCTIVITYIMPROVEMENTEXPANDINGINTOGLOBALMARKETSOUTSOURCINGC2005MCGRAWHILLRYERSONLTDHRPROFESSIONALCAPABILITIESPROFILE8OF18MANAGINGCLIENTRELATIONSHIPSSTRATEGICCONTRIBUTIONSPROFESSIONALISMBUSINESSACUMENC2005MCGRAWHILLRYERSONLTDHRRESPONSIBILITIESOFSUPERVISORSMANYHRACTIVITIESARECARRIEDOUTBYSUPERVISORSHELPDEFINEJOBSFORECASTHRNEEDSINTERVIEWANDSELECTCANDIDATESTRAIN,COACHANDDEVELOPEMPLOYEESAPPRAISEPERFORMANCERECOMMENDPAYINCREASESANDPROMOTIONSCOMMUNICATEPOLICIESCOMPLYWITHLAWSPROVIDEMOTIVATIONALENVIRONMENT9OF18C2005MCGRAWHILLRYERSONLTDCAREERSINHRM10OF18C2005MCGRAWHILLRYERSONLTDENVIRONMENTALTRENDSIMPACTINGHRM11OF18CHANGEINTHEEMPLOYMENTRELATIONSHIPNEWPSYCHOLOGICALCONTRACTCHANGEINTHELABOURFORCEAGINGWORKFORCEDIVERSEWORKFORCESKILLDEFICIENCIESHIGHPERFORMANCEWORKSYSTEMSKNOWLEDGEWORKERSEMPLOYEEENGAGEMENTTEAMWORKINCREASINGEDUCATIONTECHNOLOGICALCHANGEHRISCONNECTEDNESSEHRMAPPLICATIONSSELFSERVICEC2005MCGRAWHILLRYERSONLTDCHANGEINTHELABOURFORCELABOURFORCEALLTHEPEOPLEWILLINGANDABLETOWORKINTERNALLABOURFORCETHEORGANIZATIONSWORKERSEXTERNALLABOURMARKETINDIVIDUALSWHOAREACTIVELYSEEKINGEMPLOYMENT12OF18C2005MCGRAWHILLRYERSONLTDANAGINGWORKFORCECANADASPOPULATIONANDLABOURFORCEAREAGINGIMPENDINGSHORTAGEOFWORKERSASTHELABOURFORCESINMANYDEVELOPEDCOUNTRIESWILLBESHRINKINGCONCERNSRELATEDTORETIREMENTPLANNING,RETRAININGOLDERWORKERS,MOTIVATINGPLATEAUEDEMPLOYEES,CONTROLLINGHEALTHRELATEDCOSTS13OF18C2005MCGRAWHILLRYERSONLTDAGEDISTRIBUTIONOFCANADIANPOPULATION,2006201614OF18C2005MCGRAWHILLRYERSONLTDADIVERSEWORKFORCETHECANADIANLABOURFORCEISGROWINGMOREDIVERSEEMPLOYMENTEQUITYDESIGNATEDGROUPSVISIBLEMINORITIESANDIMMIGRANTSPROVIDECOMPETITIVEKNOWLEDGEMOREWOMENINTHEWORKFORCEGROWTHOFABORIGINALPOPULATIONPERSONSWITHDISABILITIESPROVIDEAPRODUCTIVESOURCEOFEMPLOYEES15OF18C2005MCGRAWHILLRYERSONLTDHIGHPERFORMANCEWORKSYSTEMSKNOWLEDGEWORKERSEMPLOYEESWHOSEMAINCONTRIBUTIONISSPECIALIZEDKNOWLEDGEEMPLOYEEENGAGEMENTTHEEXTENTTHATEMPLOYEESARESATISFIED,COMMITTEDTO,ANDPREPAREDTOSUPPORTWHATISIMPORTANTTOTHEORGANIZATIONTEAMWORKINCREASINGLEVELSOFEDUCATION16OF18C2005MCGRAWHILLRYERSONLTDTECHNOLOGICALCHANGEINHRMHUMANRESOURCEINFORMATIONSYSTEMHRISACOMPUTERSYSTEMUSEDTOACQUIRE,STORE,MANIPULATE,ANALYZE,RETRIEVE,ANDDISTRIBUTEINFORMATIONRELATEDTOANORGANIZATIONSHUMANRESOURCESCONNECTEDNESSACHANGINGECONOMYGROWINGUSEOFEBUSINESSEHRMSELFSERVICE17OF18C2005MCGRAWHILLRYERSONLTDCHANGEINTHEEMPLOYMENTRELATIONSHIPANEWPSYCHOLOGICALCONTRACTCOMPANIESDEMANDEXCELLENTCUSTOMERSERVICE,HIGHPRODUCTIVITY,EMPLOYEESTOTAKERESPONSIBILITYFORTHEIRCAREERSEMPLOYEESWANTFLEXIBLEWORKSCHEDULES,EFFECTIVEWORKENVIRONMENT,MORECONTROL,TRAININGANDDEVELOPMENT,FINANCIALINCENTIVES18OF18C2005MCGRAWHILLRYERSONLTDCHAPTER6TRAININGEMPLOYEES1DISCUSSHOWTOLINKTRAININGPROGRAMSTOORGANIZATIONALNEEDS2EXPLAINHOWTOASSESSTHENEEDFORTRAINING3EXPLAINHOWTOASSESSEMPLOYEESREADINESSFORTRAININGDESCRIBEHOWTOPLANANEFFECTIVETRAININGPROGRAMCOMPAREWIDELYUSEDTRAININGMETHODSSUMMARIZEHOWTOIMPLEMENTASUCCESSFULTRAININGPROGRAMEVALUATETHESUCCESSOFATRAININGPROGRAM8DESCRIBETRAININGMETHODSFOREMPLOYEEORIENTATIONANDDIVERSITYMANAGEMENTWHATDOINEEDTOKNOW2THELEGALCONTEXTFORHRMANDPROVIDINGAHEALTHYSAFEWORKPLACECHAPTERC2005MCGRAWHILLRYERSONLTDSTEVENFLETCHER,MPSTEVENFLETCHERISBREAKINGBARRIERSINOTTAWAASCANADASFIRSTQUADRIPLEGICMPSTEVENISFOCUSEDONUSINGHISABILITIESTOCONTRIBUTEANDIMPROVETHESITUATIONFOROTHERSACCOMMODATIONSINCLUDINGBUILDINGADAPTATIONSANDUSEOFTECHNOLOGIESALLOWHIMTODOHISJOB2OF16C2005MCGRAWHILLRYERSONLTDINTRODUCTIONFEDERAL,PROVINCIALANDTERRITORIALGOVERNMENTSSETLIMITSONHRMNEEDTOBEPROACTIVEABOUTLEGALREQUIREMENTSRATHERTHANJUSTMERELYMAINTAININGCOMPLIANCEWITHLEGISLATION3OF16C2005MCGRAWHILLRYERSONLTDTHELEGALFRAMEWORKFORHRM4OF16FEDERALLYREGULATED10PARTIALLISTPROVINCIALLYREGULATED90ALLOTHERBUSINESSESFEDERALGOVERNMENTDEPARTMENTS,AGENCIES,ANDCROWNSCANADAPOST/COURIERSBANKS,AIRLINESTVRADIOSTATIONSTELECOMMUNICATIONSRAILWAYS,TRUCKINGETCC2005MCGRAWHILLRYERSONLTDEQUALITYINEMPLOYMENTOPPORTUNITYDISCRIMINATIONTOTREATSOMEONEDIFFERENTLYORUNFAIRLYBECAUSEOFAPERSONALCHARACTERISTICDIRECTDISCRIMINATIONPOLICIESORPRACTICESTHATCLEARLYMAKEADISTINCTIONONTHEBASISOFAPROHIBITEDGROUNDINDIRECTDISCRIMINATIONPOLICIESORPRACTICESTHATAPPEARTOBENEUTRALBUTHAVEANADVERSEIMPACTBASEDONAPROHIBITEDGROUND5OF16C2005MCGRAWHILLRYERSONLTDLEGISLATIONINCANADACHARTEROFRIGHTSANDFREEDOMSOFFICIALLANGUAGESACTEMPLOYMENTEQUITYACTTHECANADIANHUMANRIGHTSACTPERSONALINFORMATIONPROTECTIONANDELECTRONICDOCUMENTSACTPIPEDAEMPLOYMENTSTANDARDSPAYEQUITYACT6OF16C2005MCGRAWHILLRYERSONLTDEMPLOYMENTEQUITYDESIGNATEDGROUPS7OF16ABORIGINALPEOPLESWOMENPERSONSWITHADISABILITYVISIBLEMINORITIESC2005MCGRAWHILLRYERSONLTDPROHIBITEDGROUNDSOFDISCRIMINATION8OF16CANADIANHUMANRIGHTSACTPARDONEDCONVICTIONNATIONALORETHNICORIGINDISABILITYMARITALANDFAMILYSTATUSRELIGIONAGESEX,SEXUALORIENTATIONRACEORCOLOURC2005MCGRAWHILLRYERSONLTDHUMANRIGHTSCOMPLAINTS9OF16C2005MCGRAWHILLRYERSONLTDTHEGOVERNMENTSROLEATAMINIMUMEMPLOYERSNEEDTOCOMPLYWITHLEGALREQUIREMENTSFORTHEIRJURISDICTIONHUMANRIGHTSCOMMISSIONSHUMANRIGHTSLEGISLATIONEMPLOYMENTEQUITYPAYEQUITYTHEPRIVACYCOMMISSIONEROFCANADAPIPEDA10OF16C2005MCGRAWHILLRYERSONLTDEMPLOYERSROLEBONAFIDEOCCUPATIONALREQUIREMENTALEGALFORMOFDISCRIMINATIONANECESSARYNOTMERELYPREFERREDREQUIREMENTFORPERFORMINGAJOBDUTYTOACCOMMODATEEMPLOYERSHAVEADUTYTOACCOMMODATEANEMPLOYEESCHARACTERISTICSUCHASADISABILITYANDTOTAKEACTIONSOTHEEMPLOYEECANPERFORMTHEJOB11OF16C2005MCGRAWHILLRYERSONLTDPREVENTINGHARASSMENTHARASSMENTANYBEHAVIOURTHATDEMEANS,HUMILIATES,OREMBARRASSESAPERSONANDTHATAREASONABLEPERSONSHOULDHAVEKNOWNWOULDBEUNWELCOMESEXUALHARASSMENTUNWELCOMEBEHAVIOURTHATISOFASEXUALNATUREORISRELATEDTOAPERSONSSEX12OF16C2005MCGRAWHILLRYERSONLTDVALUINGDIVERSITYADIVERSEWORKFORCEPROVIDESACOMPETITIVEADVANTAGEWIDERPOOLOFTALENTGREATERINSIGHTINTONEEDSOFDIVERSECUSTOMERSOBJECTIVESFORDIVERSITYANDEMPLOYMENTEQUITYMAYBELINKEDCREATEANENVIRONMENTWHEREINDIVIDUALSFEELVALUEDANDCANPERFORMTOPOTENTIAL13OF16C2005MCGRAWHILLRYERSONLTDOCCUPATIONALHEALTHANDSAFETYINTERNALRESPONSIBILITYSYSTEMEMPLOYERSANDEMPLOYEESSHARERESPONSIBILITYFORCREATINGANDMAINTAININGSAFEANDHEALTHYWORKENVIRONMENTSWORKPLACEHEALTHANDSAFETYCOMMITTEESCOMMITTEEJOINTLYAPPOINTEDTOADDRESSHEALTHANDSAFETYISSUESBILLC45WESTRAYBILLANYONEWHODIRECTSTHEWORKOFOTHERSISCRIMINALLYLIABLEFORSAFETYOFFENCES14OF16C2005MCGRAWHILLRYERSONLTDEMPLOYEERIGHTS15OF16THERIGHTTOKNOWABOUTKNOWNORFORESEEABLEHAZARDSINTHEWORKPLACETHERIGHTTOPARTICIPATEINIDENTIFYINGRESOLVINGJOBRELATEDSAFETYANDHEALTHPROBLEMSTHERIGHTTOREFUSEDANGEROUSWORKC2005MCGRAWHILLRYERSONLTDEMPLOYERSPONSOREDHEALTHANDSAFETYPROGRAMS16OF16PROMOTINGSAFETYINTERNATIONALLYREINFORCINGSAFEPRACTICESIDENTIFYINGCOMMUNICATINGJOBHAZARDSJOBHAZARDANALYSISTECHNIQUETECHNICOFOPERATIONSREVIEWSAFETYINCENTIVEPROGRAMFOCUSONSPECIFICJOBS/INJURIESENSURESAFETYCULTURALDIFFERENCESC2005MCGRAWHILLRYERSONLTDCHAPTER6TRAININGEMPLOYEES1DISCUSSHOWTOLINKTRAININGPROGRAMSTOORGANIZATIONALNEEDS2EXPLAINHOWTOASSESSTHENEEDFORTRAINING3EXPLAINHOWTOASSESSEMPLOYEESREADINESSFORTRAININGDESCRIBEHOWTOPLANANEFFECTIVETRAININGPROGRAMCOMPAREWIDELYUSEDTRAININGMETHODSSUMMARIZEHOWTOIMPLEMENTASUCCESSFULTRAININGPROGRAMEVALUATETHESUCCESSOFATRAININGPROGRAM8DESCRIBETRAININGMETHODSFOREMPLOYEEORIENTATIONANDDIVERSITYMANAGEMENTWHATDOINEEDTOKNOW3ANALYZINGWORKANDDESIGNINGJOBSCHAPTERC2005MCGRAWHILLRYERSONLTDSOFTWAREHUMANRESOURCECOUNCIL2OF17THESOFTWAREHUMANRESOURCECOUNCILSHRCISANONPROFITCOUNCILESTABLISHEDTOADDRESSTHEHUMANRESOURCENEEDSOFTHECANADIANSOFTWARESECTORTHESHRCHASDEVELOPEDANOCCUPATIONALSKILLSPROFILEMODELWHICHISANHRREFERENCEFORITOCCUPATIONSTHATALLOWSCOMPARISONOFJOBSANDTHEIDENTIFICATIONOFCOMPETENCIESREQUIREDFORSUCCESS2005MCGRAWHILLRYERSONLTDC2005MCGRAWHILLRYERSONLTDWORKFLOWINORGANIZATIONSWORKFLOWDESIGNTHEPROCESSOFANALYZINGTHETASKSNECESSARYFORTHEPRODUCTIONOFAPRODUCTORSERVICEJOBASETOFRELATEDDUTIESPOSITIONTHESETOFDUTIESPERFORMEDBYONEPERSON2005MCGRAWHILLRYERSONLTD3OF17C2005MCGRAWHILLRYERSONLTDWORKFLOWANALYSIS2005MCGRAWHILLRYERSONLTD4OF17C2005MCGRAWHILLRYERSONLTDWORKFLOWINORGANIZATIONSTOEFFICIENTLYPRODUCETHEDESIREDOUTPUTSTHEORGANIZATIONSSTRUCTUREBRINGSTOGETHERPEOPLEWHOMUSTCOLLABORATECENTRALIZEDSTRUCTUREAUTHORITYISCONCENTRATEDATTHETOPDECENTRALIZEDAUTHORITYSPREADAMONGMANYPEOPLE2005MCGRAWHILLRYERSONLTD5OF17C2005MCGRAWHILLRYERSONLTDJOBANALYSISORGANIZATIONSNEEDTOUNDERSTANDANDMATCHJOBREQUIREMENTSANDPEOPLEJOBANALYSISPROCESSOFGETTINGDETAILEDINFORMATIONABOUTJOBSKNOWLEDGEISNEEDEDFORSTAFFINGTRAININGPERFORMANCEAPPRAISALOTHERHRFUNCTIONS6OF172005MCGRAWHILLRYERSONLTDC2005MCGRAWHILLRYERSONLTDSAMPLEJOBDESCRIPTION7OF172005MCGRAWHILLRYERSONLTDC2005MCGRAWHILLRYERSONLTDSAMPLEJOBSPECIFICATIONS8OF172005MCGRAWHILLRYERSONLTDC2005MCGRAWHILLRYERSONLTDJOBDESCRIPTIONSVSSPECIFICATIONSALISTOFTHETASKS,DUTIES,ANDRESPONSIBILITIESTDRSTHATAPARTICULARJOBENTAILSFOCUSESONACTIVITIES9OF17ALISTOFTHECOMPETENCIESTHATANINDIVIDUALMUSTHAVETOPERFORMAPARTICULARJOBLOOKSATTHEREQUIREDQUALITIESOFTHEPERSONWHOWILLPERFORMTHEWORKJOBDESCRIPTIONJOBSPECIFICATIONS2005MCGRAWHILLRYERSONLTDC2005MCGRAWHILLRYERSONLTDSOURCESOFJOBINFORMATION10OF172005MCGRAWHILLRYERSONLTDGOVERNMENTOBSERVERSINCUMBENTSPEOPLEWHOCURRENTLYHOLDTHATPOSITIONINTHEORGANIZATIONPROVIDEACCURATEESTIMATESOFTIMESUPERVISORSSHOULDREVIEWTHEINFORMATIONPROVIDEDBYINCUMBENTSIDENTIFYIMPORTANCEOFJOBDUTIESNATIONALOCCUPATIONALCLASSIFICATIONNOCPROVIDESSTANDARDIZEDINFORMATIONABOUTJOBSC2005MCGRAWHILLRYERSONLTDJOBANALYSISMETHODS11OF172005MCGRAWHILLRYERSONLTDTASKANALYSISINVENTORYFOCUSESONTHETASKSPERFORMEDINAPARTICULARJOBPOSITIONANALYSISQUESTIONNAIREONEOFTHEBROADESTANDMOSTRESEARCHEDINSTRUMENTSFORANALYZINGJOBSINFORMATIONINPUTANDMENTALPROCESSESWORKOUTPUTRELATIONSHIPSWITHOTHERPERSONSJOBCONTEXTANDOTHERCHARACTERISTICSSEVERALVARIATIONSEXISTC2005MCGRAWHILLRYERSONLTDJOBANALYSISMETHODS12OF172005MCGRAWHILLRYERSONLTDFLEISHMANSYSTEMTHERESULTSPROVIDEAPICTUREOFTHECOMPETENCYREQUIREMENTSOFAJOBSURVEYISBASEDON52CATEGORIESOFABILITIESUSES7POINTSCALEFOREACHCATEGORYEGWRITTENCOMPREHENSION,DEDUCTIVEREASONINGC2005MCGRAWHILLRYERSONLTDIMPORTANCEOFJOBANALYSIS13OF172005MCGRAWHILLRYERSONLTDJOBANALYSISWORKREDESIGNSELECTIONJOBEVALUATIONCAREERPLANNINGTRAININGPERFORMANCEAPPRAISALHRPLANNINGC2005MCGRAWHILLRYERSONLTDTRENDSINJOBANALYSISBEGINNINGTOAPPRECIATETHENEEDTOANALYZEJOBSINTHECONTEXTOFSTRUCTUREANDSTRATEGYTODAYSWORKPLACENEEDSTOBEADAPTABLEMUSTDETECTCHANGESTHATOCCURINJOBSNEEDFORCOMPETENCYFRAMEWORKSCOMPETENCIESTHEENTIREORGANIZATIONNEEDSDEJOBBINGVIEWINGORGANIZATIONSASHAVINGWORKTOBEDONE,RATHERTHANJOBSHELDBYINDIVIDUALSEXPANDEDUSEOFPROJECTBASEDSTRUCTURES14OF172005MCGRAWHILLRYERSONLTDC2005MCGRAWHILLRYERSONLTDJOBDESIGNJOBDESIGNTHEPROCESSOFDEFININGTHEWAYWORKWILLBEPERFORMEDANDTHETASKSTHATAGIVENJOBREQUIRESJOBREDESIGNCHANGINGANEXISTINGJOBDESIGN15OF172005MCGRAWHILLRYERSONLTDC2005MCGRAWHILLRYERSONLTDAPPROACHESTOJOBDESIGN16OF172005MCGRAWHILLRYERSONLTDC2005MCGRAWHILLRYERSONLTDMOTIVATIONALCONSIDERATIONSJOBENLARGEMENTBROADENINGTHETYPESOFTASKSPERFORMEDINTHEJOBIEJOBEXTENSIONANDJOBROTATIONJOBENRICHMENTENGAGINGWORKERSBYADDINGMOREAUTHORITYSELFMANAGINGWORKTEAMSCREATINGSELFMANAGINGTEAMSFLEXIBLEWORKSCHEDULESEMPLOYEEHAVESAYINHOWWORKISSTRUCTUREDIEFLEXTIME,JOBSHARING,COMPRESSEDWORKWEEKTELEWORKFLEXIBILITYEXTENDEDTOWORKLOCATION17OF172005MCGRAWHILLRYERSONLTDC2005MCGRAWHILLRYERSONLTDCHAPTER6TRAININGEMPLOYEES1DISCUSSHOWTOLINKTRAININGPROGRAMSTOORGANIZATIONALNEEDS2EXPLAINHOWTOASSESSTHENEEDFORTRAINING3EXPLAINHOWTOASSESSEMPLOYEESREADINESSFORTRAININGDESCRIBEHOWTOPLANANEFFECTIVETRAININGPROGRAMCOMPAREWIDELYUSEDTRAININGMETHODSSUMMARIZEHOWTOIMPLEMENTASUCCESSFULTRAININGPROGRAMEVALUATETHESUCCESSOFATRAININGPROGRAM8DESCRIBETRAININGMETHODSFOREMPLOYEEORIENTATIONANDDIVERSITYMANAGEMENTWHATDOINEEDTOKNOW4PLANNINGFORANDRECRUITINGHUMANRESOURCESCHAPTERC2005MCGRAWHILLRYERSONLTDMOTOROLACANADACAREERBRIDGEWEILINGQIAN,ASYSTEMSENGINEERFROMCHINAWASHIREDBYAGNESVANHAEREN,HRMANAGERFORMOTOROLACANADAASANINTERNUNDERTHECAREERBRIDGEPROGRAMCAREERBRIDGEASSISTSINTERNATIONALLYTRAINEDPROFESSIONALSGAINACCESSTOJOBSINCANADAWITHOUTDUPLICATINGEDUCATIONANDTRAININGRECEIVEDOUTSIDECANADA2OF182005MCGRAWHILLRYERSONLTDC2005MCGRAWHILLRYERSONLTDINTRODUCTIONHUMANRESOURCEPLANNINGIDENTIFYINGTHENUMBERSANDTYPESOFEMPLOYEESTHEORGANIZATIONWILLREQUIRETOMEETITSOBJECTIVESCARRIEDOUTTOMEETBUSINESSOBJECTIVESANDGAINACOMPETITIVEADVANTAGECOMPARESTHEPRESENTSTATEOFTHEORGANIZATIONWITHITSGOALSFORTHEFUTUREIDENTIFIESCHANGESINHUMANRESOURCESNEEDEDTOMEETTHOSEGOALS2005MCGRAWHILLRYERSONLTD3OF18C2005MCGRAWHILLRYERSONLTDHUMANRESOURCEPLANNINGPROCESS2005MCGRAWHILLRYERSONLTD4OF18C2005MCGRAWHILLRYERSONLTDFORECASTINGFORECASTINGATTEMPTSTODETERMINETHESUPPLYOFANDDEMANDFORVARIOUSTYPESOFHUMANRESOURCESTOPREDICTAREASWITHINTHEORGANIZATIONWHERETHEREWILLBELABOURSHORTAGESORSURPLUSES2005MCGRAWHILLRYERSONLTD5OF18C2005MCGRAWHILLRYERSONLTDFORECASTSOFLABOURSURPLUSORSHORTAGE6OF182005MCGRAWHILLRYERSONLTDFORECASTINGDEMANDFORLABOURDETERMININGLABOURSUPPLYUSUALLYANORGANIZATIONFORECASTSDEMANDFORSPECIFICJOBCATEGORIESORSKILLAREASANSWERSQUESTIONWILLTHENEEDFORPEOPLEINCREASEORDECREASESTATISTICALMODELSTRENDANALYSISLEADINGINDICATORSDETAILEDANALYSISOFHOWMANYPEOPLEARECURRENTLYINVARIOUSJOBCATEGORIESORHAVESPECIFICSKILLSEXAMINESINTERNALCHANGESEXPECTEDTRANSITIONALMATRIXEXAMINESTRENDSINTHEEXTERNALLABOURMARKETC2005MCGRAWHILLRYERSONLTDHUMANRESOURCEPLANNINGPROCESS7OF182005MCGRAWHILLRYERSONLTDFORECASTINGBASEDONTHEFORECASTSFORLABOURDEMANDANDSUPPLYANDPLANNERDETERMINESWHETHERTHEREWILLBEASHORTAGEORSURPLUSOFHUMANRESOURCESFOREACHJOBCATEGORYMOREC2005MCGRAWHILLRYERSONLTDHUMANRESOURCEPLANNINGPROCESS8OF182005MCGRAWHILLRYERSONLTDGOALSSHOULDCOMEDIRECTLYFROMTHEANALYSISOFLABOURSUPPLYANDDEMANDINCLUDESASPECIFICFIGUREOFWHATSHOULDHAPPENWITHTHEJOBCATEGORYORSKILLAREAANDATIMETABLEEACHGOALSHOULDHAVEONEORMORESTRATEGIESFORECASTINGGOALSETTINGSTRATEGICPLANNINGMOREC2005MCGRAWHILLRYERSONLTDHRSTRATEGIES9OF182005MCGRAWHILLRYERSONLTDC2005MCGRAWHILLRYERSONLTDGOALSETTINGANDSTRATEGICPLANNING10OF182005MCGRAWHILLRYERSONLTDMOREREDUCINGASURPLUSDOWNSIZINGPLANNEDELIMINATIONOFLARGENUMBERSOFEMPLOYEESTOENHANCETHEORGANIZATIONSCOMPETITIVENESSEARLYRETIREMENTPROGRAMSPROGRAMSTHATENCOURAGEOLDERWORKERSTOLEAVEVOLUNTARILYAVOIDINGASHORTAGEEMPLOYINGTEMPORARYWORKERSPROVIDESFLEXIBILITYLOWERCOSTS,HOWEVERDISADVANTAGESINCLUDETENSIONBETWEENTEMPORARYANDPERMANENTEMPLOYEESOUTSOURCINGOVERTIMEANDEXPANDEDHOURSC2005MCGRAWHILLRYERSONLTDHUMANRESOURCEPLANNINGPROCESS11OF182005MCGRAWHILLRYERSONLTDIMPLEMENTINGTHESTRATEGIESANDEVALUATINGTHEOUTCOMESSOMEINDIVIDUALMUSTBEACCOUNTABLECHECKINGWHETHERTHEORGANIZATIONHASSUCCEEDEDINAVOIDINGLABOURSHORTAGESORSURPLUSESIDENTIFYWHICHPARTOFTHEPROCESSCONTRIBUTEDFORECASTINGGOALSETTINGSTRATEGICPLANNINGIMPLEMENTINGEVALUATINGC2005MCGRAWHILLRYERSONLTDAPPLYINGHRPLANNINGTOEMPLOYMENTEQUITYMANYORGANIZATIONSHAVEANHRSTRATEGYTHATINCLUDESEMPLOYMENTEQUITYTOMANAGEDIVERSITYORMEETGOVERNMENTREQUIREMENTSEMPLOYMENTEQUITYPROGRAMSFORECASTANDMONITORTHEPROPORTIONOFEMPLOYEESWHOAREMEMBERSOFTHEPROTECTEDGROUPSWORKFORCEUTILIZATIONREVIEW12OF182005MCGRAWHILLRYERSONLTDC2005MCGRAWHILLRYERSONLTDRECRUITINGHUMANRESOURCESRECRUITINGANYPRACTICEORACTIVITYCARRIEDONBYTHEORGANIZATIONWITHTHEPRIMARYPURPOSEOFIDENTIFYINGANDATTRACTINGPOTENTIALEMPLOYEES3ASPECTSHUMANRESOURCEPOLICIESRECRUITMENTSOURCESRECRUITERTRAITSANDBEHAVIOURS13OF182005MCGRAWHILLRYERSONLTDC2005MCGRAWHILLRYERSONLTDHUMANRESOURCEPOLICIES14OF182005MCGRAWHILLRYERSONLTDLEADTHEMARKETPAYSTRATEGIESRECRUITMENTBRANDINGIMAGEADVERTISINGMEETINGOREXCEEDINGTHEMARKETRATEOFPAYTOCOMPETEFORAPPLICANTSUSINGMARKETINGTECHNIQUESTOBECOMEAN“EMPLOYEROFCHOICE”GENERATEAFAVOURABLEIMAGEINTERNALVSEXTERNALRECRUITINGPROMOTEFROMWITHINPOLICIESMAKEANORGANIZATIONMOREATTRACTIVEC2005MCGRAWHILLRYERSONLTDRECRUITMENTSOURCESINTERNALSOURCESEMPLOYEESWHOCURRENTLYHOLDOTHERPOSITIONSINTHEORGANIZATIONJOBPOSTINGMANAGERREFERRALS15OF182005MCGRAWHILLRYERSONLTDC2005MCGRAWHILLRYERSONLTDRECRUITMENTSOURCES16OF182005MCGRAWHILLRYERSONLTDEXTERNALSOURCESDIRECTAPPLICANTSREFERRALSADVERTISEMENTSHRSDCPRIVATEEMPLOYMENTAGENCIESUNIVERSITIESANDCOLLEGESELECTRONICRECRUITINGC2005MCGRAWHILLRYERSONLTDEVALUATINGQUALITYOFASOURCEEMPLOYERSSHOULDMONITORTHEQUALITYOFALLRECRUITMENTSOURCESYIELDRATIOSRATIO/PERCENTAGEOFAPPLICANTSWHOADVANCEFROMONESTAGEOFTHERECRUITMENTANDSELECTIONPROCESSTOTHENEXTCOSTPERHIREDIVIDETHECOSTOFUSINGARECRUITMENTSOURCEBYTHENUMBEROFPEOPLEHIRED17OF182005MCGRAWHILLRYERSONLTDC2005MCGRAWHILLRYERSONLTDRECRUITERTRAITSBEHAVIOURSCHARACTERISTICSOFTHERECRUITER“WARM”AND“INFORMATIVE”BEHAVIOUROFTHERECRUITERPROVIDETHERIGHTINFORMATIONREALISTICJOBPREVIEWSENHANCINGRECRUITERSIMPACTTIMELYFEEDBACKAVOIDOFFENSIVEBEHAVIOURRECRUITINTEAMSIEINCLUDEJOBEXPERTS18OF182005MCGRAWHILLRYERSONLTDC2005MCGRAWHILLRYERSONLTDCHAPTER6TRAI
人人文库> 全部分类> 应用文书 > 项目管理

温馨提示

  • 1. 本站所有资源如无特殊说明，都需要本地电脑安装OFFICE2007和PDF阅读器。图纸软件为CAD,CAXA,PROE,UG,SolidWorks等.压缩文件请下载最新的WinRAR软件解压。
  • 2. 本站的文档不包含任何第三方提供的附件图纸等，如果需要附件，请联系上传者。文件的所有权益归上传用户所有。
  • 3. 本站RAR压缩包中若带图纸，网页内容里面会有图纸预览，若没有图纸预览就没有图纸。
  • 4. 未经权益所有人同意不得将文件中的内容挪作商业或盈利用途。
  • 5. 人人文库网仅提供信息存储空间，仅对用户上传内容的表现方式做保护处理，对用户上传分享的文档内容本身不做任何修改或编辑，并不能对任何下载内容负责。
  • 6. 下载文件中如有侵权或不适当内容，请与我们联系，我们立即纠正。
  • 7. 本站不保证下载资源的准确性、安全性和完整性, 同时也不承担用户因使用这些下载资源对自己和他人造成任何形式的伤害或损失。

最新文档

评论

0/150

提交评论