人力资源管理专业英语课件

1、人力资源管理专业英语,Human Resource Management,人力资源管理专业英语,Unit 1 Introduction,人力资源管理专业英语,1.1 Definition HRM-those activities designed to provide for and coordinate the human resources of an organization,人力资源管理专业英语,Obtain Retain Motivate Utilize Develop,Human Resource,1.2 The important role of HRM,人力资源管理专业英语,1

2、.3 the main activities involved in HRM Job analyses Human resource planning Recruiting Selecting Human resource development (orienting , training , development and career planning ) Appraising performance Compensation and benefits Labor relation,人力资源管理专业英语,1.4 Linking HRM to strategy,人力资源管理专业英语,1.4.

3、1 Corporate strategy leads to HR strategy,Corporate strategy,Business strategy,HR strategy,人力资源管理专业英语,1.4.2 HR competencies lead to business strategy,人力资源管理专业英语,1.4.3 The combination of HRM and Corporate Strategy -HR department become a strategic partner,人力资源管理专业英语, The role of the HR departm

4、ent in strategy analysis,人力资源管理专业英语, The role of the HR department in strategy formulation,人力资源管理专业英语, The role of the HR department in strategy implementation,人力资源管理专业英语,1.5 why all managers have HRM responsibilities 1.5.1 HRM can help managers and avoid mistakes 1.5.2 HRM can help to

5、 solve “want or not ” and “can or not,人力资源管理专业英语,Unit 2 Job Analysis,人力资源管理专业英语,2.1 define job analysis job analysis-The procedure for determining and reporting the information relating to the nature of each job (tasks, duties, and responsibilities), and the human attributes required to perform it (

6、knowledge, skills , and abilities),人力资源管理专业英语,2.2 the use of job analysis 2.2.1 the products of job analysis,Job analysis,Job description and job specification,人力资源管理专业英语,2.2.2 the use of job analysis - the cornerstone of HRM,Job analysis,Job description and job specification,HRM activities,人力资源管理专业

7、英语,2.3 steps in job analysis,人力资源管理专业英语,2.4 job analysis techniques the interview questionnaires observation participant diary data analysis key affairs,人力资源管理专业英语,2.4.1 the interview three types: individual interviews with each employee group interviews with employees having the same job su

8、pervisory interviews with one or more supervisors,人力资源管理专业英语, advantages and disadvantages,人力资源管理专业英语, typical questions why is the job being performed what are the major duties? what percentage of time is spent on each? what are the education, experience, skill and certification and l

9、icensing requirements,人力资源管理专业英语,what are the jobs physical demand? The emotional and mental demand? what are the health and safety conditions? To what hazard is there exposure, if any,人力资源管理专业英语,2.4.2 questionnaires types: structured unstructured/open ended advantages and disadvanta

10、ges,人力资源管理专业英语,2.4.3 observation types: one approach is to observe and interview simultaneously another approach is to interview after observe advantages and disadvantages,人力资源管理专业英语,2.4.4 participant diary/log 2.4.5 data analysis 2.4.6 key affairs,人力资源管理专业英语,2.5 writing job descript

11、ions and job specification,人力资源管理专业英语,2.5.1 the information provided in a job description,人力资源管理专业英语, job identification job summary relationships responsibilities and duties authority of incumbent standards of performance working conditions and

12、 physical environment job specifications,人力资源管理专业英语,2.5.2 job description guidelines be clear be specific be brief be logical,人力资源管理专业英语,Unit 3 Human Resource Planning,人力资源管理专业英语,3.1 define HRP HRP is the process of getting the right number of qualified people into the right job at the right

13、 time. HRP is the process of reviewing human resources requirements to ensure that the organization has the required number of employees,with the necessary skills,to meet its goods,人力资源管理专业英语,3.2 the framers of HRP HR department exclusive managers line managers consultant,人力资源管理专业英语,Forecasts of lab

14、or surplus or shortage,3.3 HRP process,planning and implementing HR programs,Evaluating HR programs,Forecasts of labor demand,Forecasts of labor supply,人力资源管理专业英语,3.3.1 step 1 : forecasts future human resources demand,人力资源管理专业英语, considerations the demand for your product or service (major fa

15、ctor) projected turnover quality and nature of your employee technological and administrative changes resulting in increased productivity,人力资源管理专业英语, techniques utilized trend analysis ratio analysis scatter plot computerized forecast managerial judgment,人力资源管理专业英语,3.3.2 step 2 : forecasts fu

16、ture human resources supply,人力资源管理专业英语, considerations general economic conditions local labor market conditions occupational market conditions internal HR conditions,人力资源管理专业英语, techniques utilized staffing tables Markov analysis skills inventories succession planning,人力资源管理专业英语,3.3.3

17、 step 3 : forecasts of labor surplus or shortage,人力资源管理专业英语,3.3.4 step 4 : planning and implementing HR programs to balance supply and demand,人力资源管理专业英语, methods to deal with a labor surplus (supplydemand) extend effective operation hiring freeze attrition buy-outs and early retirement progra

18、ms job sharing,人力资源管理专业英语,part-time work alternative jobs within the organization supplemental unemployment benefits layoffs termination severance pay outplacement assistance,人力资源管理专业英语, methods to deal with a labor shortage training improve efficiency increase machine overtime,人力资源管理专业英语,hir

19、e temporary employees subcontract work transfer promotion recruitment,人力资源管理专业英语,3.3.5 step 5: evaluating HR programs,人力资源管理专业英语,3.4 The importance of HRP to the organization,人力资源管理专业英语,Unit 4 Recruitment,人力资源管理专业英语,4.1 define recruitment Recruitment-The process of searching for and attracting an ad

20、equate number of qualified job candidates, form whom the organization may select the most appropriate individuals to staff its job requirement,人力资源管理专业英语,4.2 methods of recruitment and their advantages /disadvantages,人力资源管理专业英语,4.2.1 recruitment within the organization job posting pr

21、omotion,人力资源管理专业英语,4.2.2 recruiting outside the organization,人力资源管理专业英语, advertising .1 the media to be used Newspapers Magazines Radio Television point-of-purchase (promotional materials at recruiting location,人力资源管理专业英语,.2 the ads construction-AIDA Attention Interest Desire Ac

22、tion,人力资源管理专业英语, employment agencies .1 advantage and disadvantage -an employment agency prescreens applicants for your job .2 the guidelines when choosing an employment agencies,人力资源管理专业英语, executive search firms .1 the guidelines when choosing an executive search

23、 firm,人力资源管理专业英语, college recruiting .1 two main problems relative expensive and time-consuming recruiters themselves are sometimes ineffective, or worse,人力资源管理专业英语, online recruiting employee referrals walk-ins computerized employee data bases,人力资源管理专业英语

24、,Unit 5 Selection,人力资源管理专业英语,5.1 selection-the process of choosing individuals 5.2 the purpose of selection -choose qualified individuals (who possess the necessary skills, knowledge, abilities, personality, interests, and preferences to fill the job opening, who will perform well and fit in with th

25、e corporate values and culture.,人力资源管理专业英语,5.3 the selection process,人力资源管理专业英语,5.3.1 step 1: preliminary reception of applicants - two-way street,人力资源管理专业英语,5.3.2 step 2: initial applicant screening,人力资源管理专业英语,5.3.3 step 3: selection testing- used for both hiring and promotion purposes,人力资源管理专业英语,5

26、.3.3.1 types of tests .1 test of cognitive abilities intelligence tests-IQ specific cognitive abilities,人力资源管理专业英语,.2 test of motor and physical abilities,人力资源管理专业英语,.3 personality tests,人力资源管理专业英语,.4 achievement test,人力资源管理专业英语,.5 work samples,人力资源管理专业英语,.6

27、 management assessment center in basket leaderless group discussion management games individual presentation objective tests the interview,人力资源管理专业英语,.7 honesty tests polygraph graphology paper and pencil,人力资源管理专业英语,.8 physical examination (drug testing,人力资源管理专业英语,5.3.4 step 4: the sel

28、ection interview,人力资源管理专业英语, types of interviews - interviews can be classified in four ways according to (1)degree of structure; (2)purpose; (3)content; (4)the way the interview is administered,人力资源管理专业英语,.1 the structure of interview unstructured or nondirective interview structured

29、or directive interview mixed(semistructured) interview,人力资源管理专业英语,.2 the purpose of the interview common interview stress interview,人力资源管理专业英语,.3 the content of the interview situation interview behavioral interview STAR - situation, task, action, result,人力资源管理专业英语, problems wit

30、h interviews poor planning snap judgment negative emphasis halo effect poor knowledge of the job contrast error influence of nonverbal behavior too much / too little talking playing attorney or psychologist,人力资源管理专业英语, questions that can and cannot be asked in the interview - interviewing and

31、 law,人力资源管理专业英语, ways to improve interviews -how to design an effective interview,人力资源管理专业英语,.1 deciding who will be involved in the selection process and developing selection criteria,人力资源管理专业英语,.2 specifying musts and wants,人力资源管理专业英语,.3 determining assessment strategie

32、s and developing an evaluation from,人力资源管理专业英语,.4 developing structured interview questions situational questions behavioral questions Job-knowledge questions worker-requirements or willingness questions,人力资源管理专业英语,.5 developing candidatespecific questions,人力资源管理专业英语,5.3.5 step 5: back

33、ground investigation and reference checking 5.3.6 step 6: the supervisory interview,人力资源管理专业英语,5.3.7 step 7: realistic job preview (RJP) 5.3.8 step 8: making the hiring decision,人力资源管理专业英语,5.3.9 step 9: candidate notification 5.3.10 step 10: evaluating the selection process,人力资源管理专业英语,Unit 6 Trainin

34、g, Development and Career Planning,人力资源管理专业英语,6.1 define training training-the process of teaching new employees the basic skills / competencies they need to perform their jobs,人力资源管理专业英语,6.2 the purposes and importance of training,人力资源管理专业英语,6.3 the steps in a training program,人力资源管理专业英语,6.3.1 step

35、 1: need analysis,人力资源管理专业英语,6.3.2 step 2: instructional design,人力资源管理专业英语,6.3.3 step 3: validation,人力资源管理专业英语,6.3.4 step 4: implementation,人力资源管理专业英语,6.3.5 step 5: evaluation and follow-up,人力资源管理专业英语,6.4 training guidelines,人力资源管理专业英语,6.5 training technique,人力资源管理专业英语,6.5.1 on-the-job training (OJT

36、,人力资源管理专业英语,6.5.2 job instruction training (JIT,人力资源管理专业英语,6.5.3 lectures,人力资源管理专业英语,6.5.4 audiovisual techniques,人力资源管理专业英语,6.5.5 vestibule or simulated training,人力资源管理专业英语,6.5.6 computer-based and multimedia training,人力资源管理专业英语,6.6 the distinction between training and development,人力资源管理专业英语,6.7 de

37、fine management development management development-Any attempt to improve current or future management performance by imparting knowledge, increasing skills , or changing attitudes,人力资源管理专业英语,6.8 management development techniques,人力资源管理专业英语,6.8.1 development job rotation 6.8.2 coaching / understudy

38、approach 6.8.3 action learning,人力资源管理专业英语,6.8.4 case study method 6.8.5 management game 6.8.6 outside seminars 6.8.7 college / universityrelated programs,人力资源管理专业英语,6.8.8 role playing 6.8.9 behavior modeling 6.8.10 inhouse development center,人力资源管理专业英语,6.8.11 (OD) organizational development 6.8.12 s

39、urvey feedback 6.8.13 team building,人力资源管理专业英语,6.9 define career planning and development - The deliberate process through which a person becomes aware of personal careerrelated attributes and the lifelong series of activities that contribute to his or her career fulfillment,人力资源管理专业英语,6.10 roles in

40、 career planning and development,人力资源管理专业英语,6.10.1 individual accept responsibility for your own career assess your interests, skills, and values seek out career information and resources establish goals and career plans talk with your manager about your career follow through on realistic career pla

41、ns,人力资源管理专业英语,6.10.2 manage provide timely performance feedback provide development assignments and support participate in career development discussions support employee development plans,人力资源管理专业英语,6.10.3 organization communicate mission, policies, and procedures provide training and development o

42、pportunities provide career information and career programs offer a variety of career options,人力资源管理专业英语,Unit 7 Performance Appraisal,人力资源管理专业英语,7.1 define performance appraisal -performance appraisal may be defined as any procedure that involves (1) setting work standards; (2)assessing the employee

43、s actual performance relative to these standards; (3)providing feedback to the employee,人力资源管理专业英语,7.2 the role of the HR department and the line manager in performance appraisal,人力资源管理专业英语,7.2.1 HR development -a policymaking and advisory role 7.2.2 line manager -actual appraising,人力资源管理专业英语,7.3 th

44、e purpose and important of performance appraisal,人力资源管理专业英语,7.4 performance appraisal methods and their advantages and disadvantages,人力资源管理专业英语,7.4.1 narrative forms,人力资源管理专业英语,7.4.2 graphic rating scale method,人力资源管理专业英语,7.4.3 alternation method,人力资源管理专业英语,7.4.4 paired comparison method,人力资源管理专业英语,

45、7.4.5 forced distribution method,人力资源管理专业英语,7.4.6 critical incident method,人力资源管理专业英语,7.4.7 behaviorally anchored rating scales (BARS,人力资源管理专业英语,7.4.8 management by objectives methods (MBO,人力资源管理专业英语,7.5 problems with performance appraisal 7.5.1 unclear performance standards 7.5.2 halo effect 7.5.3

46、central tendency 7.5.4 leniency or strictness 7.5.5 appraisal bias 7.5.6 recency,人力资源管理专业英语,7.6 how to avoid appraisal problems,人力资源管理专业英语,7.6.1 right raters,人力资源管理专业英语,7.6.2 right system,人力资源管理专业英语,设计绩效管理系统的基本原则,战略一致性 明确性 接受性 可行性信度 正确性效度,人力资源管理专业英语,7.6.3 right appraisal tool,人力资源管理专业英语,7.7 the appr

47、aisal interview 7.7.1 appraisal interview - An interview in which the supervisor and employee review the appraisal and make plans to remedy deficiencies and reinforce strengths,人力资源管理专业英语,7.7.2 how to conduct the appraisal interview,人力资源管理专业英语,Unit 8 Compensation Management,人力资源管理专业英语,怎样给猎狗分骨头,详细,人力

48、资源管理专业英语,Organization rewards,Organization rewards are received as a result of employment by the organization. Organization rewards include all parts of rewards, both extrinsic and intrinsic,人力资源管理专业英语,Organization rewards,extrinsic rewards intrinsic rewards (total compensation forms) (relational fo

49、rms) Base wage or salary Learning opportunity Incentives Challenging work Benefits Recognition,人力资源管理专业英语,Compensation,Literally: Counterbalance, Offset, Make up for Implication: Exchange Defining: Compensation refers to all the extrinsic rewards employees receive in exchange for their work,人力资源管理专业

50、英语,Base wage or salary,Base wage or salary is the hourly, weekly, or monthly pay employees receive for their work,人力资源管理专业英语,Incentives,Incentives are rewards offered in addition to the base wage or salary, and usually related to performance,人力资源管理专业英语,Benefits,Benefits are rewards employees receive

51、d as a result of their employment and position with the organization,人力资源管理专业英语,Compensation plays an important role in,Obtain Retain Motivate Utilize Develop,Human Resource,人力资源管理专业英语,The role of the HR manager in compensation management,Assisting in design the reward system Ensuring equity,人力资源管理专

52、业英语,Equity,Strategic Issues Internal equity External equity Individual equity Organizational equity Procedural equity Resultant equity,人力资源管理专业英语,Consistency,Internal consistency refers to comparisons among jobs or skill level inside a single organization,人力资源管理专业英语,Competitiveness,External competit

53、iveness refers to how an employer positions its pay relative to what competitors are paying,人力资源管理专业英语,Contribution,Incentive program,人力资源管理专业英语,王子能找到那位最完美的姑娘吗,人力资源管理专业英语,Pay objectives at different companies,人力资源管理专业英语,Corporation strategy,Business strategy,HRM strategy,Compensation strategy,人力资源管理

54、专业英语,人力资源管理专业英语,Team assignment,人力资源管理专业英语,Outlook compensation management,Cost of HR will rising Work axiology Market axiology the flexibility turns,人力资源管理专业英语,Unit 9 communicate,人力资源管理专业英语,9.1 the element of the basic communication model 9.1.1 source 9.1.2 receiver 9.1.3 message 9.1.4 encoding pro

55、cess,人力资源管理专业英语,9.1 the element of the basic communication model 9.1.5 decoding process 9.1.6 medium 9.1.7 noise 9.1.8 feed back,人力资源管理专业英语,9.2 how to communicate,人力资源管理专业英语,9.3 the elements of non verbal communication 9.3.1 concept of space 9.3.2 appearance 9.3.3 body language,人力资源管理专业英语,9.4 how to

56、 handle objections 9.4.1 guideline plan for objections-be positive anticipate forestall listen,人力资源管理专业英语,9.4.2 techniques for meeting objections denial or indirect denial compensation third party boomerang pass up postponing,人力资源管理专业英语,9.5 negotiating 9.5.1 Are you a good negotiant ? 9.5.2 win-lose negotiating and win-lose relationship 9.5.3 win-win negot