中山大学旅游学院旅游管理、酒店管理、会展经济与管理专业

1、本科生课程教学大纲course profile for undergraduates majoring intourism management, hospitality management and everumanagement最近更新:2015 年 3 月 /revision t march 2015课程编号course code40000060课程名称course name人力资源管理human resourcesmanagement课程类别必修学分2course typerequired coursecredits总学时total contact hours36开课学期semeste

2、r第3学期3st授课教师lecturer杨云dr. y. yang教学助理teaching assistant张宁蒋明明一、课程描述i course description人力资源管理课程，是一门系统地研究金业的现代人力资源管理活动的 基本理论和现行政策、制度及实用方法的学科。人力资源开发与管理是当今企业 管理的热点和重耍研究领域，它在教学过程中具有重要而广泛的应用价值。同 时，在实践中具有强烈的导向作用。人力资源管理课程目标是通过木课程的学习，促进学生明确理解现代人 力资源管理的基本理念和基本原理掌握现代企业人力资源管理的各项实务活动 的内容做法；并领会本学科国际通用的先进理论理念、方法和技

3、术。在熟练掌握 上述内容的基础上，应能利用有关理论和方法，分析各类工商金业和一般社会、 经济组织人力资源管理中的具体问题。human resource management is increasing in importance as organizations recognize that the effective and effective management of human resources can provide a competitive advantage. the purpose of this course is to provide an overview of hu

4、man resource management, with particular emphasis in human resource planning and strategy, personnel selection, training, performance appraisal, compensation, and contemporary issues. the course has been developed for the student of generalmanagement whose job will involve responsibility for managin

5、g people in a global environment.二、课程目的与教学要求ii aims and objectivesthis course is intended to acquaint the student with the importance and functionsof human resource management. the student will be able:1. explain the elements and significance of human resource management.2. identify job analysis met

6、hods.3. identify the steps in human resource planning .4. describe appropriate methods of recruiting for a position.5. determine a valid selection process for a position.6. determine an effective training program 7. explain the methods of a valid performance appraisal system-& outline the method

7、s used to establish a compensation system.三、教学内容iii course contentchapter 1 人力资源管理概论/human resource management and competitive advantage (8 hours)-define-hrm practices- who is responsible for hrm competitive advantage a model linking hrm to competitive advantage- sustained competitive advantage- the

8、 trend of hrm in 21 century- case： human resource management of southwest airlines in americanchapter 2 战略人力资源管理概论/ strategic human resourcemanagement (3 hours) identify human resource's strategic challenge strategic human resource management process- human resource planning- the steps in human

9、resource planning process- tools and techniques of human resource planning processchapter 3 职位分析和职位评价/ job analysis and post evaluation (3 hours)define job analysis- the use of job analysisthe cornerstone of hrm- steps in job analysis job analysis techniques- writing job descriptions- writing job sp

10、ecifications- define post evaluation- steps in post evaluation post evaluation techniques- case： job descriptions of driverchapter 4胜任力在人力资源管理的应用/ competency evaluation(4 hours)- significance of competency- overview competencies -definitions- the composition of competence- competency model- framewor

11、k competency modelchapter 5 招聘和甄选/ recruitment and selection (9 houi*s)- define recruitment and selection- recruiting program goals- recruitment planning- methods of recruitment and their advantages/disadvantages- the information recruiting notices should contain- the purpose and importance of selec

12、tion- the selection processchapter 6 培训/training (6 hows)- linking training and development to worker competence- the purposes and importance of training- the steps in a training program- training technique- training guidelines- case： new employee training of toyota motor corporationchapter 7 职业发展/d

13、evelopment and career planning (6 hours)- define management development- identify management development needs- management development techniques- define career planning and development- career planning and developmentchapter 8 员工绩效管理/appraising employee job performance(7 hours)- define performance

14、appraisal- linking performance appraisal to competitive advantage- performance appraisal methods and their advantages and disadvantages- problems with performance appraisal- how to avoid appraisal problems- the appraisal interviewchapter 9薪酬和福利/ compensation and benefits (5 hours)- what does compens

15、ation mean- total returns in exchange for work- compensation plays an important role- pay objectives at different companies- outlook compensation management-outlook of benefitschapter 10 不断变化的劳资关系/dynamics of labor relations(3 hours)- the labor relations framework- the major labor-management interac

16、tions- the legal environmenfs impact on labor relations- the process and legal framework of organizing- the negotiation process- negotiation stages and tactics- new labor management strategies as the international cntext四、课程作业与实践iv assignments and practices1. 案例分析。/business case studies2. 企业参观。/corp

17、orate tour五、教材及参考书v recommended textbook3. 加里德斯勒(gary dessler)(作者)，刘昕(译者)人力资源管理.中国人 民大学出版社,2012.64. 彭剑锋，人力资源管理.复旦大学出版社.2011.75. 徳斯勒，曾湘泉等.人力资源管理.中国人民大学出版社.2007. 16. stella m. nkomo, myron d. fottler, and r. bruce mcafee. human resource management applications: cases, exercises, incidents, and skill b

18、uilders, south-western college pub, 6th edition, feb. 2007.7. mike losey, dave ulrich, and sue meisinger. the future of human resource management: 64 thought leaders explore the critical hr issues of today and tomorrow, wiley, 1st edition, may 2005.& peter j. dowling, marion festing, and allen engle. international human resource management: managing people in a multinationa