人力资源经理hrm培训

1、人力资源经理hrm培训contentsStrategyDefinition and function profileTrends and changingCompetencies of HR professionalsHigh-Performance Work System ChallengeA speechA decade of globalization, deregulation, and technical advances has vastly increased the degree of competitiveness most organizations face today.

2、 Companies today must therefore be better, fast, and more competitive just to survive. For many years it has been said that capital is the bottleneck for a industry. I dont think this any longer holds true. I do not know of any major project backed by good ideas, vigor, and enthusiasm that has been

3、stopped by a shortage of cash .I do know of industries whose growth has been partly stopped or hampered because they can not maintain an efficient and enthusiastic labor force.GE Jack WelchThis place runs by its great people the biggest accomplishment Ive had is to find people. An army of them. They

4、 are all better than most. They are big hitters, and they seem to thrive them.Strategy Corporate strategy: where are we going? DirectionBusiness strategy/competitive advantages: how to build and strengthen the business long term competitive position in the marketplace.Function strategy: action to pu

5、rsue CA in operation in function departmentCompetitive AdvantagesCost leadershipDifferentiationFocus differentiationCompetitive AdvantagesIt is determined by whether the company satisfies the needs of stakeholders (groups affected by business practices)Stockholders: return on investmentCustomers: hi

6、gh-quality product and servicesEmployees: interesting work and reasonable compensationCommunity: minimize pollution of environmentDefinitionIt refers to the policies, practices and systems that influence employees behavior, attitudes and performance.Integrative Framework 完全体系Laws and regulationsCult

7、urePoliticsUnionsLabor marketsIndustry characteristicsInternal 内部organization contextExternal Context 外部Local-National-MultinationalStructureSize life cycle stageStrategyTechnologyObjectivesLegitimacyStakeholdersEconomic efficiencyResource acquisitionIncome输入Informal.FormalHRM人力资源管理Prescribed.Enacte

8、dCore of HRMS核心管理Outcomes输出Short term.Long termIndividualOrganizationSocietal.Core of HRMS核心Philosophies理念Policies政策Practices实践Planning方案Staffing人员配置Appraising考评Rewarding价值赋予Developing开展HRM PracticesRecruitingSelectionTraining and developmentCompensationPerformance ManagementEmployeeRelationsHRPlann

9、ingCompany PerformanceStrategicHRMJob AnalysisSecurity and safetyRecruiting招聘Termination离职Job EvaluationCompetency ModelPlanningEffective Infrastructure根底建设Training培训Compensation&Benefit薪酬福利PerformanceEvaluation考核评估Promotion晋升Transfer/Rotation调动Market Value OrientationC&B StructureCommission PlanSto

10、ck option managementSpot AwardTraining Needs CollectionTraining EvaluationTraining Resource AnalysisPlanningInformation SharingEmployee Satisfaction360 SurveyPerformance Evaluation SystemObjective目标G&O Setting (with measurement)Trend of HRM environment GlobalizationTechnology: HRIS(eHR) reduce more

11、timeDeregulation: self-service and career developmentWorkforce diversity: gender, ages, minorityNature of work: shift from manufacturing to serviceLegalTomorrows HR TodayBoundaryless organizationEmployees are being empoweredFlatter organization are being the normWork is increasingly organized around

12、 teams and processThe bases of power are changingManagers today must build commitmentThe changing role of HR management1900s, hiring and firing, payroll, benefits1930s, personnel management, legislation, unions1960s:protector and screener, provide expertise in areas like recruitment, screening, and

13、training.Today: strategic partner and change agent, HRMHR and Employee commitmentAn employees identification with and agreement to pursue the companys or the units missionTwo way communications through HRS that guarantee two way communications and fair treatment of all employees grievances and disci

14、plinary concerns.Career-oriented performance appraisal procedures and effective training and development practices.HR and Company PerformancePersonnel screening tests to select talentDownsizing, maintain moral, reduce job stressHR and serviceHR and responsivenessHR and Corporate StrategyTransition f

15、rom administrative function to a strategic business partnership: Broad corporate competency: partnership within all of line managers, even individual staff to involve in HRM Involve HR in the earlist stages of developing and implementing the firms strategic plan, rather than to let HR react to it.Co

16、mpetencies of HR professionalsAnalyticalFact-BasedDecision MakingComplianceRegulationAdministrationControlLeadershipConceptual IdeasVisioningInterpersonalTeamworkCompensationStrategicOrganization developmentChange ManagementEvaluationBenefitsAuditData ManagementEmployee RelationLegalDiversityCounsel

17、ingTrainingManagement process for all managersPlanning: goals,rules, plans and forecastingOrganizing: specific task, teams, empowerment, communication channels, coordinatingStaffing: recruiting, selecting, goal setting, evaluating, training, developingLeading: getting job done, morale, motivatingCon

18、trolling: setting quartos, checking, taking corrective actionTo be a Staff ManagerLine-Manager: a manager who is authorized to direct the work of subordinates and responsible for accomplishing the organizations goals.Staff Manager: A manager who assists and advice line managersHR managers are respon

19、sible for advising liner managers in areas like recruiting, hiring, and compensation.Determine for strategic roleWhat is HR doing to provide value-added services to internal clientsHow are you measuring the effectiveness of HRHow can we reinvest in employeesWhat HR strategy will we use to get the bu

20、siness from point A to BWhat makes an employee want to stay at our companyHow are we going to invest in HR so that we have a better HR department than our competitorsFrom an HR perspective, what should we be doing to improve our marketplace positionWhats the best change we can make to prepare for th

21、e futureHigh-performance organizationBuilding better,faster,more competitive organizations through HRGE, Cisco Systems are responding faster and more competitively by using Internet HR techniques to recruit high-tech workers.High-Performance Work System ChallengeChange in employees work roles and sk

22、ill requirementsIncrease in the use of teams to performance workChanges in the nature of managerial workChanges in company structureIncrease availability of information bases related to the companys human resourceCompetitiveness in high-performance work systemsHow HR practices support high-performan

23、ce work systemTeams are used to perform workEmployees participate in the selection processEmployees receive formal performance feedback and are actively involved in the performance improvement processOngoing training is emphasized and rewardedEmployees reward and compensation related to the companys financial performanceEquipment and work processes are structured to encourage maximum flexibility and interaction among employeesEmployees participated in planning changes in equipment, layout, and work methodsWork design allows employees to use a varity of skillsEmployees understan