人力资源管理专业英语chp.01-An-Overview-of-Human-Resource-Management[精]课件

1、Unit 1An Overview of Human Resource ManagementWarm up: Give your Answers Why is human resource management necessary?What makes employees maximally productive and valuable to the organization?In this unit, we will discuss:The Evolution of human resource managementThe Concept of human resource managem

2、ent The Functions of Human Resource ManagementCurrent Trends of Human Resource ManagementEVOLUTION OF HR ManagementSCIENTIFIC MANAGEMENTFrederick Taylor, Henry Gantt, Frank & Lillian Gilbreth INDUSTRIAL/ORGL PSYCHOLOGYMunsterberg, Scott, CattellHUMAN RELATIONS MOVEMENTHawthorne Studies, Mayo, Follet

3、t, LewinGROWTH OF GOVERNMENTAL REGULATIONSWages (1930s), Unionization (1940s), Employment (1960s)PROFESSIONALIZATION OF HR MANAGEMENTProfessional HR Societies & HRCI (Certification Institute)Human Resource ManagementUtilization of individuals to achieve organizational objectivesAll managers at every

4、 level must concern themselves with human resource managementFive functionsEmployment / Staffing Staffing - Process through which organization ensures it always has proper number of employees with appropriate skills in right jobs at right time to achieve organizational objectivesJob analysis - Syste

5、matic process of determining skills, duties, and knowledge required for performing jobs in organizationHuman resource planning - Systematic process of matching the internal and external supply of people with job openings anticipated in the organization over a specified period of time .Recruitment -

6、Process of attracting individuals on a timely basis, in sufficient numbers, and with appropriate qualifications, to apply for jobs with an organization Selection - Process of choosing from a group of applicants the individual best suited for a particular position and the organization Training and De

7、velopmentTraining - Designed to provide learners with knowledge and skills needed for their present jobs Development - Involves learning that goes beyond todays job; it has more long-term focusCareer development - Formal approach used by organization to ensure that people with proper qualifications

8、and experiences are available when neededOrganization development - Planned process of improving organization by developing its structures, systems, and processes to improve effectiveness and achieving desired goalsPerformance management - Goal-oriented process directed toward ensuring organizationa

9、l processes are in place to maximize productivity of employees, teams, and ultimately, the organization Performance appraisal - Formal system of review and evaluation of individual or team task performanceCompensationDirect Financial Compensation - Pay that person receives in form of wages, salaries

10、, bonuses, and commissions.Indirect Financial Compensation (Benefits) - All financial rewards not included in direct compensation such as paid vacations, sick leave, holidays, and medical insurance.Nonfinancial Compensation - Satisfaction that person receives from job itself or from psychological an

11、d/or physical environment in which person works.Safety and HealthEmployees who work in safe environment and enjoy good health are more likely to be productive and yield long-term benefits to organization.Safety - Involves protecting employees from injuries caused by work-related accidentsHealth - Re

12、fers to employees freedom from illness and their general physical and mental well beingEmployee and Labor RelationsPrivate-sector union membership has fallen from 39 percent in 1958 to 7.8 percent in 2005.Business is required by law to recognize a union and bargain with it in good faith if the firms

13、 employees want the union to represent them Is the function of HR to control workers, or to help them and act as their advocate? Resolving personnel grievances and disagreements fairly in both union and union-free environmentsHuman Resource ResearchHuman resource research pervades all HR functional

14、areas.Forecasting and PlanningJob AnalysisAttitude SurveysValidation StudiesCompensation SurveysHRs Changing Role: QuestionsCan some HR tasks be centralized or eliminated altogether? Can technology perform tasks that were previously done by HR personnel?Who Performs Human Resource Management Tasks?H

15、uman Resource ManagersLine Managers and SupervisorsHR Shared Service CentersOutsider vendors via outsourcing Professional Employer Organizations (Employee Leasing) AMA SARATOGA STUDYHow are HR Departments Changing?ONLY 30% STILL DO ALL STANDARD IN-HOUSE HR FUNCTIONS 32% HAVE ESTABLISHED AN IN-HOUSE

16、“UNIVERSITY”ONLY 27% HAVE RETAINED THE TRAINING AREA “AS IS”BENEFITS HAVE BEEN OUTSOURCED OR MOVED TO SHARED SERVICE CENTERSSTAFFING IS BEING DELEGATED BACK TO LINE MANAGERSRATIO OF EMPLOYEES SERVED PER HR EMPLOYEE HAS INCREASEDHuman Resource Executives, Generalists, and SpecialistsVice President, H

17、uman ResourcesVice President, Industrial RelationsManager, Compensation Manager, StaffingManager, Training and DevelopmentBenefits AnalystExecutive: Generalist: Specialist: Traditional Human Resource Functions in a Large FirmPresident and CEOVice President, MarketingVice President, OperationsVice Pr

18、esident, FinanceVice President, Human ResourcesManager, Training and DevelopmentManager, CompensationManager, StaffingManager, Safety and HealthManager, Labor RelationsA Possible Evolving HR Organization ExamplePresident and CEOVice President, OperationsVice President, Strategic Human ResourcesVice

19、President, FinanceDirector of Safety and HealthTraining & Development (Outsourced)Compensation (Shared Service Centers)Staffing (more involvement of Line Managers, etc)Vice President, MarketingTOP HRM CONCERNS: A SURVEY (Helman)84%COMPENSATION80%SUCCESSION PLANNING68%MANAGEMENT STAFFING40%HR STRATEG

20、IC PLANNING40%EMPLOYEE COMMUNICATIONS34%WORKFORCE MANAGEMENT28%BENEFITS26%PERFORMANCE EVALUATION24%EMPLOYEE RELATIONS20%PERSONNEL POLICIES18%LABOR RELATIONS16%TRAINING AND DEVELOPMENT4%EEO/AFFIRMATIVE ACTION9%OTHERCURRENT TRENDS IN HREMPHASIS ON STRATEGIC PLANNING & SUCCESSIONVP of HR is a Strategic

21、 Manager, Management Succession PlanningEMPHASIS ON COST-RELATED ISSUES / COST CONTROLGlobal Competition, Outsourcing and Downsizing NEW SPECIALTIES EMERGING IN HRHR Planning, International HR, Employee Assistance ProgramsGROWTH OF GOVERNMENTAL REGULATIONSWages (1930s), Unionization (1940s), Employment (1960s)PROFESSIONALIZATION OF HR MANAGEMENTProfessional HR Societies & HRCI (Certification Institute)THE INTERNET REVOLUTIONElectronic Recruiting, Records Management, and HRIS EXTERNAL ENVIRONMENTAL FACTORS THAT IMPACT HRMGOVERNMENT REGULATION