商务英语入门人力资源管理

商务英语入门人力资源管理第1页/共72页本章要点WhatisHumanResourcesManagementHumanResourcePlanningRecruitmentTrainingandDevelopingCompensationTheFourC’sModelforEvaluatingHumanResourcesHowtoKeepEmployeesMotivated第2页/共72页WhatisHumanResourcesManagement?TheHRMprocessisanongoingprocedurethattriestokeeptheorganizationsuppliedwiththerightpeopleintherightpositions.

第3页/共72页HRMHumanresourceplanningRecruitmentSelectionSocializationororientationTraininganddevelopmentPerformanceappraisalPromotions,transfersanddemotionsSeparationsCompensationWhatisHumanResourcesManagement?第4页/共72页HumanResourcePlanningisdesignedtoensurethatpersonnelneedswillbeconstantlyandappropriatelymet.HumanResourcePlanning第5页/共72页1.Planningforfutureneedsbydecidingnowhowmanypeoplewithwhatskillstheorganizationwillneed.2.Planningforfuturebalancebycomparingthenumberofneededemployeeswiththenumberofpresentemployeeswhocanbeexpectedtostaywithorganization.3.Planningforrecruitingorlayingoffemployees.4.Planningforthedevelopmentofemployeestoensuretheorganizationhasasteadysupplyofexperiencedandcapablepersonnel.Foursbasicaspects

第6页/共72页FourBasicAspectsofHumanresourceplanningFutureneedsRecruitingorlayingoffemployeesFuturebalanceDevelopmentofemployeesBasicAspects第7页/共72页ManagersTwoEffectiveFactorsofHumanResourceProgramTheorganization’shumanresourceneedsTheeconomicenvironmentofthefuture第8页/共72页Recruitmentisconcernedwithdevelopingapoolofjobcandidatesinlinewiththehumanresourceplan.Recruitment第9页/共72页ThebasisforrecruitmentadvertisementsHelpsinterviewersmatchapplicantstojobopeningsAbasisforperformanceappraisalMeritsofJobAnalysisHelpsorientandtrainnewemployeesJobAnalysis第10页/共72页JobAnalysis

JobDescriptionliststheobjectives,responsibilities,maintasksofthejob,theconditionsunderwhichthejobistobedone,anditsrelationshiptootherjobs.HiringSpecificationdefinesthespecificskills,education,experience,andqualificationsthatanindividualmusthaveinordertoperformeffectivelyintheposition.第11页/共72页EducationalInstitutionsEmploymentAgenciesJobAdvertisementsBusinessRivalsHiringfromoutside第12页/共72页优点：1、针对性强2、选择面大3、选择层次是立体的4、适宜进行战略性人才选择和储备部分优秀人才校园招聘的优缺点第13页/共72页校园招聘的优缺点缺点：1、企业对应聘者今后可能的表现和绩效缺少充分的把握。2、企业投入的培训成本高。3、由于学生眼高手低，对工作期望值过高，因此一年内跳槽的概率高，造成招聘成本高。4、如果培养、任用不当，学生可能会不认同企业文化和价值观，影响企业团队的建设。第14页/共72页1、招聘观念的误区：企业把招聘会当成收集简历的场所，使学生无法真正了解企业。2、筛选材料的误区：企业过多的淘汰申请者，很可能会和优秀的大学生失之交臂。3、笔试的误区：很多企业把笔试成绩单独作为筛选的依据。在学生有精心准备的前提下，无法真正衡量人才的含金量。校园招聘的误区第15页/共72页HiringfromWithin1.Promotion2.Transfer第16页/共72页Advantages:1.Thosepeoplearealreadyfamiliarwiththeorganizationanditsmember.2.Thispolicyfostersloyaltyandinspiresgreatereffortamongorganizationmembers.3.Itislessexpensivethantohirefromoutsidetheorganization.Hiringfromwithin第17页/共72页HiringfromwithinDisadvantages:1.Itlimitsthepoolofavailabletalent.2.Itreducesthechancethatfreshviewpointswillentertheorganization.3.Thequalityofthedecisionsdependsheavilyontheabilityandtheintegrityofthemanagers.第18页/共72页工匠型：技术专家、渴望发明创造、搞出新成果。对行政性事务和职务无兴趣，对人际关系不敏感。斗士型：领袖欲很强，渴望权利，干劲十足，敢冒险，有魄力，但不能容忍别人和他们分享权利。企业人型：忠实可靠，循规蹈矩，兢兢业业，只求稳妥，但保守怕变，革新性和进取心不强。赛手型：视人生为竞赛，渴望成为其中的优胜者。但他们不同于斗士。他们不醉心于个人主宰。他们善于团结和鼓舞别人，乐于提携部下，有强烈进取心和成就欲。以职业风格为基础的个性分类第19页/共72页引入期：技术开发能力属关键因素，项目组的领导岗位宜配备兼具工匠和斗士特点的员工，或以斗士为正职，以工匠为副手，搭配使用。动态人才使用论第20页/共72页动态人才使用论成长期：此阶段产品基本定型，主要的任务是以大量的低成本产品投入市场，以免被别人跟进仿制。因此，工匠留任已属浪费，应调去充实其他正在科研开发新产品的项目组，留下斗士去冲锋陷阵，强占市场份额。第21页/共72页动态人才使用论成熟期：此时市场渐趋饱和，无须再投资扩产，只须守稳江山，稳收利润。便应将斗士们调去领导其他项目组，再创新业，改让企业人来守业，稳妥可靠。第22页/共72页动态人才使用论衰退期：原产品进入衰退阶段，项目急需关、停、并、转，此时在让企业人让位给斗士，以便在转让的谈判中讨价还价，或大刀阔斧去收拾残局。第23页/共72页至于赛手型的人物，稀缺难得，只宜委以特别重要项目的领导重任，着眼于栽培锻炼，使其成为未来的统帅，不宜轻率使用，浪费人力。动态人才使用论第24页/共72页职业风格调查1234567完全不符我的情况有点符合我的情况大致符合我的情况非常符合我的情况第25页/共72页企业型得分工匠型得分斗士型得分赛手型得分生活目标第1题第2题第3题第4题激励动机第4题第1题第3题第2题自我形象第2题第3题第4题第1题人际关系第2题第4题第1题第3题小计记分表第26页/共72页TraditionalInterviewQuestions1.Tellmeaboutyourself -Donotlaunchintoanautobiography.-Statethethingsaboutyourselfthatyouwanttheinterviewertoknow.Givespecificstoproveeachofyourstrengths.

第27页/共72页2.Whatdoyouthinkyou’requalifiedtoworkforus?Or,I’minterviewing120peoplefortwojobs.WhyshouldIhireyou? -Thisquestionmayfeellikeanattack.-Useitasanopportunitytostateyourstrongpoint.Tellthemthethingsthatseparateyoufromotherapplicants.TraditionalInterviewQuestions第28页/共72页TraditionalInterviewQuestions3.Whattwoorthreeaccomplishmentshavegivenyouthegreatestsatisfaction?-Pickaccomplishmentthatyou’reproudoftocreatetheimageyouwanttoproject.-Focusnotjustontheendofresult,butontheproblem-solvingandthinkingskillsthatmadetheachievementpossible.第29页/共72页TraditionalInterviewQuestions4.Whydoyouwanttoworkforus?Whatisyouridealjob?

-Preferablytwoorthreereasonsyou’dliketoworkforthatcompany.-Ifyouareinterestedinthiscompany,dosomeresearchsothatwhatyouaskforisinthegeneralballparkofthekindofworkthecompanyoffers第30页/共72页TraditionalInterviewQuestions5.Whatcollegesubjectsdidyoulikebestandleast?why?

-Thisquestionmaybeanicebreaker!!!Itmaydesignedtodiscoverthekindofapplicantthey’relookingfor.-Ifyourfavoriteclasswassomethingoutsideyourmajor,prepareananswerthatshowsthatyouhavequalitiesthatcanhelpyouinthejobyou’reapplyingfor.第31页/共72页TraditionalInterviewQuestions6.Whatisyourgradepoint?Whyareyourgradessolow?

-Ifyourgradesarenotgreat,bereadywithanondefensiveexplanation.-Ifpossible,showthatthecauseoflowgradesnowhasbeensolvedorisn’trelevanttothejobyou’reapplyingfor.-“I’mnotgoodatmultiple-choicetests.Butyouneedsomeonewhocanworkwithpeople,notsomeonewhocantaketests.

第32页/共72页TraditionalInterviewQuestions7.Whathaveyoureadrecently?Whatmovieshaveyouseenrecently?

-Thesequestionmayalsobeicebreakers!!!-Theymaybedesignedtoprobeyourintellectualdepth.-Thetermyou’reinterviewing,readatleastonebookormagazineandseeatleastonemoviethatyoucoulddiscussataninterview.第33页/共72页8.Showmesomesamplesofyourwriting.

-Manyjobsrequiretheabilitytowritewell.-Prepareangoodcasereportifpossible.TraditionalInterviewQuestions第34页/共72页9.Wheredoyouseeyourselfinfiveyears?

-Employersaskthisquestionstofindoutifyouareaself-starterorifyoupassivelyrespondtowhathappens.-Youmaywanttohaveseveralscenariosforfiveyearsfromnowtouseindifferentkindsofinterviews.-“Well,mygoalsmaychangeasopportunitiesarise.Butrightnow,Iwantto…….TraditionalInterviewQuestions第35页/共72页10.Whatareyourinterestsoutsidework?

-Itisdesirabletobewell-rounded,naming10interestsisamistake-Theinterviewermaywonderwhenyouwillhavetimetowork.TraditionalInterviewQuestions第36页/共72页TraditionalInterviewQuestions11.Whathaveyoudonetolearnaboutthiscompany?

-Anemployermayaskthistoseewhatyoualreadyknowaboutthecompany.-Thequestionmayalsobeusedtoseehowactivearoleyouaretakinginthejobsearchprocessandhowinterestedyouareinthisjob.第37页/共72页TraditionalInterviewQuestions12.Whatadjectiveswouldyouusetdescribeyourself?

-Useonlypositiveones.-Bereadytoillustrateeachwithaspecificexamplesofsomethingyou’vedone.第38页/共72页TraditionalInterviewQuestions13.Whatisyourgreateststrength?

-Employersaskthisquestiontogiveyouachancetosellyourselfandtolearnsomethingaboutyourvalues.-Pickastrengthrelatedtowork,schooloractivities.-“I’mgoodatworkingwithpeople.”“Ireallycansellthings.“Ilearnquickly.”“I’mreliable.WhenIsayI’lldosomething,Idoit.”第39页/共72页TraditionalInterviewQuestions14.Whatisyourgreatestweakness?

-Interviewerswon’tletyougetawaywitha“weakness”likehavinganyexperience.-Discussaweaknessthatyouareworkingtoimprove.-“Inthepast,Iwasnotagoodwriter.ButlasttermItookacourseinbusinesswritingthattaughtmehowtoorganizemyideasandhowtorevise.I’malotmoreconfidentthatIcanwriteeffectivereportsandmemos.第40页/共72页TraditionalInterviewQuestions15.Whyareyoulookingforanotherjob?

-Stresswhatyouarelookingforisanewjob,notwhyyouwanttogetawayfromyouroldone.-Itwasnotagoodmatch.Addwhatyounowknowyouneedinajob,andaskwhattheemployercanofferinthisarea.-Youandyoursupervisorhadapersonalityconflict.-Youmakemistakes,butyouhavelearnedfromthemandarenowreadytoworkwell.

第41页/共72页16.Whatquestionsdoyouhave?

-Thisquestiongivesyouachancetocoverthingstheinterviewerhasn’tbroughtup.-Don’tfocusonsalaryorfringebenefits.-“WhatwouldIbedoingonadaytodaybasis?”-“Whatkindoftrainingprogramdoyouhave?”-“Howdoyouevaluateemployees?Howoftendoyoureviewthem?”-“Howwouldyoudescribethecompany’sculture?”-“Thissoundlikeagreatjob.Whatarethedrawbacks?”第42页/共72页TrainingandDevelopingDeterminethetrainingneedPerformanceAppraisalOrganizationalAnalysisAnalysisofJobRequirementsEmployeeSurvey第43页/共72页HowtoInitiatetheAppropriateTrainingEffortOn-the-jobMethodOff-the-jobMethodManagementDevelopmentProgramsTheMostCommonMethodsAppropriateness第44页/共72页TrainingMethodOn-the-jobMethod代理性学习由别人传递的第二手的间接性的经验、阅历和结论。ManagementDevelopmentPrograms管理发展项目通过自己亲身的、直接的经验学习。为形成阶梯型的人才打下基础，也是个人职业生涯规划不可缺少的部分。Off-the-jobMethod亲验性学习第45页/共72页CompensationWagesandSalariesIncentiveProgramsFringeBenefits第46页/共72页马论———机遇理论红叶子理论———开发自己的亮点烧开水理论———证明自己存在需要过程绣花理论———奉献中求发展第47页/共72页

马论是把人生的机遇比作一匹飞奔而来的马，任何人要获得机遇，均须有识马的眼力、跃马的勇气和驭马的水平，才能在激烈竞争的职场上，得到机遇的帮助，最终获得职业的成功。一匹飞奔而来的马犹如一次机遇，他将带给你成功，抓住机遇有三要素：识马、跃马、驭马。识马靠知识，靠见识，靠眼光；跃马靠勇敢，靠魄力，靠技巧；驭马靠学习，靠借势，靠能力知识、技巧、能力三者均须学习，均须积累，只有不断地学习、积累，不断地探索、研究，不断地锻造自己的见识、能力、你才能抓住机遇的马，让飞奔的马送你到达辉煌的顶点。第48页/共72页马论的三要素识马——你能否识马？跃马——你有勇气上马吗？驭马——你有能力驾驭这匹马吗？第49页/共72页

一匹飞奔而来的马是机遇识马要具备三个条件：1、自我发展的愿望——高期望值的人容易获得成功你是否在自己身上安置了发动机？——一流人才？你是否身后有发动机？——二流人才？你是否对发动机没有反应？——不是人才？

识马第50页/共72页有跃马的勇敢和魄力有承受落马痛苦的能力有跃马的技术跃马第51页/共72页有驭好马的决心——不要半途而废有驭马的本领——马信任你审时度势——不要在马背上乱跳善于学习——要继续积累让马与你和谐相处——马爱护你驭马第52页/共72页

我们把一个人的优点比作一棵树上的红叶子，把一个人的缺点比作一棵树上的绿叶子。红叶子理论认为：一个人职业的成功不在于红叶子数目的多少，而在于他是否具备一片特别硕大的红叶子。这片特别硕大，特别红艳的红叶子成为引起社会和人们特别关注的人力资本。这片能引起社会特别关注的红叶子，就是你的亮点，就是你个人最有价值的人力资本，也是最能帮助你职业成功的红叶子。第53页/共72页

识别红叶子发展红叶子缩小绿叶子红叶子理论的三要素第54页/共72页

识别红叶子最具潜力的红叶子最有价值的红叶子最能取胜的红叶子第55页/共72页发展红叶子百折不挠的意志健康的心理素质逆境中的奋斗智慧与技巧第56页/共72页

绿叶子会遮掉红叶子绿叶子不剪除，会长大绿叶子会蚕食红叶子红叶子与绿叶子此消彼长缩小绿叶子第57页/共72页

烧开水理论把人生从奋斗伊始到略有成就的过程比喻成烧开水的过程。把冷水烧成开水必须经历三个过程：不间断地添柴加火、耐心等待和终于沸腾。人生要获得成功，也必须经历不断积累知识、默默无闻地努力工作和最终获得成功三个过程。这个过程的三步曲就是证明自己存在的过程。第58页/共72页烧开水的三要素不断添柴――努力学习和积累。不要掀锅盖――防止热量的散发。水开了别让火熄灭――谦虚谨慎，不要过分张扬。

第59页/共72页1、掀锅盖会散发热量，减缓水开2、不开的水也会冒气，“冒气”会使人预期过高，这种预期会使人摘下了不熟的青苹果3、沉得住气是一种修养