人力管理师二级专业英语ppt课件

1、Human Resource Management,人力资源管理 2012.4.7,6 Modules,What is HRM?,The process of acquiring, training, appraising, and compensating employees, and attending to their labor relations, health and safety and fairness concerns. The practices and policies you need to carry out the people or personnel aspec

2、ts of your management job.,1. Conducting job analysis 2. Planning labor needs and recruiting job candidates 3. Selecting job candidates 4. Orienting and training new employees 5. Managing wages and salaries 6. Providing incentives and benefits 7. Appraising performance 8. Communicating 9. Training a

3、nd developing managers 10. Building employee commitment,Job Analysis,Uses of Job Analysis Information for Recruiting Job Candidates,Job analysis produces information used for writing job descriptions (a list of what the job entails) and job specification (what kind of people to hire for the job),Met

4、hods of Collecting JA Information,Interview Questionnairs Observation Participant diary/logs Quantitative job analysis techniques Using multiple sources of information,Writing Job Descriptions,Job identification Job summary Responsibilities and duties Authority of incumbent Standards of performance

5、Working conditions Job specifications,Line Vs Staff Authority,Line managers are authorized to direct the work of subordinates - they are always someones boss. Staff managers are authorized to assist and advise line managers (like those for production and sales) in accomplishing these basic goals (in

6、 areas like recruiting, hiring and compensating).,Line Managers HR Management Responsibilities,Placing the right person on the right job Starting new employees in the organization Training employees for jobs that are new to them Improving the job performance of each person Gaining creative cooperati

7、on and developing smooth working relationships Interpreting the companys policies and procedures Controlling labor costs Developing the abilities of each person Creating and maintaining departmental morale Protecting employees health and physical condition,Strategy,HRs central task is always to prov

8、ide a set of services that make sense in terms of the companys strategy. A strategy is the companys plan for how it will balance its internal strengths and weakness with external opportunities and threats in order to maintain a competitive advantage.,SWOT Analysis,Strengths,Cost advantages Financial

9、 resources Customer loyalty Modern production facilities patents,Opportunities,Add to product line Enter new markets Acquire firms with needed technology,SWOT Analysis,Weaknesses,Too narrow product lines Lack of management depth High-cost operation due to high labor costs and obsolete production fac

10、ilities Inadequate financing capabilities Weak market image,Threats,Changing buyer tastes Likely entry of new competitors Adverse government policies,Strategy Management Process,Strategy planning/ formulation Strategy implementation Strategy evaluation,Human Resource Planning,The process of ensuring

11、 that the human resource requirements of an organization are identified and plans are made for satisfying those requirements (defined by Bulla and Scott) A decision-making process that combines three important activities: Identifying and acquiring the right number of people with the proper skills. M

12、otivating them to achieve high performance. Creating interactive links between business objectives and people-planning activities.,Estimating Future HR Requirements,Demand forecasting 1. Managerial or expert judgment 2. Ratio-trend analysis 3. Work study techniques 4. Forecasting skill and competenc

13、e requirement,Estimating Future HR Requirements,Supply forecasting will be based on: 1. an analysis of existing human resources in terms of numbers in each occupation, skills and potential 2. forecast losses to existing resources through attrition 3. forecast changes to existing resources through in

14、ternal promotions 4. the effect of changing conditions of work and absenteeism 5. sources of supply from within the organization 6. sources of supply from outside the organization in the national and local labor markets,Planning and Forecasting,Employment or Personnel Planning Forecasting Personnel

15、Needs Forecasting the Supply of Inside Candidates Forecasting the Supply of Outside Candidates,Sources of Candidates,Internal sources of candidates 1. Finding internal candidates 2. Rehiring 3. Succession planning,Sources of Candidates,Outside sources of candidates 1. Advertising 2. Employment agenc

16、ies 3. College recruiting 4. Referrals 5. Recruiting via the Internet 6. Head hunter,Employee Testing & Selecting,Types of tests 1. Tests of cognitive abilities 2. Tests of motor and physical abilities 3. Measuring personally and interests 4. Achievement tests 5. Web-based testing,Types of Interview

17、s,Selection interview Appraisal interview Exit interview Termination interview,Unstructured & Structured Interview,Unstructured (nondirective) Interview - The interview can take various directions, no set format to follow. Structured (directive) Interview -The interview is specified in advance, rate

18、d for appropriateness of content.,Training Techniques,On-the-job techniques Demonstration Coaching Job rotation Planned experience,Training Techniques,On-the-job or off-the-job techniques Job (skill) instruction Question and answer Assignments Projects Guided reading,Training Techniques,Off-the-job

19、techniques Lecture Talk Discussion “Discovery” method Case study Role playing Group exercise Group dynamics (team building) Business games Programmed learning,Performance Management & Appraisal,Graphic rating-scale method Paired comparison method Forced distribution method Critical incident method B

20、ehaviorally anchored rating scale Management by objectives 360 degree feedback Balance scorecard Written essays,Managing Careers,Promotion Demotion Transfer,Reward System,Intrinsic rewards A result of the workers satisfaction with his or her job Extrinsic rewards Direct compensation Indirect compens

21、ation Nonfinancial compensation,Pay Plans,Ranking method Job classification/grading method Point Method Factor comparison method,Pay for Performance & Financial Incentives,Organization wide variable pay plans 1. Profit-sharing plans 2. Employee stock ownership plan Incentives for managers and execut

22、ives 1. Short-term incentives - the annual bonus 2. Long-term incentives - stock options,Benefits and Services,Unemployment insurance Vacations & holidays Sick leave Parental leave (maternity leave) Severance pay Supplemental unemployment benefits Workers compensation Pension plan,Flexible/Cafeteria

23、 Benefits Program,Flextime Compressed workweeks Telecommuting,Career Stage,Exploration Establishment Mid-career Late career,Release from the Organization,Dismissal Layoffs Downsizing Redundancy,Termination of Contract,I got fired. I got the boot. I got the ax. I got the sack/sacked. They kicked me o

24、ut. My boss showed me the door yesterday. I was canceled. I was laid off. The boss told me that I dont have to come in tomorrow or any other day. My boss told me to find a “better” job.,Labor Relations & Collective Bargaining,Negotiation Mediation Arbitration Grievance,Abbreviation,HRM Human Resourc

25、e Management MNO Multinational Corporation JAS Job Analysis Schedule HRP Human Resource Planning HRIS Human Resource Information System,Abbreviation,PFW Promotion From Within HRD Human Resource Development OJT On-the-Job Training OD Organization Development MBO Management by Objectives,Abbreviation,

26、TQM Total Quality Management ESOP Employee Stock Ownership Plan JIT Job Instruction Training PAQ Position Analysis Questionnaire CPI Consumer Price Index,Abbreviation,EEO Equal Employment Opportunity FIA Functional Job Analysis IT Information Technology KPI Key Performance Indicator PPE Performance

27、Planning and Evaluation ROI Return on Investment,process,360-degree feedback process collective bargaining process labor relations process management process,-ability,acceptability accountability readability reliability,plan,action plan defined-benefit plan defined-contribution plan flexible benefit

28、s plan/cafeteria plan gain sharing plan retention plan,planning,business planning human resource planning succession planning performance planning & evaluation,program,attitude awareness and change program behavior-based program formal education program group mentoring program internship program,com

29、pensation,Allowance Benefits Bonus Dividends Earnings,Income Overpay Pension Remuneration Spot bonus vesting,way,analytic approach audit approach critical incident method graphic rating-scale method factor comparison system job classification system job ranking system,appraisal,customer appraisal ma

30、nager appraisal peer appraisal performance appraisal self-appraisal,assessment,assessment center competency assessment needs assessment,counseling,career counseling outplacement counseling,system,career management system decision support system development planning system expert system high-performance work system human resource information system welfare system,-ization,centralization decentralization,outcomes,