人力资源管理专业英语.ppt
《人力资源管理专业英语.ppt》由会员分享,可在线阅读,更多相关《人力资源管理专业英语.ppt(181页珍藏版)》请在三一文库上搜索。
1、Human Resource Management,Unit 1 Introduction,1.1 Definition HRM-those activities designed to provide for and coordinate the human resources of an organization.,Obtain Retain Motivate Utilize Develop,Human Resource,1.2 The important role of HRM,1.3 the main activities involved in HRM Job analyses Hu
2、man resource planning Recruiting Selecting Human resource development (orienting , training , development and career planning ) Appraising performance Compensation and benefits Labor relation,1.4 Linking HRM to strategy,1.4.1 Corporate strategy leads to HR strategy,Corporate strategy,Business strate
3、gy,HR strategy,1.4.2 HR competencies lead to business strategy,1.4.3 The combination of HRM and Corporate Strategy -HR department become a strategic partner,1.4.3.1 The role of the HR department in strategy analysis,1.4.3.2 The role of the HR department in strategy formulation,1.4.3.3 The role of th
4、e HR department in strategy implementation,1.5 why all managers have HRM responsibilities 1.5.1 HRM can help managers and avoid mistakes 1.5.2 HRM can help to solve “want or not ” and “can or not ”,Unit 2 Job Analysis,2.1 define job analysis job analysis-The procedure for determining and reporting t
5、he information relating to the nature of each job (tasks, duties, and responsibilities), and the human attributes required to perform it (knowledge, skills , and abilities) .,2.2 the use of job analysis 2.2.1 the products of job analysis,Job analysis,Job description and job specification,2.2.2 the u
6、se of job analysis - the cornerstone of HRM,Job analysis,Job description and job specification,HRM activities,2.3 steps in job analysis,2.4 job analysis techniques the interview questionnaires observation participant diary data analysis key affairs,2.4.1 the interview 2.4.1.1 three types: individual
7、 interviews with each employee group interviews with employees having the same job supervisory interviews with one or more supervisors,2.4.1.2 advantages and disadvantages,2.4.1.3 typical questions why is the job being performed what are the major duties? what percentage of time is spent on each? wh
8、at are the education, experience, skill and certification and licensing requirements?,what are the jobs physical demand? The emotional and mental demand? what are the health and safety conditions? To what hazard is there exposure, if any?,2.4.2 questionnaires 2.4.2.1 types: structured unstructured/o
9、pen ended 2.4.2.2 advantages and disadvantages,2.4.3 observation 2.4.3.1 types: one approach is to observe and interview simultaneously another approach is to interview after observe 2.4.3.2 advantages and disadvantages.,2.4.4 participant diary/log 2.4.5 data analysis 2.4.6 key affairs,2.5 writing j
10、ob descriptions and job specification,2.5.1 the information provided in a job description,2.5.1.1 job identification 2.5.1.2 job summary 2.5.1.3 relationships 2.5.1.4 responsibilities and duties 2.5.1.5 authority of incumbent 2.5.1.6 standards of performance 2.5.1.7 working conditions and physical e
11、nvironment 2.5.1.8 job specifications,2.5.2 job description guidelines be clear be specific be brief be logical,Unit 3 Human Resource Planning,3.1 define HRP HRP is the process of getting the right number of qualified people into the right job at the right time. HRP is the process of reviewing human
12、 resources requirements to ensure that the organization has the required number of employees,with the necessary skills,to meet its goods.,3.2 the framers of HRP HR department exclusive managers line managers consultant,Forecasts of labor surplus or shortage,3.3 HRP process,planning and implementing
13、HR programs,Evaluating HR programs,Forecasts of labor demand,Forecasts of labor supply,3.3.1 step 1 : forecasts future human resources demand,3.3.1.1 considerations the demand for your product or service (major factor) projected turnover quality and nature of your employee technological and administ
14、rative changes resulting in increased productivity ,3.3.1.2 techniques utilized trend analysis ratio analysis scatter plot computerized forecast managerial judgment ,3.3.2 step 2 : forecasts future human resources supply,3.3.2.1 considerations general economic conditions local labor market condition
15、s occupational market conditions internal HR conditions ,3.3.2.2 techniques utilized staffing tables Markov analysis skills inventories succession planning ,3.3.3 step 3 : forecasts of labor surplus or shortage,3.3.4 step 4 : planning and implementing HR programs to balance supply and demand,3.3.4.1
16、 methods to deal with a labor surplus (supplydemand) extend effective operation hiring freeze attrition buy-outs and early retirement programs job sharing,part-time work alternative jobs within the organization supplemental unemployment benefits layoffs termination severance pay outplacement assista
17、nce,3.3.4.2 methods to deal with a labor shortage training improve efficiency increase machine overtime,hire temporary employees subcontract work transfer promotion recruitment,3.3.5 step 5: evaluating HR programs,3.4 The importance of HRP to the organization,Unit 4 Recruitment,4.1 define recruitmen
18、t Recruitment-The process of searching for and attracting an adequate number of qualified job candidates, form whom the organization may select the most appropriate individuals to staff its job requirement.,4.2 methods of recruitment and their advantages /disadvantages,4.2.1 recruitment within the o
19、rganization 4.2.1.1 job posting 4.2.1.2 promotion,4.2.2 recruiting outside the organization,4.2.2.1 advertising 4.2.2.1.1 the media to be used Newspapers Magazines Radio Television point-of-purchase (promotional materials at recruiting location),4.2.2.1.2 the ads construction-AIDA Attention Interest
20、 Desire Action,4.2.2.2 employment agencies 4.2.2.2.1 advantage and disadvantage -an employment agency prescreens applicants for your job 4.2.2.2.2 the guidelines when choosing an employment agencies,4.2.2.3 executive search firms 4.2.2.3.1 the guidelines when choosing an executive search firm,4.2.2.
21、4 college recruiting 4.2.2.4.1 two main problems relative expensive and time-consuming recruiters themselves are sometimes ineffective, or worse,4.2.2.5 online recruiting 4.2.2.6 employee referrals 4.2.2.7 walk-ins 4.2.2.8 computerized employee data bases,Unit 5 Selection,5.1 selection-the process o
22、f choosing individuals 5.2 the purpose of selection -choose qualified individuals (who possess the necessary skills, knowledge, abilities, personality, interests, and preferences to fill the job opening, who will perform well and fit in with the corporate values and culture.),5.3 the selection proce
23、ss,5.3.1 step 1: preliminary reception of applicants - two-way street,5.3.2 step 2: initial applicant screening,5.3.3 step 3: selection testing- used for both hiring and promotion purposes,5.3.3.1 types of tests 5.3.3.1.1 test of cognitive abilities intelligence tests-IQ specific cognitive abilities
24、,5.3.3.1.2 test of motor and physical abilities,5.3.3.1.3 personality tests,5.3.3.1.4 achievement test,5.3.3.1.5 work samples,5.3.3.1.6 management assessment center in basket leaderless group discussion management games individual presentation objective tests the interview,5.3.3.1.7 honesty tests po
- 配套讲稿:
如PPT文件的首页显示word图标,表示该PPT已包含配套word讲稿。双击word图标可打开word文档。
- 特殊限制:
部分文档作品中含有的国旗、国徽等图片,仅作为作品整体效果示例展示,禁止商用。设计者仅对作品中独创性部分享有著作权。
- 关 键 词:
- 人力 资源管理 专业 英语
链接地址:https://www.31doc.com/p-2300244.html