机工社 人力资源管理 英文版教材 chapter 9
《人力资源管理英语》课件
回答问题： 清晰、准 确、有条 理，避免 长篇大论
提问环节： 提出与职 位相关的 问题，展 示对公司 和职位的 了解和兴 趣
保持自信： 保持微笑， 展现自信 和热情
注意细节： 着装得体， 举止礼貌， 注意时间 控制
招聘渠道
校园招聘：通 过与高校合作， 招聘应届毕业
生
网络招聘：通 过招聘网站发 布职位信息，
招聘流程
发布招聘 信息：通 过各种渠 道发布招 聘信息， 吸引求职 者
筛选简历： 根据职位 要求筛选 简历，确 定面试人 选
面试：对 求职者进 行面试， 了解其能 力、素质 和经验
背景调查： 对求职者 进行背景 调查，核 实其简历 信息
录用决策： 根据面试 和背景调 查结果， 做出录用 决策
入职培训： 对新员工 进行入职 培训，帮 助他们适 应新环境
人力资源管理的重要性
提高员工满意度和忠诚度
提高工作效率和生产力
降低员工流失率和招聘成 本
提高企业竞争力和可持续 发展能力
人力资源管理的职能
招聘与选拔：寻找和选择合适的人才 培训与发展：提高员工的技能和素质 绩效管理：评估员工的工作表现和成果 薪酬福利：制定和实施薪酬福利政策 劳动关系管理：处理员工关系和劳动争议 组织发展：规划和实施组织变革和优化
人力资源管理的定义
人力资源管理包括人力资源规划、招 聘与选拔、培训与发展、绩效管理、 薪酬福利、员工关系等多个方面。
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人力资源管理的目的是提高员工的 工作效率和满意度，促进组织的发 展和成功。
人力资源管理需要遵循一定的原则 和理论，如人力资源规划、人力资 源开发、人力资源激励等。
选拔标准
《人力资源管理英语》课件
Assessment Centers
References Check
Background checks
Understanding the job requirements and company culture, researching the company, and preparing answers to common interview questions
Posting the job opening on various platforms, such as job boards, social media, and company websites
Screening Resumes
Reviewing the resumes of applications to identify those who are most qualified for the position
Detailed description
02
Recruitment and Selection
Job Analysis
Understanding the job requirements, skills, and qualifications needed for the position
Advertising
01
Introduction to Human Resource Management
Summary
Clarify the definition of HRM and its role in the organization
机工社 人力资源管理 英文版教材chapter 10
Safety Audits Because employees who "know better" often continue to engage in accidentcausing behavior, many employers have redirected their focus from accident prevention to the prevention of unsafe acts that could lead to an accident. To do so,firms conduct safety audits.
Three problems often arise with safety incentive programs: 1 In some cases,workers conceal their injuries and do not report them in order to keep their safety records intact. 2 Thus,workers may continue to perform in an unsafe manner. 3 In some cases accident are not caused by the employees' behavior.
When you lift or lower the dough, keep both hands on the dump chain. When you pull the dough through away from the dough mixer, hold both hands on the front rail and not on the rail sides.
机工社新 人力资源管理 英文版教材
——获取竞争优势的工具
Hubei University
Academy of Tourism Development
Part Two:Human Resource Management Preselection Practices
Chapter 2-Planning for Human Resources Chapter 3-Analyzing Jobs
Understand what competitive advantage is and how companies can achieve it.
Understand how a firm's human resource management practices can help it gain a competitive advantage.
Part Five:HRM Practices Affected by External Factors
Chapter 10-Meeting Employee Safety and Health Needs
Chapter 11-Establishing HRM Practices in
Part Six:Conclusion Foreigh Countries
1-1 Human Resource Management 1-2 Who is Responsible for Developing and
Implementing HRM Practices?
1-3 Gaining a Competitive Advantage 1-4 Competitive Advantage and HRM
1-1a HRM Preselection Practices
人力资源管理英文课件 (9)
Structured Interview Guide (cont’d)
Source: Copyright 1992. The Dartnell Corporation, Chicago, IL. Adapted stering the Interview
Ø Structured or directive interview
An interview following a set sequence of questions
Format of Interviews
Ø Structured or directive interview
Advantages:
Ø Structured sequential interview
An interview in which the applicant is interviewed sequentially by several persons; each rates the applicant on a standard form
Basic Features of Interviews
Ø An interview (definition)
A procedure designed to obtain information from an applicant by asking him/her questions
人力资源管理课件(英文版)共30页文档
人力资源管理课件（英文版）
11、用道德的示范来造就一个人，显然比用法律来约束他更有价值。—— 希腊
12、法律是无私的，对谁都一视同仁。在每件事上，她都不徇私情。—— 托马斯
13、公正的法律限制不了好的自由，因为好人不会去做法律不允许的事 情。——弗劳德
14、法和法律都是相互依存的。——伯克
谢谢你的阅读
❖ 知识就是财富 ❖ 丰富你的人生
71、既然我已经踏上这条道路，那么，任何东西都不应妨碍我沿着这条路走下去。——康德 72、家庭成为快乐的种子在外也不致成为障碍物但在旅行之际却是夜间的伴侣。——西塞罗 73、坚持意志伟大的事业需要始终不渝的精神。——伏尔泰 74、路漫漫其修道远，吾将上下而求索。——屈原 75、内外相应，言行相称。——韩非
人力资源管理专业英语pdf教材
人力资源管理专业英语pdf教材Here is a 600-word English essay on the topic of "Human Resource Management Professional English PDF Textbook":Human resource management (HRM) is a crucial function within any organization, responsible for the effective recruitment, management, and development of an organization's most valuable asset - its employees. The success of a business largely depends on the skills, knowledge, and dedication of its workforce, making the role of HRM paramount in today's competitive business landscape.One important tool for HRM professionals is the use of specialized educational resources, such as English-language PDF textbooks. These comprehensive guides provide a wealth of information and guidance on the various aspects of human resource management, from recruitment and selection to performance management and employee relations.One such textbook that has gained popularity among HRM professionals is the "Human Resource Management Professional English PDF Textbook." This comprehensive resource covers a wide range of topics essential to the field of human resource management,including:1. Recruitment and Selection: This section delves into the various techniques and strategies used to attract, screen, and evaluate potential candidates for open positions within an organization. It covers topics such as job analysis, job descriptions, and interview processes, providing HRM professionals with the tools they need to build a strong and talented workforce.2. Training and Development: Effective training and development of employees is crucial for the success of any organization. This section explores the various methods and approaches used to enhance the knowledge, skills, and abilities of employees, including classroom-based training, on-the-job learning, and e-learning solutions.3. Performance Management: Evaluating employee performance is a critical function of HRM, and this section provides guidance on the design and implementation of effective performance management systems. It covers topics such as goal setting, feedback, and performance appraisals, helping HRM professionals to align individual and organizational goals.4. Compensation and Benefits: Attracting and retaining top talent requires a comprehensive and competitive compensation and benefits package. This section explores the various elements ofcompensation, including base salary, bonuses, and incentives, as well as the design and administration of employee benefit programs.5. Employee Relations: Maintaining positive and productive relationships with employees is essential for the success of any organization. This section covers topics such as employee communication, conflict resolution, and labor relations, providing HRM professionals with the skills and strategies needed to foster a positive and engaged workforce.Throughout the textbook, the content is presented in a clear and accessible manner, with numerous case studies, examples, and practical exercises to reinforce key concepts. Additionally, the textbook includes a wealth of resources, such as sample forms, policies, and procedures, which HRM professionals can use to implement best practices within their own organizations.One of the key advantages of the "Human Resource Management Professional English PDF Textbook" is its focus on the use of English as the primary language of instruction. This is particularly valuable for HRM professionals who operate in multinational or global organizations, where the ability to communicate effectively in English is essential for success.In conclusion, the "Human Resource Management ProfessionalEnglish PDF Textbook" is a comprehensive and invaluable resource for HRM professionals seeking to enhance their knowledge and skills in the field of human resource management. By covering a wide range of topics and providing practical, real-world guidance, this textbook equips HRM professionals with the tools they need to effectively manage and develop their organization's most valuable asset - its people.。
人力资源管理英文课件 (9)
LO 5
.Jobs
ØNetwork of employment Web sites where any company can list job openings for free
ØBacked by nearly 600 hundred industrial companies
ØExamples: Nurse.jobs, Attorney.jobs, HR.jobs, and Sales.jobs
LO 4
Unemployed Workers
ØQualified applicants become unemployed every day
ØCompanies:
ØGo out of business ØCut back operations ØMerge with other firms
ØEmployees are laid off
Recruitment
Learning Objectives
1. Define recruitment. 2. Describe the recruitment process. 3. Explain internal recruitment methods. 4. Identify external recruitment sources. 5. Explain recruiting technology. 6. Identify traditional external recruitment
LO 4
Ex-Offenders
ØEx-offenders are a viable labor pool for restaurants
ØOften work third shift ØSome organizations actively support
机工社新 人力资源管理 英文版教材 (2)
Determine the organizational mission
The purpose of HR planning: to enable organizations to anticipate their future
HRM needs to identify practices that will help them meet those
needs
How HR planning activities enhance competitive advantage?
Linking HRM Practices to Organizational Goals Serving as a Building Block for Future HRM Practices Consequences Associated with the Failure to Plan for Human Resource
1. Demand Forecasting
Statistical Approaches
Trend analysis: the future demand for human resources is projected on the basis of past business trends regarding a business factor.
Step 2: to determine where and how to recruit the needed individuals.
人力资源管理最新版英文版教学课件第9章
▪ Serve as a friend and role model, provide positive regard and
acceptance and create an outlet for a protégé to share anxieties and fears.
➢ Group Mentoring Program
9-*
Benefits of Mentoring Relationships
➢ Career Support
▪ Coach, protect, sponsor and provide challenging assignments,
exposure and visibility.
➢ Psychological Support
9-*
Careers
➢ A protean career is based on self-direction with the goal of
psychological success in one’s work.
➢ Psychological success - feeling of pride and accomplishment
9-*
Steps and Responsibilities in the Career Management Process Figure 9.1
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9-1b Linking Productivity Improvement Programs to Competitive Advantage
An organization cannot compete successfully unless workers help to achieve the organization's mission. This means that employees must attend work on a regular basis, come to work on time, work well with others, work "smart", and work hard.
Improving Worker Productivity
Expectancy Theory It is illustrated graphically in the figure below,states that workers make conscious decisions about how hard they are going to work to achieve organizational goals
9-2a Pay-for-Performance Programs
Rationale for Pay-for Performance Programs Linking rewards directly to performance is intuitively because most Americans believe that employees should be rewarded for good performance and that exceptional performers should therefor earn greater rewards than mediocre ones.
9-2 HRM Issues and Practices
• pay- for performance programs-----Productivity improvement programs that link financial rewards to successful job performance. • employee empowerment programs-----Productivity improvement programs that make the work itself more rewarding.
Effort-Performance Links ♦ According to expectancy theory,employees will be motivated to perform well to the extent they believe their own individual efforts can lead to successful performance. ♦ So, the pay-for-performance system must make it clear to employees what behaviour is expected of them and must set performance standards that are perceived as being achievable.
Standards for Effective Pay-forPerformance Programs
Motivational Standards Effort-performance links:Employee must perceive that they can reach desired performance levels by engaging in appropriate behaviors. Performance-reward links:Rewards should be directly linked to successful job performance. Value of reward:The reward should be valued by employees. Timeliness of rewards:Rewards should follow shortly after the desired behaviors.
Potential Problems with Pay-forPerformance Programs In some cases,pay-for-performance programs create legal problems. For example,if a bigoted employer were to deny a minority employee a well-earned pay raise, a costly discrimination charge could result.
The Solution:Implementing an Employee Incentive System • Paying by the Piece • Providing Year-End Bonuses • Providing Stock Options
How the Incentive System Enhanced Competitive Advantage Q:Has the incentive system helped to build a competitive advantage at Lincoln Electric? ------the answer is an unqualified "yes".
One study found that the introduction of monetary incentives has a much greater impact on job performance than employee empowerment programs and concluded that "no other incentive or motivational technique comes even close to money with respect to its instrumental value."
methods to motivate employees:
extrinsic rewards------rewards given to employees by someone else(e.g.,the employer),such as pay raises and bonuses. intrinsic rewards------rewards that come from within,such as the good feeling one gets from successfully completing a challenging assignment.
Cost-Benefit Standards Performance-organizational mission links:The performance being rewarded should be directly linked to the achievement of the organization's mission. Cost efficiency:Productivity gains from the program must more than offset the cost of rewards.
achievement of organization goals
Employees will be highly motivated to the extent at which they perceive that: their efforts will lead to successful job performance their successful job performance will lead to outcomes or rewards they value The greater the perceived probabilities that efforts will lead to successful performance and that successful performance will lead to a valued reward, the greater the motivation.
Expectancy Theory and Productivity Programs Successful productivity improvement programs are able to establish a clear connection between employee efforts and valued rewards.
9-1 Gaining Competitive Advantage
9-1a Opening Case:Gaining Competitive Advantage at Lincoln Electric
The Problem:Figuring Out How to Motivate Employees When John C.Lincoln established the company in 1895,he was keenly aware of the importance of a highly motivated workforce and how the company's success, in fact, depended on it.
motivation
perceived probability