商务英语入门PPT第五章--人力资源管理
人力资源管理(HRM)英文PPT共54页
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A Brief History of HRM
Personnel departments were created to deal with: Drastic changes in technology Organizational growth The rise of unions Government intervention Employee-management conflict
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McGraw-Hill/Irwin
Copyright © 2019 by The McGraw-Hill Companies, Inc. All rights reserved.
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Chapter 1
Introduction to Human Resource Management
and the Environment
Concerns about productivity Organizational downsizing and redesign
Increasingly diverse workforce Competitive need to use all organizational resources
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A Brief History of HRM
The Hawthorne studies (1924 to 1933): Determine the effect of illumination on workers and output Pointed out the importance of social interaction on output and satisfaction
【商务英语】人力资源管理(management)
1.Management（通过与他们一起工作并协调他人的工作来实现组织及其成员的目标）The application of planning, organizing, directing, and controlling functions in the most efficient manner possible to accomplish meaningful organizational objectives.anizational structure(组织结构:组织中正式确定的使工作的易分解组合和协调的框架体系)Five traditional methods for grouping work activities：1.Departmentalization by function 功能部门化2.Departmentalization by product 产品部门化3.Departmentalization by geographical regions4.Departmentalization by process5.Departmentalization by customer4.Managerial Roles（经理人角色）A role is a set of expectations for a manager’s behavior.5.management skills(管理技能：概念、人际和技术技能) Conceptual Skill (概念分析能力：管理者对复杂情况进行抽象和概念化的技能)-what companies look for in managers?Human skill 人际技能Technical skill技术技能2.The Four Management Functions（管理的职能：计划、组织领导和控制）（PPT-6）Planning (计划：确定要达到的目标并事先确定实现目标所需的正确行动)Defining goals for future organizational performance & deciding on the tasks and use of resources needed to attain them.Directional plan（指导计划）: flexible plans that set out general guidelines.Specific plan（具体计划）: plans that are clearly defined and leave no room for interpretationSWOT analysis a planning to identify:Organizational Strengths and Weaknesses•Strengths: manufacturing ability, marketing skills•Weaknesses: high labor turnover, weak financialsEnvironmental Opportunities and Threats•Opportunities: new markets•Threats: economic recession, competitors（ppt-12）The 2 forms of planning1）strategic (long-range) planning战略规划2）Tactical (short-range) planning短期规划operational planning: work standard,schedules (运营规划)3）Contingency planning应急计划Organizing （组织：对人力、财力、物质、信息和其他实现目标所需资源的分配与协调）Directing or Leading（领导：激励人们成为绩效杰出者，即领导、激励和与员工个人或全体的沟通）The use of influence to motivate employees to achieve organizational goals.2 Types of Leading：1）Autocratic leadership（专制型领导）: the close style of supervision, means providing subordinates with detailed jobinstructions.2）Democratic/general leadership（民主型领导）: the manager consults with subordinates about job activities, problems, andcorrective actions.Controlling (控制：核查计划执行情况，对出现的偏差)Five basic steps in the process of controlling1.Set clear standards for time, quality, quantity, and so on.2.Monitor and record actual performance (results).pare results against plan and standards.municate results and deviations to the employeesinvolved.5.Take corrective action when needed.anizational structure(组织结构:组织中正式确定的使工作的易分解组合和协调的框架体系)Five traditional methods for grouping work activities：6.Departmentalization by function 功能部门化7.Departmentalization by product 产品部门化8.Departmentalization by geographical regions9.Departmentalization by process10.D epartmentalization by customer3.Managerial Roles（经理人角色）A role is a set of expectations for a manager’s behavior.4.management skills(管理技能：概念、人际和技术技能) Conceptual Skill (概念分析能力：管理者对复杂情况进行抽象和概念化的技能)-what companies look for in managers?Human skill 人际技能Technical skill几乎技能。
最新整理人力资源管理英文.ppt
Information Analysis - 80 points
Strategic Planning - 80 points
HRD & Management - 100 points
Process Management - 100 points
Business Results - 450 points Customer Focus - 80 points & Market Focus
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Human Resource Management: Gaining a
Chapter Competitive Advantage
Objectives
• Discuss the roles and activities of a company’s activities of a company’s human resource function.
Influencing HRM
• The Global Challenge
• The Challenge of Meeting Stakeholders’
Needs
• The High Performance Work System Challenge
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Competing Through
Globalization
• Expand into foreign markets.
• Prepare employees to work in foreign locations.
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Competing by Meeting
Stakeholders’ Needs
Chart Title
Stakeholders
人力资源管理(中英文经典概述) ppt课件
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• 你怎么称呼老师？ • 如果老师最后没有总结一节课的重点的难点，你
是否会认为老师的教学方法需要改进？ • 你所经历的课堂，是讲座式还是讨论式？ • 教师的教鞭 • “不怕太阳晒，也不怕那风雨狂，只怕先生骂我
笨，没有学问无颜见爹娘 ……” • “太阳当空照，花儿对我笑，小鸟说早早早……”
PART 1 人力资源管理简介
WHAT IS HRM？
什么是人力资源管理
人力资源管理就是预测组织人力资源需求并作出人力需求计划、招聘选 择人员并进行有效组织、考核绩效支付报酬并进行有效激励、结合组织 与个人需要进行有效开发以便实现最优组织绩效的全过程
Human resource management is to predict the organization human resources demand and to make human demand plan, choice of recruiting staff and pay the remuneration for effective organization, performance appraisal and effective incentive, to meet the needs of organizations and individuals to develop effectively in order to realize the whole process of the optimal organizational performance
their current job
and growth
培训的作用The role of training
响应环境的变化 Respond to changes in the environment
人力资源管理专业英语PPT幻灯片
skill and certification and licensing requirements?
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➢ what are the job’s physical demand?
➢ The emotional and mental demand?
• Recruiting
• Selecting
• Human
resource development
(orienting , training , development
and career planning )
• Appraising performance
• Compensation and benefits
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2.2.2 the use of job analysis ------ the cornerstone of HRM
Job analysis Job description and job specification
HRM activities
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• 2.3 steps in job analysis
• Labor relation
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1.4 Linking HRM to strategy
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1.4.1 Corporate strategy leads to HR strategy
Corporate strategy
Business strategy
HR strategy
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1.4.2 HR competencies lead to business strategy
➢ what are the health and safety conditions?
商务英语人力资源管理(Human Resource Management)
Human Resource Management人力资源管理Teaching Objectives•What Is Human Resources Management•Human Resource Planning 人力资源规划•Recruitment 招聘•Training and Developing 培训和培养•Compensation 报酬•How to Keep Employees Motivated 如何激发员工工作热情•Human resources are the people that operate an organization.•Human Resource Management is the management of an organization’s “human capital” or “intellectual assets”.What Is Human Resources Management?•The Human Resource Management (HRM) process is an ongoing procedure that tries to keep the right people in the right positions. It includes human resource planning, recruitment, selection, socialization, training and development, performance appraisal, promotions, transfers, demotions, separations, and compensation.人力资源一般指有能力并愿意为社会工作的经济活动人口。
人力资源管理是管理学的一个崭新的和重要的领域。
它是指组织对员工的有效管理和使用的思想行为，主要包括人力资源规划、招聘、选拔、定位、培训和培养、业绩评价、提拔、调动、降级、解雇以及酬劳等活动。
最新【商务英语】人力资源管理(中英)
学习-----好资料1.Human Resource Management (人力资源管理<HRM>包括很多方面)人力资源：有能力并原以为社会工作的经济活动人口人力资源管理：组织对员工的有效管理和使用的思想和行为Process is an ongoing procedure(过程) that tries to keep the right people in the right positions. It includes human resource planning人力资源策规划, recruitment招聘, selection选拔, socialization定位, training and development 培训和培养, performance appraisal业绩评价, promotions提拔, transfers调动, demotions降级, separations解雇, and compensation酬劳.1）Human Resource Planning （人力资源规划为了说明人力资源部门未来要做的工作内容和工作步骤）Human Resource Managers considered 2 factors:1. Organization’s Human Resource needs2. Future economic environment学习-----好资料2)Recruitment (招聘工作主要有3方面：制定招聘计划，准备招聘信息、实行招聘计划，估计招聘效果)The process of finding and attracting qualified applicants for vacancies within an organizationJob analysis defines a job in terms of its specific tasks andresponsibilities including the qualifications and skillsneeded to perform within the role successfully.Job description（工作说明,职务说明）lists the objectives,responsibilities, main tasks of the job, the conditionsunder which the job is to be done, and its relationship toother jobs.The hiring specification（招聘细则）defines the specific skills, education,experience, and qualification that an individualmust have in order to perform effectively in thepositionHiring from Outside： cational Institutions2. Employment Agencies3Job Advertisement4. Business Rivals挖角Hiring from Within Through Promotion or Transfer：1. Transfer existing employees2. Promote existing employees to higher positions3）Training and Developing （培训和培养：前者侧重技能知识的传授；后者侧重在一个良好的外部环境养成）Employee learning of job related skills and activities to improve performance.1. On-the-job Method在职培训2. Off-the-job Method职外训练3. Management Development Programs4）Compensation 报酬Wages and Salaries：are the monetary form of compensation given to a firm’semployees for their contributions.Incentive Programs（提成）: salespeople with a low base salary (底薪) Fringe Benefits(附加福利、额外福利): health insurance, pension(退休金）plans, paid vacations.2.How to Keep Employees Motivated 如何激发员工工作热情Fundamental needs：These needs include a good salary, safe working conditions and job security.Personal needs：the desire for responsibility, recognition, growth, promotion, and interesting work.Job enrichment (丰富工作内容)：It gives workers more authority in making decisionsJob enlargement（扩大工作面）rotate(轮换）positions。
人力资源管理(HRM)英文PPT精选文档
Employee development
2-14
Government Law and Regulations
Other areas of legislation and regulation Employment of illegal aliens Discrimination based on sex, age, disability Compensation regulation Benefits regulation Workers' compensation and safety laws Labor relations laws and regulations Privacy laws
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HRM is One Function Among Many
Finance
Accounting
R&D
HRM
Marketing
Production
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Government Law and Regulations
Government regulation directly affects:
Developing
Rewarding
Goals of ARDM: socially responsible, ethical practices
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A Model to Organize HRM
Government requirements, regulations, laws
The union Economics Competitiveness Labor force composition
Success of any HRM activity
《人力资源管理专业英语》(5-8章)课件
• (4) Enterprise organization mode: the organizational model will also have an impact on the competency requirements of employees. For example, linear organizations pay more attention to the executive ability of employees, while matrix organizations pay more attention to the teamwork, communication and coordination ability of employees.
• Aims to lead to high efficiency and/or employees potential characteristics of excellent performance, such as motivation, quality, social role and knowledge, skill, self design system.
STAR
Chapter 5 Recruitment and Selection
5.1 Learning Objectives
After reading this chapter, you should be able to deal more effectively with the following challenges. (1) Discuss the situation of labor market. (2) Define human resource supply and demand. (3) Clarify the challenges in the hiring process. (4) Describe internal recruiting and external recruiting. (5) Recognize recruiting evaluation of quantity and quality, costs and benefits. (6) Describe selection process and the nature of selection. (7) Articulate different types of selection testing and interviewing. (8) Understand items in application form and background investigation. (9) Explain the reason of managing employee diversity
人力资源管理(英文版)精品ppt资料
Reliability
Discuss how the particular characteristics of a job, organization, or applicant affect the utility of any test.
Describe the government’s role in personnel selection decisions.
英语关 written test of English proficiency
网上递交简历
200:400 400:600 600:900
900 applicant
Selection Method Standards for Evaluation Purposes
Reliability 信度 Validity 效度 Generalizability Utility 效用 Legality
McGraw-Hill/Irwin
© 2006 The McGraw-Hill Companies, Inc. All rights reserved.
定义
The process of gathering information about applicants and then using that information to choose the most appropriate applicant.
PricewaterhouseCoopers是目前世界上最大的会计事务所，规模惊人，在全球 有155，000名员工和9，000个合伙人，年收入为150亿美元。
HRM人力资源管理英文课件
Labor Relations
Safety & Health
Job Analysis
Compensation
Management Security
Planning
Maintenance
Performance Management
Training & Acquirement & Development Deployment
The Process of Job Analysis
Sources of Data
Relevant employees Relevant internal documents Industrial benchmark Relevant external people……
Methods of Data Collecting
those who are in and work for the company.
Characteristics of HRM , Compared to Personnel Management,
❖ Strategic ❖ Decisive ❖ Systematic
Attracting Retaining Motivating Developing
HRM & Business Strategy
Hale Waihona Puke EnterpriseWhat kind of enterprise is it? Where shall we go?
What are our strengths, weaknesses, opportunities and threats?
What are the main strategic problems facing the enterprise?
商务英语入门第五章--人力资源管理-PPT课件
Hiring from within
Disadvantages: 1. It limits the pool of available talent. 2. It reduces the chance that fresh viewpoints will enter the organization. 3. The quality of the decisions depends heavily on the ability and the integrity of the managers.
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。
校园招聘的误区 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。
Human Resource Planning
Human Resource Planning is designed to ensure that personnel needs will be constantly and appropriately met.
Fours basic aspects
Four Basic Aspects of Human resource planning
Future needs Future balance
人力资源管理英文PPT
1-19
HRM and Organizational Effectiveness
Reaching goals
Using employees efficiently
Influx/ retention of good employees
Measure of Effectiveness
Mission and strategy
Company structure
HRM
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HRM and Organizational Effectiveness
The people who do the work and create the ideas
allow the organization to survive
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HRM and Organizational Effectiveness
Specialists
Better performance
Respond to needs Short-term results Rules, policies, position
power Bureaucratic, top-down,
centralization Following the rules
Strategic Importance of HRM
Direction
Employees
Managers
Tone
The firm
Effectiveness
The work
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HRM and Organizational Effectiveness
For a firm to survive and prosper, reasonable goals must be achieved in: Performance Legal compliance Employee satisfaction Absenteeism Turnover Training effectiveness and ROI Grievance rates Accident rates
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What is Human Resources Management?
HRM
Human resource planning Recruitment Selection
Socialization or orientation Training and development
Performance appraisal Promotions, transfers and demotions
Hiring Specification defines the specific skills, education, experience, and
qualifications that an individual must have in order to perform effectively in
Job Analysis
The basis for recruitment advertisements
Helps interviewers match applicants to job openings
Merits of Job Analysis
Helps orient and train new employees
3. Planning for recruiting or laying off employees.
4. Planning for the development of employees to ensure the organization has a steady supply of experienced and capable personnel.
the position.
Hiring from outside
Educational Institutions Employment Agencies Job Advertisements Business Rivals
校园招聘的优缺点
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
Separations Compensation
Human Resource Planning
Human Resource Planning is designed to ensure that personnel needs will be constantly and appropriately met.
Four Basic Aspects of Human resource planning
balance
Basic Aspects
Recruiting or laying
off employees
Development of employees
Two Effective Factors of Human Resource Program
A basis for performance appraisal
Job Analysis
Job Description lists the objectives, responsibilities, main tasks of the job, the
conditions under which the job is to be done, and its relationship to other jobs.
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。
Fours basic aspects
1. Planning for future needs by deciding now how many people with what skills the organization will need.
2. Planning for future balance by comparing the number of needed employees with the number of present employees who can be expected to stay with organization.
The organization’s
human resource
needs
Managers
The economic environment of
the future
Recruitment
Recruitment is concerned with developing a pool of job candidates in line with the human resource plan.
优秀人才
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。
校园招聘的误区
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。
What is Human Resources Management?
The HRM process is an ongoing procedure that tries to keep the organization supplied with the right people in the right positions.
商务英语入门
------第五章 人力资源管理
本章要点
What is Human Resources Management
Human Resource Planning Recruitment Training and Developing Compensation The Four C’s Model for Evaluating Human Resources How to Keep Employees Motivated