人力资源管理英文PPT04.ppt
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人力资源管理(HRM)英文PPT共54页
The worker Individual differences Maximum well being
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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.
1-2
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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1-10
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
1-9
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
1-1
McGraw-Hill/Irwin
Copyright © 2019 by The McGraw-Hill Companies, Inc. All rights reserved.
1-2
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
1-17
1-10
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
人力资源管理第最新版英文版教学ppt课件第4章
• Compensation • Training
4-9
Conducting a Job Analysis
1. How will information be used? 2. Background information 3. Representative4p-ositions 4. Collect and analyze data 5. Verify 6. Job descripe compet -nciesbased job descriptions
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IMPROVING PERFORMANCE: HR Practices Around the Globe
• Daimler Alabama emphasizes o Just-in-time inventory
4-
o Work teams o Continuous improvement • Stressing competencies rather than duties
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Review
4-
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Translating Strategy into HR Policies &
Practices: Improving Performance at the
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Methods for Collecting Job Analysis Information
• Interviews • Questionnaires • Observation 4• Diary/logs • Quantitative
techniques • Internet-based
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Define talent management
and explain why it is
4-9
Conducting a Job Analysis
1. How will information be used? 2. Background information 3. Representative4p-ositions 4. Collect and analyze data 5. Verify 6. Job descripe compet -nciesbased job descriptions
4-27
IMPROVING PERFORMANCE: HR Practices Around the Globe
• Daimler Alabama emphasizes o Just-in-time inventory
4-
o Work teams o Continuous improvement • Stressing competencies rather than duties
4-28
Review
4-
4-29
Translating Strategy into HR Policies &
Practices: Improving Performance at the
4-14
Methods for Collecting Job Analysis Information
• Interviews • Questionnaires • Observation 4• Diary/logs • Quantitative
techniques • Internet-based
4-3
Define talent management
and explain why it is
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
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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_英文版__human_resources.ppt
Dedicated facilities in which job candidates undergo a series of performance simulation tests to evaluate 22 their managerial potential.
Job Description 职务说明书
A written statement of what the job holder does, how it is done, and why it is done.
Job Specification 职务规范
A written statement of the minimum qualifications that a person must possess to perform a given job successfully.
Human Resource Planning; Recruitment/ Decruitment; Selection; Orientation; Training
• Contrast job analysis, job description, and job specification.
• Discuss the major sources of potential job candidates.
• Describe career development for today’s employees.
Current Issues in Human Resource Management
The Importance of Human Resource Management (HRM)
Necessary part of the organizing function of management Selecting, training, and evaluating the work force
Job Description 职务说明书
A written statement of what the job holder does, how it is done, and why it is done.
Job Specification 职务规范
A written statement of the minimum qualifications that a person must possess to perform a given job successfully.
Human Resource Planning; Recruitment/ Decruitment; Selection; Orientation; Training
• Contrast job analysis, job description, and job specification.
• Discuss the major sources of potential job candidates.
• Describe career development for today’s employees.
Current Issues in Human Resource Management
The Importance of Human Resource Management (HRM)
Necessary part of the organizing function of management Selecting, training, and evaluating the work force
人力资源管理专业英语PPT幻灯片
each? ➢ what are the education, experience,
skill and certification and licensing requirements?
22
➢ 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
16
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
5
1.4 Linking HRM to strategy
6
1.4.1 Corporate strategy leads to HR strategy
Corporate strategy
Business strategy
HR strategy
7
1.4.2 HR competencies lead to business strategy
➢ what are the health and safety conditions?
skill and certification and licensing requirements?
22
➢ 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
16
2.2.2 the use of job analysis ------ the cornerstone of HRM
Job analysis Job description and job specification
HRM activities
17
• 2.3 steps in job analysis
• Labor relation
5
1.4 Linking HRM to strategy
6
1.4.1 Corporate strategy leads to HR strategy
Corporate strategy
Business strategy
HR strategy
7
1.4.2 HR competencies lead to business strategy
➢ what are the health and safety conditions?
人力资源管理英文PPT04
Campus Interview Report
Name of person interviewed Applying for position Department Qualifications Excellent
Communication Education Related Experience Interpersonal Skills Problem Solving Skills Adaptable to change
Employment planning and forecasting
Steps in Recruitment and Selection Process
Recruiting builds pool of candidates建立
候选人才库
Applirm
Internal Sources of Candidates
No substitute for knowing a candidate’s strengths and weaknesses Inside candidates may be more committed to the company and can increase morale Can backfire 逆火 Can promote inbreeding
futurestep
Tips on Choosing a Recruiter
Can they conduct a thorough search? Meet individual who will handle the search Ask about the cost Be sure you can trust them with privileged information Talk to prior clients
人力资源管理英文PPT
Open, participative, empowerment
Developing people
Investment in human assets
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Strategic Importance of HRM
For years, HRM was not linked to corporate profit Organizations focused on current performance HR managers did not have a strategic perspective Executives categorized HRM in a traditional manner It was hard to develop metrics for HRM activities
Until the 1960s, the personnel function was concerned only with blue-collar employees Filing, housekeeping, social worker, firefighter, diffuser of union trouble
Labor relations
Training, development
Performance evaluation, compensation
Safety, health, wellness
Recruitment, selection, motivation, orientation
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HRM Orientation
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Strategic Importance of HRM
Measured
HRM actions, language,
Developing people
Investment in human assets
1-13
Strategic Importance of HRM
For years, HRM was not linked to corporate profit Organizations focused on current performance HR managers did not have a strategic perspective Executives categorized HRM in a traditional manner It was hard to develop metrics for HRM activities
Until the 1960s, the personnel function was concerned only with blue-collar employees Filing, housekeeping, social worker, firefighter, diffuser of union trouble
Labor relations
Training, development
Performance evaluation, compensation
Safety, health, wellness
Recruitment, selection, motivation, orientation
1-5
HRM Orientation
1-15
Strategic Importance of HRM
Measured
HRM actions, language,
人力资源管理英文课件 (4)
ØChina’s one-child policy has created a labor shortage
ØJapanese culture relatively disfavors romantic relationships
LO 3
Labor Force Characteristics (Cont.)
任职于上市公司从事投资并购工作擅长信息搜集行业研究报告撰写
Global Human Resource Management
Learning Objectives
1. Discuss the evolution of global business. 2. Explain global human resource
ØManagers contend with a growing tide of employment legislation, and sometimes, the laws of one contradict those of another
LO 3
National Cultural Values
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LO 2
Global Environment
ØThe functional areas associated with effective global HR management are similar to the ones they experience domestically
ØThe global external environmental factors may significantly impact the manner in which they are implemented
ØLicensing: Organization grants foreign firm right to use intellectual property
ØJapanese culture relatively disfavors romantic relationships
LO 3
Labor Force Characteristics (Cont.)
任职于上市公司从事投资并购工作擅长信息搜集行业研究报告撰写
Global Human Resource Management
Learning Objectives
1. Discuss the evolution of global business. 2. Explain global human resource
ØManagers contend with a growing tide of employment legislation, and sometimes, the laws of one contradict those of another
LO 3
National Cultural Values
14-9
LO 2
Global Environment
ØThe functional areas associated with effective global HR management are similar to the ones they experience domestically
ØThe global external environmental factors may significantly impact the manner in which they are implemented
ØLicensing: Organization grants foreign firm right to use intellectual property
人力资源管理 介绍 英文 Introduction of Human Resources Management.ppt
What Is Strategic HRM?
“Best fit" approach
─ Consistent with other aspects of the organization, particularly with organizations’ strategy
Organizational Strategy
Aims to improve the productive contribution of individuals while simultaneously attempting to attain other societal and individual employee objectives (Textbook: Schwind et al., 2007)
Commitment HR Strategy ─ Emphasis on innovation and flexibility ─ Broad job classes ─ Loose work planning ─ Focus on recruitment, careful selection ─ Team-based training ─ Individual (skill)-based pay ─ Performance evaluations for development
Cost Leadership strategy ─ Tight cost control ─ Production efficiency ─ Products designed for ease of
manufacture ─ Intense supervision of labour
Differentiation strategy ─ Emphasis on marketing ─ Product engineering ─ R&D ─ Focus on quality ─ Technological innovation ─ Highly skilled labour
2024年人力资源管理课件ppt(PPT36张)
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人力资源需求预测
01
02
03
04
人力资源需求的影响因 素
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人力资源需求预测的方 法
人力资源需求预测的步 骤
人力资源需求预测的实 践应用
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人力资源供给预测
01
02
03
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人力资源供给的影响因素
人力资源供给预测的方法
人力资源供给预测的步骤
人力资源供给预测的实践应用
2024/2/29
人力资源管理课件 ppt(PPT36张)
2024/2/29
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目录
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• 人力资源管理概述 • 人力资源规划 • 工作分析与设计 • 员工招聘与选拔 • 员工培训与开发 • 绩效管理 • 薪酬福利管理 • 员工关系管理
2
01
人力资源管理概述
2024/2/29
3
定义与基本概念
人力资源（Human Resources, HR）
筛选简历
根据岗位要求筛选应聘者简历，初 步评估应聘者的资格和背景。
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员工选拔的方法与技巧
01
笔试
通过知识测试、技能测试和心 理测试等方式，评估应聘者的
专业能力和心理素质。
02
面试
通过一对一或多对一的面试， 深入了解应聘者的经验、能力
、性格和潜力等。
03
评估中心
通过模拟工作场景、角色扮演 、案例分析等方式，全面评估 应聘者的综合素质和应变能力
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评估指标
员工满意度、员工流失率、企 业绩效等
评估方法
问卷调查法、面谈法、观察法 等
改进措施
针对评估结果，对薪酬福利方 案进行改进和优化，提高员工