人力资源管理(英文)

Interviewing a Job Applicant
Know what you want.
Prepare a road map.
Use open-ended questions in which the right answer is not obvious.
Do not ask questions that are not relevant to the job.
Nurture
Human Resource Strategy
Provide the correct mix of employees and skills needed to meet competitive conditions.
Cut costs and improve efficiency. Improve quality, productivity, and customer service.
providing feedback to the employee.
HRM professionals concentrate on two things: The accurate assessment of performance. Training managers to effectively use the performance
Develop an Effective Workforce
Training Development Appraisal
Human Resource Management
Three Parts
Chase Manhatten Bank
All managers are resource managers.
Tight Labor Market Reasons
Social Factors Downsizing
Demographic
Restructuring
Economic Reengineering
Federal Legislation
Equal Employment Opportunity Commission
Attracting an Effective Workforce
Sprint
HR Planning
Retirements Growth Resignations
Choose Recruiting Sources
Want ads Headhunters State agency referrals
appraisal interview.
Assessing Performance Accurately
360-degree feedback: uses multiple raters to appraise employee performance.
Halo error: error that occurs when an employee receives the same rating on all dimensions.
Select the Candidate
Application Interview Tests
Fra Baidu bibliotek
Employee Contributions
Ability Education Creativity Commitment Expertise
Match Mode
Match with
Welcome New Employee
• Point of the laws is to stop discriminatory practices. • EEO Legislation Attempts: balance the pay given to men and women. provide employment opportunities without regard
The forecasting of human resource needs and the projected matching of individuals with expected vacancies.
Human resource planning begins with several questions: ✓ What new technologies are emerging? ✓ What is the volume of the business likely to be? ✓ What is the turnover rate?
Employees are viewed as assets.
Matching process, integrating the organization’s goals with employees’ needs.
Human Resource Managers
Find
Recruit Train
Retain
Company Inducements
Pay and benefits Meaningful work Advancement Training Challenge
Recruiting
Activities or practices that define the characteristics of applicants to whom selection procedures are ultimately applied.
Major Federal Laws Related to Human Resource Management
New Ways of Working in the 21st Century
Advent of Teams
Interim or contingency workers to save money
Pay-Trend Line
Telecommuting Outsourcing
21st Century Worker
Lifelong Employability
Employer’s obligation to provide opportunity for self-improvement
Human Resource Planning
to race, religion, national origin, and sex. ensure fair treatment for employees of all ages. avoid discrimination against disabled individuals. • To define enforcement agencies for these laws.
Human Resource Management
Human Resource Management Goals
Activities undertaken to attract, develop, and maintain an effective workforce within an organization.
Attract an Effective Workforce
HRM planning
OSHA
Job analysis
Forecasting
Recruiting
Selecting
Maintain an Effective Workforce
Wage and salary Benefits Labor relations Terminations
Job description a listing of duties and desirable qualifications Selection devices application form interview paper-and-pencil test assessment center
satisfaction. • Offers opportunities for internal career
advancements.
Selection
Determining the skills, abilities, and other attributes a person needs to perform a particular job.
realistic information-positive and negative-about the job.
Internal Recruiting Advantages
Cisco Systems
• Less costly than and external search. • Higher employee commitment, development, and
* Internal recruiting or “promote-from-within.” * External recruiting is recruiting from outside the
organization. * Realistic job previews give applicants all pertinent and
Behaviorally Anchored Rating Scale
Maintaining an Effective Workforce
• Compensation • Wage and salary structure • Benefits • When necessary, terminations
Listen--don’t talk.
Allow enough time so that the interview will not be rushed.
Developing an Effective Workforce
•Orientation Training
• Programmed and Computer-Assisted Instruction
Homogeneity: rating error that occurs when a rater gives all employees a similar rating.
Behaviorally anchored rating scale (BARS): rating technique that relates an employee’s performance to specific job-related incidents.
•Classroom Training
• Conference and Case Discussion Groups
Performance Appraisal
The steps of observing and assessing employee performance, recording the assessment, and