人力资源管理英语.ppt
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人力资源管理英文PPT03
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Sample Position Analysis Questionnaire
Figure 3 - 4
The U.S. Department of Labor approach美国劳工部职位分析法
Sample Interview Questions (continued)
What are the basic accountabilities or performance standards that typify your work? What are your responsibilities? What are the environmental and working conditions involved? What are the job’s physical demands? The emotional and mental demands? What are the health and safety conditions? Are you exposed to any hazards or unusual working conditions?
Part 2: Methods of Collecting Job Analysis Information
The interview Questionnaire Observation Participant diary/logs(现场工作日志法） Quantitative techniques
Work activities，完成每项活动的方法，原因和时间。 Human behaviors:感知、沟通、决策 Machines, tools, equipment and work
Sample Position Analysis Questionnaire
Figure 3 - 4
The U.S. Department of Labor approach美国劳工部职位分析法
Sample Interview Questions (continued)
What are the basic accountabilities or performance standards that typify your work? What are your responsibilities? What are the environmental and working conditions involved? What are the job’s physical demands? The emotional and mental demands? What are the health and safety conditions? Are you exposed to any hazards or unusual working conditions?
Part 2: Methods of Collecting Job Analysis Information
The interview Questionnaire Observation Participant diary/logs(现场工作日志法） Quantitative techniques
Work activities，完成每项活动的方法，原因和时间。 Human behaviors:感知、沟通、决策 Machines, tools, equipment and work
《人力资源管理英语》课件
Conducting background checks to verify candidates' credentials and employment history
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
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
人力资源管理专业英语
.
3.3.2 step 2 :
forecasts
future
resources supply
human
.
3.3.2.1 considerations ➢ general economic conditions ➢ local labor market conditions ➢ occupational market conditions ➢ internal HR conditions ……
.
1.2 The important role of HRM
• Obtain • Retain • Motivate • Utilize • Develop
Human Resource
.
1.3 the main activities involved in HRM
• Job analyses
• Human resource planning
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
job
analysis------The
procedure for determining and
reporting the information relating
to the nature of each job (tasks,
duties, and responsibilities), and
• Recruiting
3.3.2 step 2 :
forecasts
future
resources supply
human
.
3.3.2.1 considerations ➢ general economic conditions ➢ local labor market conditions ➢ occupational market conditions ➢ internal HR conditions ……
.
1.2 The important role of HRM
• Obtain • Retain • Motivate • Utilize • Develop
Human Resource
.
1.3 the main activities involved in HRM
• Job analyses
• Human resource planning
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
job
analysis------The
procedure for determining and
reporting the information relating
to the nature of each job (tasks,
duties, and responsibilities), and
• Recruiting
人力资源管理英文课件 (1)
ØMore work needs to be done
2-18
LO 8
Ethics Training
ØFSGO outlined effective ethics training program to educate employees in company’s standards and procedures
corporations that had ethics programs in place Ø Executives needed to be proactive Ø Created:
Ø Ethics officer positions Ø Ethics hotlines Ø Codes of conduct
LO 4 Dodd-Frank Wall Street Reform and Consumer Protection Act
ØAct brought on by worst financial crisis since Great Depression
ØExecutive compensation played a major role in financial services sector, as well as in capital markets, following the collapse of investment service firms
for:
Ø$500 toilet seats Ø$5,000 hammer
2-9
LO 4 Federal Sentencing Guidelines for Organizations (FSGO) of 1992
Ø Outlined effective ethics training program Ø Promised softer punishments for wayward
2-18
LO 8
Ethics Training
ØFSGO outlined effective ethics training program to educate employees in company’s standards and procedures
corporations that had ethics programs in place Ø Executives needed to be proactive Ø Created:
Ø Ethics officer positions Ø Ethics hotlines Ø Codes of conduct
LO 4 Dodd-Frank Wall Street Reform and Consumer Protection Act
ØAct brought on by worst financial crisis since Great Depression
ØExecutive compensation played a major role in financial services sector, as well as in capital markets, following the collapse of investment service firms
for:
Ø$500 toilet seats Ø$5,000 hammer
2-9
LO 4 Federal Sentencing Guidelines for Organizations (FSGO) of 1992
Ø Outlined effective ethics training program Ø Promised softer punishments for wayward
人力资源管理的英语
人力资源管理的英语英文回答：Human resource management (HRM) is the process of managing people in an organization to achieve its goals. It involves a wide range of activities, including:Recruitment and selection: Identifying and hiring the best candidates for open positions.Compensation and benefits: Determining and managing employees' pay and benefits.Training and development: Providing employees with the skills and knowledge they need to perform their jobs effectively.Performance management: Assessing and evaluating employees' performance.Employee relations: Managing relationships between employees and the organization.HRM is an essential function in any organization. It helps to ensure that the organization has the right people in place to achieve its goals, and that those people are motivated and engaged.中文回答：人力资源管理是为达到组织目标而管理组织中员工的过程。
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
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?
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
人力资源专业英语课件Unit1
• • • • • • • • • •
Deprive or deprive sb of sth—take sth away or off eg: The boss has deprived his right to vote for the position. Advices—several pieces of advice eg: We need advices for building our country. On—about He gave many suggestions on how to set up the school.
Sum Up (Summary)
• It states the mental and processing problems of the unemployment caused by being layoff from organizations due to economic crisis in society which will be necessarily dealt with by • .personnel management. It also offers some analysis and measures for managers to successfully handle these cases in the light of laws and organizational regulations. It further illustrates rehiring policy is the best way to solve the problems as well as its advantages for corporations (companies).
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3. Determining the bargaining unit 确定谈判组
Bargaining unit is the group of employees that the union will be authorized to represent and bargain for collectively.谈判组是指由工会委派参与集体谈 判的会员。
Unionization process and collective bargaining
工会化过程和集体谈判
I. Reasons for joining unions 加入工会的原因 II. Unionization process 工会化过程 III. Tips for avoiding unionization 避免工会产生的策略 IV. Collective bargaining 集体谈判 V. Collective bargaining agreements 集体谈判协议
是 NLRB 负责人确定合适的 谈判组
5. Secret-ballot election and certification 无记名投票选举和认证
Steps involved in a union organizing campaign
与员工初次接触
授权卡片活动
是
否 工会是否获得超过30%会员授权
工会或雇主是否要求全国 劳资关系委员会举行选举
Ⅰ. Reasons for joining unions加入工会的原因
1. Employees’ dissatisfaction with wages, job security, benefits, treatment by supervisors, and chances for promotion.员工对工资，工作保障，福 利，主管对待下属的方式以及升职机会的不满。
② Management may emphasize the costs of unionization and the loss of individual freedom that can result from collective representation.雇主强 调工会成本巨大，加入公会会丧失个人自由。
Consent election: if management and union have agreed on the appropriate bargaining unit.劳资双方就合适的谈判单位已经取得一致意见后进行的 代表选举成为同意选举。
4. Election campaign 选举活动 During the election campaign, both the union and the employer appeal to
employees for their votes. 雇主与工会竭尽所能讨好员工
① The union stresses its ability to help employees satisfy their needs and improve their working conditions. 工会强调其帮助员工满足需求，提 升工作条件的能力。
1. Initial contact with employees 与员工初次接触 Organization selects some employees with strong union interest and leading
talents to form an organizing committee.组织选择一些有较强工会意识 和领导才能的员工，组成委员会。
Much of the initial contact happens at home or on break tiห้องสมุดไป่ตู้e.多数初次接触 发生在家或者休息时间。
Both management and unions tend to hire labor relations consultants to help them during the organizing campaign.管理层与工会都倾向于聘任劳动 关系顾问来帮助他们解决组织活动中的问题。
2. Authorization card campaign授权卡片活动 Union organizers get employees to sign authorization cards, which empower
the union to represent them in collective bargaining with the employer.工 会组织者让员工签字授权卡片，来赋予他们权力代表员工与雇主进行 集体谈判。
If the union wants to petition the NLRB for a representation election, it must obtain signature on authorization cards from at least 30% of the eligible employees.如果工会想请求全国劳资关系委员会召开代表选举，必须 获得超过30%有效会员的签字。
2. Perception of the union’s ability to change those conditions causing the dissatisfaction. 有种认为工会有能力解决上述问题。
Ⅱ. Unionization process 工会化过程
1. Initial contact with employees与员工初次接触 2. Authorization card campaign 授权卡片活动 3. Determining the bargaining unit 确定谈判组 4. Election campaign 选举活动 5. Secret-ballot election and certification 无记名投票选举和认证