人力资源管理英文
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• HR salaries vary depending on education and experience as well as the type of industry
• The primary professional organization for HRM is the Society for Human Resource Management (SHRM)
The Sustainability Challenge
The changing structure of the economy
Skill demands for jobs are changing
Knowledge is becoming more valuable
– Intangible assets -- human capital, customer capital, social capital, and intellectual capital – Knowledge workers – employees who contribute to the company through a specialized body of knowledge – Empowerment – giving employees responsibility and authority to make decisions regarding all aspects of product development or customer service
• Provide a brief description of HRM practices
1-6
Kodak
Container Store
Introduction
• Competitiveness – a company’s ability to maintain and gain market share • Human resource management – the policies, practices, and systems that influence employees’ behavior, attitudes, and performance
1-9
.
Human Resource Management Practices
1-10
Responsibilities of HR Departments
1. 2. 3. 4. 5. 6. 7. 8. 9. Employment and Recruiting Training and Development Compensation Benefits Employee Services Employee and Community Relations Personnel Records Health and Safety Strategic Planning
Hale Waihona Puke 1-13How is the HRM Function Changing?
Time spent on administrative tasks is decreasing. HR roles as a strategic business partner, change agent, and employee advocate are increasing. HR managers are challenged to shift focus from current operations to future strategies and prepare non-HR managers to develop and implement HR practices. This shift presents two important challenges:
Human Resource Management: Gaining a Competitive Advantage
Chapter 1 Human Resource Management: Gaining a Competitive Advantage
McGraw-Hill/Irwin Copyright © 2010 by the McGraw-Hill Companies, Inc. All rights reserved.
Self-introduction
• He Wenjing (Angela)
• • • • • • • • Sept.2005—Jul.2009 Jiangxi Science and Technology Normal University Sept, 2009 – Nov,2010 Loughborough University: MA Banking and Financial Markets Dec,2010-Apr,2011 New Oriental English School May,2011-Now Jiangxi University of Finance & Economics
Learning Objectives
• Discuss roles and activities of a company’s HRM function
• Discuss implications of the economy, makeup of the labor force, and ethics for company sustainability
1. What is HR doing to provide value-added services to internal clients? 2. What can the HR department add to the bottom line? 3. How are you measuring the effectiveness of HR? 4. How can we reinvest in employees? 5. What HR strategy will we use to get the business from point A to point B? 6. What makes an employee want to stay at our company? 7. How are we going to invest in HR so that we have a better HR department than our competitors? 8. From an HR perspective, what should we be doing to improve our marketplace position? 9. What’s the best change we can make to prepare for the future?
Why do we study HRM？
<<A World Without Thieves>>
• ―What is the most expensive commodity in this century?‖ • ―Qualified Personnel‖
ASSESSMENT
• 50% coursework (Attendance Rate 20%, assignment 30%) • 50% examination (end of semester case examination)
1-11
HR as a Business with 3 Product Lines
Business Partner Services Administrative Services and Transactions
Strategic Partner
Human Resources
1-12
6 Competencies for the HR Profession
• Evidence-based HR – demonstrating that human resource practices have a positive influence on the company’s bottom line or key stakeholders.
1-16
The HRM Profession
more time on strategic business issues. (Bank of America & Exult Inc)
1-14
Questions Used to Determine If Human Resources Are Playing a Strategic Role in the Business
1-17
3 Competitive Challenges Influencing HRM
Technology
Sustainability
Global
1-18
The Sustainability Challenge
• Sustainability refers to the ability of a company to survive and succeed in a dynamic competitive environment. • Stakeholders refers to shareholders, the community, customers, and all other parties that have an interest in seeing that the company succeeds
1-15
How is the HRM Function Changing?
• As part of its strategic role, one of the key contributions that HR can make is to engage in evidence-based HR.
1-19
The Sustainability Challenge Sustainability includes the ability to:
• provide a return to shareholders • provide high-quality products, services and work experiences for employees • increase value placed on intangible assets and human capital • social responsibility
– Self-service – giving employees online access to information about HR issues (MCI WorldCom) – Outsourcing – the practice of having another company provide services to save money and spend
– Adapt to changing characteristics and expectations of the labor force – Address legal and ethical issues – Effectively use new work arrangements
1-20
• Discuss how HRM affects a company’s balanced scorecard
• Discuss what companies should do to compete in the global marketplace
• Identify the characteristics of the workforce and how they influence HRM • Discuss HRM practices that support high-performance work systems
• The primary professional organization for HRM is the Society for Human Resource Management (SHRM)
The Sustainability Challenge
The changing structure of the economy
Skill demands for jobs are changing
Knowledge is becoming more valuable
– Intangible assets -- human capital, customer capital, social capital, and intellectual capital – Knowledge workers – employees who contribute to the company through a specialized body of knowledge – Empowerment – giving employees responsibility and authority to make decisions regarding all aspects of product development or customer service
• Provide a brief description of HRM practices
1-6
Kodak
Container Store
Introduction
• Competitiveness – a company’s ability to maintain and gain market share • Human resource management – the policies, practices, and systems that influence employees’ behavior, attitudes, and performance
1-9
.
Human Resource Management Practices
1-10
Responsibilities of HR Departments
1. 2. 3. 4. 5. 6. 7. 8. 9. Employment and Recruiting Training and Development Compensation Benefits Employee Services Employee and Community Relations Personnel Records Health and Safety Strategic Planning
Hale Waihona Puke 1-13How is the HRM Function Changing?
Time spent on administrative tasks is decreasing. HR roles as a strategic business partner, change agent, and employee advocate are increasing. HR managers are challenged to shift focus from current operations to future strategies and prepare non-HR managers to develop and implement HR practices. This shift presents two important challenges:
Human Resource Management: Gaining a Competitive Advantage
Chapter 1 Human Resource Management: Gaining a Competitive Advantage
McGraw-Hill/Irwin Copyright © 2010 by the McGraw-Hill Companies, Inc. All rights reserved.
Self-introduction
• He Wenjing (Angela)
• • • • • • • • Sept.2005—Jul.2009 Jiangxi Science and Technology Normal University Sept, 2009 – Nov,2010 Loughborough University: MA Banking and Financial Markets Dec,2010-Apr,2011 New Oriental English School May,2011-Now Jiangxi University of Finance & Economics
Learning Objectives
• Discuss roles and activities of a company’s HRM function
• Discuss implications of the economy, makeup of the labor force, and ethics for company sustainability
1. What is HR doing to provide value-added services to internal clients? 2. What can the HR department add to the bottom line? 3. How are you measuring the effectiveness of HR? 4. How can we reinvest in employees? 5. What HR strategy will we use to get the business from point A to point B? 6. What makes an employee want to stay at our company? 7. How are we going to invest in HR so that we have a better HR department than our competitors? 8. From an HR perspective, what should we be doing to improve our marketplace position? 9. What’s the best change we can make to prepare for the future?
Why do we study HRM？
<<A World Without Thieves>>
• ―What is the most expensive commodity in this century?‖ • ―Qualified Personnel‖
ASSESSMENT
• 50% coursework (Attendance Rate 20%, assignment 30%) • 50% examination (end of semester case examination)
1-11
HR as a Business with 3 Product Lines
Business Partner Services Administrative Services and Transactions
Strategic Partner
Human Resources
1-12
6 Competencies for the HR Profession
• Evidence-based HR – demonstrating that human resource practices have a positive influence on the company’s bottom line or key stakeholders.
1-16
The HRM Profession
more time on strategic business issues. (Bank of America & Exult Inc)
1-14
Questions Used to Determine If Human Resources Are Playing a Strategic Role in the Business
1-17
3 Competitive Challenges Influencing HRM
Technology
Sustainability
Global
1-18
The Sustainability Challenge
• Sustainability refers to the ability of a company to survive and succeed in a dynamic competitive environment. • Stakeholders refers to shareholders, the community, customers, and all other parties that have an interest in seeing that the company succeeds
1-15
How is the HRM Function Changing?
• As part of its strategic role, one of the key contributions that HR can make is to engage in evidence-based HR.
1-19
The Sustainability Challenge Sustainability includes the ability to:
• provide a return to shareholders • provide high-quality products, services and work experiences for employees • increase value placed on intangible assets and human capital • social responsibility
– Self-service – giving employees online access to information about HR issues (MCI WorldCom) – Outsourcing – the practice of having another company provide services to save money and spend
– Adapt to changing characteristics and expectations of the labor force – Address legal and ethical issues – Effectively use new work arrangements
1-20
• Discuss how HRM affects a company’s balanced scorecard
• Discuss what companies should do to compete in the global marketplace
• Identify the characteristics of the workforce and how they influence HRM • Discuss HRM practices that support high-performance work systems