商务英语阅读_Unit 11人力资源管理

Environmental Scanning—basically a SWOT analysis for the organization with an emphasis on how it would influence the human resource needs of the organization. Step 2 Labor Demand Forecast—labor demands many be estimated either qualitatively or quantitatively. Step 3 Labor Supply Forecast—how many people shall likely have the knowledge, skills, abilities and other characteristics desired for your organization. Both internal and external labor supply should be examined.
For instance, if my university provided professors and administrative assistants with identical training then it is likely that the performances of both would be sub optimal as they do not require the same sets of talents for both jobs. While there is some overlap—both require that one be able to manage time effectively—typing is likely a more highly valued skill for the administrative assistant while lecturing /teaching/speaking in front of audiences would likely be more important for the professor. Moving on to the evaluation process if we required the administrative assistants be evaluated on their teaching, research, and publishing while professors be evaluated based upon their typing speed then the organization would also be less effective—unless we sent the administrative assistants into the classroom and turn them into professors.
Text Human Resources management

What is human resource management? Human resource management is the area of management concerning itself with the recruitment, selection, training, development, compensation, retention, evaluation, and promotion of the people within an organization. The human resources of an organization consist of the employees. Of the types of organizational capital upon which an organization depends its focus is on the human capital as opposed to the financial capital or the physical capital.
Job Analysis At the heart of human resources is job analysis—a
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purposeful and systematic process for collecting, describing, and delineating what is done within jobs. Why is job analysis important? Job analysis is important for at least two reasons— (1) in order to increase organizational efficiency and effectiveness and (2) because it is required by the Uniform Guidelines (the guidelines used by the U.S. government to determine what selection and assessment processes are legal). How might job analysis increase organizational effectiveness and efficiency? Job analysis is the systematic study of what is done in a job.
Unit Eleven
Human Resource Management
Objectives
Get the students to be familiar with the concept of
human resource management. Cultivate the students’ ability of problem-solving. Help the students to grasp the techniques for fast reading.
Section A

Introduction
may not be much of a revelation to you, it brings home the point that organizations are made up of people. Successful organizations are particularly adept at bringing together different kinds of people to achieve a common purpose. This is the essence of human resource management (HRM).
By knowing what is supposed to be done within a particular job an organization is able to better look for employees who possess the necessary knowledge, skills, abilities, and other characteristics required for a job that it is seeking to fill. It is also better enabled to evaluate the performance of employees within particular jobs and provide feedback as to how to perform better. Without the systematic study of what SHOULD be done within a job employees involved in the hiring process are more likely to introduce personal bias, prejudices, and other non-job relevant information possibly leading to a less than optimal hiring decision. The lack of a detailed job analysis can then also lead to an organization not providing the training needed to optimize employee performance within jobs.
Without people, organizations would not exist. While this idea
Pre-reading
Before reading the following passage, answer these questions: 1. What is human resource? 2. What is the objective of human resource ? 3. How much do you know about human resource management?
Human Resource Planning Human resource planning is the beginning place for
human resource actions just as job analysis is the building block upon which all human resource actions should be based. Human resource planning is where the human resource management strategy and the organization mission come together in determining the numbers and skill sets needed for employees based upon the future plans of the organization. Human resource planning should actually be done along with job analysis as the first step in the human resource management process so that the organization can identify how many employees it needs to employ and the knowledge, skills, abilities, and other characteristics needed for employees based upon the future plans of the organization.
Based upon the initial estimates of the types and numbers of employees needed it is job analysis that is used to assess the specific knowledge, skills, abilities, and other characteristics necessary for the organization to accomplish its mission and objectives and it is human resource planning that is used to determine the numbers of employees needed. Human resource planning involves the following six-step process in order to forecast the human resource needs for the organization.