商务英语入门PPT第五章-人力资源管理

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完全不符 我的情况
有点符合 我的情况
大致符合 我的情况
非常符合 我的情况
记分表
企业型得分 工匠型得分 斗士型得分 赛手型得分
生活目标 第1题
第2题
第3题
第4题
激励动机 第4题
第1题
第3题
第2题
自我形象 第2题
第3题
第4题
第1题
人际关系 第2题
第4题
第1题
第3题
小计
Traditional Interview Questions
Advantages: 1. Those people are already familiar with
the organization and its member. 2. This policy fosters loyalty and inspires
greater effort among organization members. 3. It is less expensive than to hire from outside the organization.
1.Tell me about yourself - Do not launch into an autobiography.
- State the things about yourself that you want the interviewer to know. Give specifics to prove each of your strengths.
Job Analysis
The basis for recruitment advertisements
Helps interviewers match applicants to job openings
Merits of Job Analysis
Helps orient and train new employees
Traditional Interview Questions
3.What two or three accomplishments have given you the greatest satisfaction?
- Pick accomplishment that you’re proud of to create the image you want to project.
A basis for performance appraisal
Job Analysis
Job Description lists the objectives, responsibilities, main tasks of the job, the
conditions under which the job is to be done, and its relationship to other jobs.
企业人型：忠实可靠，循规蹈矩，兢兢业业，只求稳 妥，但保守怕变，革新性和进取心不强。
赛手型：视人生为竞赛，渴望成为其中的优胜者。但 他们不同于斗士。他们不醉心于个人主宰。他们善于 团结和鼓舞别人，乐于提携部下，有强烈进取心和成 就欲。
动态人才使用论
引入期： 技术开发能力属关键因素，项目组的领 导岗位宜配备兼具工匠和斗士特点的员 工，或以斗士为正职，以工匠为副手， 搭配使用。
4. Why do you want to work for us? What is your ideal job? - Preferably two or three reasons you’d like to work for that company. - If you are interested in this company, do some research so that what you ask for is in the general ballpark of the kind of work the company offers
on the ability and the integrity of the managers.
以职业风格为基础的个性分类
工匠型：技术专家、渴望发明创造、搞出新成果。对 行政性事务和职务无兴趣，对人际关系不敏感。
斗士型：领袖欲很强，渴望权利，干劲十足，敢冒险， 有魄力，但不能容忍别人和他们分享权利。
The organization’s
human resource
needs
Managers
The economic environment of
the future
Recruitment
Recruitment is concerned with developing a pool of job candidates in line with the human resource plan.
Traditional Interview Questions
2.What do you think you’re qualified to work for us? Or, I’m interviewing 120 people for two jobs. Why should I hire you? - This question may feel like an attack. - Use it as an opportunity to state your strong point. Tell them the things that separate you from other applicants.
Hiring from within
Disadvantages: 1. It limits the pool of available talent. 2. It reduces the chance that fresh viewpoints
will enter the organization. 3. The quality of the decisions depends heavily
动态人才使用论
成长期： 此阶段产品基本定型，主要的任务是以大量的 低成本产品投入市场，以免被别人跟进仿制。 因此，工匠留任已属浪费，应调去充实其他正 在科研开发新产品的项目组，留下斗士去冲锋 陷阵，强占市场份额。
Βιβλιοθήκη Baidu
动态人才使用论
成熟期： 此时市场渐趋饱和，无须再投资扩产，只须守 稳江山，稳收利润。便应将斗士们调去领导其 他项目组，再创新业，改让企业人来守业，稳 妥可靠。
What is Human Resources Management?
HRM
Human resource planning Recruitment Selection
Socialization or orientation Training and development
Performance appraisal Promotions, transfers and demotions
Fours basic aspects
1. Planning for future needs by deciding now how many people with what skills the organization will need.
2. Planning for future balance by comparing the number of needed employees with the number of present employees who can be expected to stay with organization.
the position.
Hiring from outside
Educational Institutions Employment Agencies Job Advertisements Business Rivals
校园招聘的优缺点
优点： 1、针对性强 2、选择面大 3、选择层次是立体的 4、适宜进行战略性人才选择和储备部分
动态人才使用论
衰退期： 原产品进入衰退阶段，项目急需关、停、并、 转，此时在让企业人让位给斗士，以便在转让 的谈判中讨价还价，或大刀阔斧去收拾残局。
动态人才使用论
至于赛手型的人物，稀缺难得，只宜委 以特别重要项目的领导重任，着眼于栽 培锻炼，使其成为未来的统帅，不宜轻 率使用，浪费人力。
职业风格调查
Separations Compensation
Human Resource Planning
Human Resource Planning is designed to ensure that personnel needs will be constantly and appropriately met.
What is Human Resources Management?
The HRM process is an ongoing procedure that tries to keep the organization supplied with the right people in the right positions.
3. Planning for recruiting or laying off employees.
4. Planning for the development of employees to ensure the organization has a steady supply of experienced and capable personnel.
商务英语入门
------第五章 人力资源管理
本章要点
What is Human Resources Management
Human Resource Planning Recruitment Training and Developing Compensation The Four C’s Model for Evaluating Human Resources How to Keep Employees Motivated
2、筛选材料的误区：企业过多的淘汰申请 者，很可能会和优秀的大学生失之交臂。
3、笔试的误区：很多企业把笔试成绩单独 作为筛选的依据。在学生有精心准备的前 提下，无法真正衡量人才的含金量。
Hiring from Within
1. Promotion 2. Transfer
Hiring from within
Four Basic Aspects of Human resource planning
Future needs
Future balance
Basic Aspects
Recruiting or laying
off employees
Development of employees
Two Effective Factors of Human Resource Program
优秀人才
校园招聘的优缺点
缺点： 1、企业对应聘者今后可能的表现和绩效缺少充
分的把握。 2、企业投入的培训成本高。 3、由于学生眼高手低，对工作期望值过高，因
此一年内跳槽的概率高，造成招聘成本高。 4、如果培养、任用不当，学生可能会不认同企
业文化和价值观，影响企业团队的建设。
校园招聘的误区
1、招聘观念的误区：企业把招聘会当成收 集简历的场所，使学生无法真正了解企业。
Hiring Specification defines the specific skills, education, experience, and
qualifications that an individual must have in order to perform effectively in
- Focus not just on the end of result, but on the problem-solving and thinking skills that made the achievement possible.
Traditional Interview Questions