人力资源管理者与竞争优势.ppt

《人力资源管理者与竞争优势.ppt》由会员分享，可在线阅读，更多相关《人力资源管理者与竞争优势.ppt（656页珍藏版）》请在淘文阁 - 分享文档赚钱的网站上搜索。

1、Chapter 1Chapter 1Human Resource ManagementHuman Resource Managementand Competitive Advantageand Competitive Advantage人力资源管理与竞争优势人力资源管理与竞争优势Resources of an OrganizationResources of an Organization组织来源组织来源Land土地Capital资金Equipment设备Labor劳动力The Employment CycleThe Employment Cycle雇佣周期雇佣周期Pre-Selection

2、Phase筛选前阶段Selection Phase筛选阶段Post-Selection Phase筛选后阶段Pre-Selection PhasePre-Selection Phase筛选前阶段筛选前阶段Human Resource Planning人力资源计划Job Analysis工作分析Human Resource PlanningHuman Resource Planning人力资源计划人力资源计划StrategicPlan策略计划Number of EmployeesTypes of Employees雇员人数与类型DemandForecasting需求预测SupplyForecas

3、ting供给预测Job AnalysisJob Analysis工作分析工作分析Gathering job information收集工作信息Analyzing job information分析工作信息Documenting job information工作信息归档Job AnalysisJob Analysis工作分析工作分析Uses of Job Analysis工作分析的使用Job Qualifications工作质量Selection Techniques筛选技巧Training Programs培训方案Performance Appraisal绩效评估Pay Rates支付比率P

4、roductivity ImprovementPrograms提高生产力方案Selection PhaseSelection Phase筛选阶段筛选阶段Recruitment招聘Selection筛选Recruitment GoalsRecruitment Goals招聘目标招聘目标Suitable pool of applicants适当的申请者人才库Timely时间性Cost efficient成本效用Legal合法Selection GoalsSelection Goals筛选目标筛选目标Accurate hiring.准确的雇佣Cost efficient成本效用Legal合法Post

5、-Selection PhasePost-Selection Phase筛选后阶段筛选后阶段Training and development培训与发展Performance appraisal绩效评估Compensation薪酬福利Productivity improvement programs提高生产力方案Training and DevelopmentTraining and Development培训与发展培训与发展Training current jobs培训 当前工作Development future jobs发展 未来工作Training and Development Goa

6、lsTraining and Development Goals培训与发展目标培训与发展目标Improve organizational performance改进组织绩效Enhance knowledge and skill levels of employees提高雇员的知识和技能水平Performance AppraisalPerformance Appraisal绩效评估绩效评估Job performance measurement衡量工作绩效Communication沟通Performance Appraisal GoalsPerformance Appraisal Goals绩效评

7、估目标绩效评估目标Continue appropriate behaviors.保持适当行为Correct inappropriate behaviors.改变不正当行为Make HRM-related decisions.指定与人力资源管理有关的政策CompensationCompensation薪酬薪酬Pay薪金Wages工资Salaries薪水Benefits福利Health insurance健康保险Employee discounts雇员贴现Other其他Compensation GoalsCompensation Goals薪酬目标薪酬目标Establish competent a

8、nd loyal workforce.建立有能力及忠诚的工作力量Maintain competent and loyal workforce.保持有能力及忠诚的工作力量Control costs.控制成本Productivity Improvement ProgramsProductivity Improvement Programs提高生产力方案提高生产力方案Tie job behaviors to rewards约束工作行为直至奖励Rewards奖励financial物质non-financial非物质Productivity Improvement Program Productivit

9、y Improvement Program GoalsGoals提高生产力方案目标提高生产力方案目标Motivate employees.激励雇员Improve productivity.提高生产力External Influences on HRMExternal Influences on HRM人力资源管理的外部影响人力资源管理的外部影响Legal&Environmental法律与环境Workplace Justice工作场所公平性Unions工会Safety&Health安全与健康HRM人力资源管理International国际化Social,Economic,and Technolo

10、gicalSocial,Economic,and TechnologicalInfluences on HRM PracticesInfluences on HRM Practices社会经济与技术对人力资源管理的影响社会经济与技术对人力资源管理的影响社会经济与技术对人力资源管理的影响社会经济与技术对人力资源管理的影响Cultural diversity文化差异Work and family工作与家庭Part-time/temporary employees临时/记时工Quality质量Teamwork团队Mergers and takeovers兼并与接管Downsizing and lay

11、offs精简与裁员Technology技术Continuous quality improvement质量持续改进Illiteracy文盲Who is Responsible for HRM?Who is Responsible for HRM?谁对人力资源管理负责谁对人力资源管理负责HRProfessionals人力资源专业人员LineManagers基层管理者HR Professionals ResponsibilitiesHR Professionals Responsibilities人力资源专业人员的职责人力资源专业人员的职责Establish HRM procedures建立人力资

12、源管理程序Develop/choose HRM methods开发/选择人力资源管理方法Monitor/evaluate HRM practices监督/评价人力资源管理实务Advise/assist managers on HRM-related activities建议/协助管理者与人力资源管理有关的活动Line Managers ResponsibilitiesLine Managers Responsibilities基层管理者的职责基层管理者的职责Implement HRM practices实施人力资源实务Provide input for HRM practices对人力资源实务

13、的投入HRM Conducted by Line ManagersHRM Conducted by Line Managers由基层管理者实施的人力资源管理由基层管理者实施的人力资源管理Interview job applicants面试工作申请者Provide orientation,coaching,&OJT提供定向工作，指导，及在职培训Evaluate job performance评估工作绩效Recommend pay increases建议增加工资Discipline employees对雇员纪律约束Investigate accidents对事故进行调查Settle grievan

14、ce issues解决投诉事宜Competitive AdvantageCompetitive Advantage竞争优势竞争优势Superior marketplace position relative to competition获得市场优先地位与竞争相关How Can You Gain Competitive How Can You Gain Competitive Advantage?Advantage?如何赢得竞争优势如何赢得竞争优势Cost leadership成本领先Product differentiation产品差异Cost LeadershipCost Leadershi

15、p成本领先成本领先Provide same services or products as competitors but at a lower cost.以低成本提供与竞争对手同样的服务或产品Cost Leadership.Cost Leadership.成本领先成本领先#of units produced生产的单位数量total cost of production生产总成本Five Strategies to Improve ProductivityFive Strategies to Improve Productivity提高生产力的提高生产力的5 5个策略个策略Increase o

16、utput faster than inputs.增加产出快于投入Increase output while holding input stable.保持投入稳定的同时增加产出Decrease inputs faster than output.降低投入快于产出Maintain output with reduced inputs.保持产出稳定的同时降低投入Increase output with reduced inputs.增加产出，降低投入Product DifferentiationProduct Differentiation产品差异产品差异Produce a product or

17、 service that is preferred by buyers.生产出顾客喜好的产品或服务Four Ways to Achieve Product Four Ways to Achieve Product DifferentiationDifferentiation达到产品差异的达到产品差异的4 4个方法个方法Create a better quality product/service.提供优质的产品/服务Provide innovative products/services.对产品/服务进行创新Choose a superior location.选择有优势的区域Promote

18、 uniqueness of product/service.独特的产品/服务促销HRM Practices and Competitive HRM Practices and Competitive AdvantageAdvantage人力资源管理实务与竞争优势人力资源管理实务与竞争优势Direct path直接途径(x-z)immediate impact on competitive advantage直接影响竞争优势Indirect path间接途径(x-y-z)causes certain outcomes which create competitive advantage通过一定

19、的产出提高竞争优势Restaurant A:help wanted ads cost=$75/hire餐厅A 通过广告招聘成本=75美金/每人Restaurant B:employee referral cost=$10/hire餐厅B员工介绍成本=10美金/每人Restaurant餐厅Sales/Day日销售额Price/Unit单位价格Cost/Unit单位成本Total Revenue总收益AB$1000$1000$1.00$1.00$.75$.50$250$500Indirect Impact of HRM on Competitive AdvantageIndirect Impact

20、 of HRM on Competitive Advantage竞争优势对人力资源管理的间接影响竞争优势对人力资源管理的间接影响HRM Practices人力资源管理实务Employee-CenteredOutcomes以雇员为中心的结果Organization-CenteredOutcomes以组织为中心的结果Competitive Advantage竞争优势Employee-Centered OutcomesEmployee-Centered Outcomes以雇员为中心的结果以雇员为中心的结果Competence能力knowledge,skills,and abilities知识，技能和

21、能力Motivation激励willingness to exert effort愿意付出努力Work-related attitudes工作态度job satisfaction工作满意organizational commitment组织承诺organizational citizenship组织荣誉感Job SatisfactionJob Satisfaction工作满意工作满意Favorableness of employee attitudes toward their job雇员对工作称赞的态度Organizational CommitmentOrganizational Commi

22、tment组织承诺组织承诺Relative strength of an individuals identification with and involvement in a particular organization在特定组织中，对一个个体的认同感和参与感的相对强度Organizational CitizenshipOrganizational Citizenship组织荣誉感组织荣誉感Willingness of employees to engage in behaviors that help the organization achieve its goals 雇员的行为会自

23、发地帮助组织完成其目标HRM Practices that Affect Employee HRM Practices that Affect Employee CompetenceCompetence人力资源管理实务影响雇员能力人力资源管理实务影响雇员能力EmployeeCompetence雇员能力Recruitment招聘Selection筛选Training培训Performance Appraisal绩效评估Compensation能力HRM Practices that Affect Employee HRM Practices that Affect Employee Motiva

24、tionMotivation人力资源管理实务影响对雇员的激励人力资源管理实务影响对雇员的激励EmployeeMotivation雇员激励Selection筛选ProductivityImprovementPrograms提高生产力方案Organization-Centered OutcomesOrganization-Centered Outcomes以组织为中心的结果以组织为中心的结果Output产出Retention保持Legal Compliance依法服从Company Reputation公司信誉How Employee Outcomes Affect How Employee Ou

25、tcomes Affect Organization OutcomesOrganization Outcomes雇员的工作成果然后影响组织结果雇员的工作成果然后影响组织结果Employees with雇员与其positive job attitudes积极的工作态度who are competent胜任程度who are motivated受激励Leads to organizations with:导致组织的 quantity产量 quality质量 turnover营业额 HRM-related lawsuits与人力资源管理相关的法律诉讼 Company reputation公司信誉Wh

26、y HRM is a Sustainable Competitive Why HRM is a Sustainable Competitive AdvantageAdvantage为什么人力资源管理是为什么人力资源管理是持续不变的竞争优势持续不变的竞争优势less visible-more difficult to imitate无形的-很难模仿harder to imitate an HRMHRM systemsystem than a single practice比起单一的实际情况更难模仿一个人力资源管人力资源管人力资源管人力资源管理系统理系统理系统理系统HR PlanningJob A

27、nalysisRecruitmentSelectionWorkplace JusticeUnionsSafety&HealthInternationalCompetenceMotivationWork AttitudesOutputRetentionLegal ComplianceCompany ImageCostLeadershipProductDifferentiationTraining/Develop.Performance App.CompensationProductivity Imp.HRM and Competitive Advantage人力资源管理与竞争优势人力资源计划工作

28、分析招聘筛选工作场所公平性工会安全与健康国际化能力激励工作态度产出保持依法服从公司形象成本领导产品差异培训/发展绩效评估薪酬提高劳动力HRM and Competitive Advantage人力资源管理与竞争优势人力资源管理与竞争优势Chapter 2Chapter 2第二章第二章Understanding the Legal and Understanding the Legal and Environmental Context of HRMEnvironmental Context of HRM了解人力资源管理的法令及环境了解人力资源管理的法令及环境HR PlanningJob Ana

29、lysisRecruitmentSelectionWorkplace JusticeUnionsSafety&HealthInternationalCompetenceMotivationWork AttitudesOutputRetentionLegal ComplianceCompany ImageCostLeadershipProductDifferentiationTraining/Develop.Performance App.CompensationProductivity Imp.HRM and Competitive AdvantageHRM及其竞争优势HR 计划工作分析招聘筛

30、选工作场所法规工会安全和健康国际化胜任能力动机工作态度产出持续力合法性企业形象成本领导产品差异培训/开发绩效评估薪酬提高生产力方案HRM及其竞争优势Linking Legal Compliance to Competitive AdvantageLinking Legal Compliance to Competitive Advantage将法律依从同竞争优势连接在一起将法律依从同竞争优势连接在一起LegalCompliance法律依从Perceived FairProcesses理解公平过程Enhanced CompanyReputation加强公司信誉MinimizeLitigation

31、使诉讼最小化LowerTurnover降低周转Attract High-Quality Applicants吸引高质量的申请人Retain High-PerformingEmployees保留高绩效员工LowerCosts降低成本IncreasedEmployeeCompetence提高员工胜任能力CompetitiveAdvantage竞争优势Equal Employment OpportunityEqual Employment Opportunity公平就业机会公平就业机会Protected classifications 被保护类别race 种族color 人种religion 宗教s

32、ex 性别national origin 国籍age 年龄disability 能力歧视Equal Employment OpportunityEqual Employment Opportunity公平就业机会公平就业机会Protected Groups被保护的群体subcategories of people within each protected classification被保护类别下人员范畴Example:“male”and“female”are protected groups within the protected classification of“sex”例:“男”和“

33、女”就是“性别”被保护类别下的被保护群体Major EEO LawsMajor EEO Laws主要的主要的EEOEEO法律法律Civil Rights Act of 1964(Title VII)1964年的公民权利法案(第7版)Civil Rights Act of 1991 1991年的公民权利法案Pregnancy Discrimination Act of 1978 1978年的怀孕歧视法案Immigration and Reform Control Act of 1986 1986年的移民和改革控制法案Age Discrimination in Employment Act of

34、1967 1967年的工作年龄歧视法案Americans with Disabilities Act of 1990 1990年的美国身心障碍者法案Civil Rights Act of 1964(Title VII)Civil Rights Act of 1964(Title VII)19641964年的公民权利法案年的公民权利法案(第第7 7版版)Prohibits discrimination based on race,color,religion,national origin,and sex 禁止种族、人种、宗教、国籍和性别歧视Covers employers with15 or

35、more workers who work for at least 20 weeks/year 覆盖15个或更多每年至少工作20周的工人Remedies include legal costs and back pay 补偿包括法律费用和欠薪Civil Rights Act of 1991Civil Rights Act of 199119911991年的公民权利法案年的公民权利法案Punitive and compensatory damages possible(capped at$50,000 to$100,000 depending on firm size)可能对破坏进行惩罚和补偿

36、（根据公司规模 在$50,000到$100,000间）Mixed-motive decisions unlawful 混合动机决策违法partly“legitimate,”partly discriminatory 一半“合法”，一半歧视Pregnancy Discrimination Act of 1978Pregnancy Discrimination Act of 197819781978年的怀孕歧视法案年的怀孕歧视法案Prohibits discrimination against women based on pregnancy,childbirth,or related medic

37、al conditions 禁止对妇女在怀孕、孩子出生或相关医疗条件下的歧视Pregnancy-related condition must be treated same as any temporary disability 对待怀孕情况必须同任何短期不能工作一样Immigration Reform and Control Act of 1986Immigration Reform and Control Act of 198619861986年移民改革及控制法案年移民改革及控制法案Prohibits discrimination based on national origin and

38、citizenship 禁止对国籍和公民权进行歧视Covers employers with four or more employees 适用于4个或4个以上的员工Unlawful to knowingly hire an unauthorized alien 故意古雇佣非授权外国人是非法的Age Discrimination Act of 1967Age Discrimination Act of 196719671967年年龄歧视法案年年龄歧视法案Prohibits discrimination against workers aged 40 and above 禁止对年龄40和40以上

39、的工人进行歧视Covers employers with 20 or more employees 适用于20或20以上的员工The Americans with Disabilities Act of 1990(Title I)The Americans with Disabilities Act of 1990(Title I)19901990年美国身心障碍者法案（第年美国身心障碍者法案（第1 1版）版）Prohibits discrimination against those with disabilities 禁止对那些有身心障碍的人进行歧视Covers employers with

40、 15 or more workers 适用于 15或15个以上的工人Physical or mental impairment 身体或大脑的伤害“substantially limits”“大体上的限制”“major life activities”“主要的生活活动”Reasonable accommodation合理的设备“undue hardship”“过度困难”Disparate Treatment 差别对待intentional discrimination example:females treated differently from males故意歧视举例：对待妇女同男性不一样

41、Females妇女Males 男性Disparate ImpactDisparate Impact差别影响差别影响unintentional discrimination example:arbitrary selection practice favors Group A over B&C非故意歧视举例：随意任选计划支持组A多于组B和组CDiscrimination and the CourtsDiscrimination and the Courts歧视和法庭歧视和法庭prima facie案件第一审Rebuttal驳回Plaintiff原告Defendant被告Establishing

42、a Prima Facie CaseEstablishing a Prima Facie Case建立一个案件第一审建立一个案件第一审Company policy 公司政策Discriminatory remarks 歧视言论The McDonnell-Douglas Test McDonnell-Douglas 考试The four-fifths rule 五分之四法则Rebutting Discriminatory RemarksRebutting Discriminatory Remarks驳回歧视言论驳回歧视言论Claim the remarks were not made 声明没提出

43、言论Claim the remarks had no bearing on the employment decision 声明言论对工作决策没有影响Claim the remarks were made by someone who had no influence on the hiring decision 声明言论由一些对雇佣决策没有影响的人做出 McDonnell-Douglas TestMcDonnell-Douglas Test McDonnell-Douglas McDonnell-Douglas 测试测试Belongs to the protected group in qu

44、estion 属于上述的被保护群组Has applied for and is qualified for the job for which the employer was seeking applicants 适用并合适于那些顾主寻求申请人的工作Was rejected 被拒绝After rejection,the position remained open or was filled by someone who was not a member of that protected group 拒绝后，位置保留空缺或由一些不属于被保护群组的成员填充Rebutting the McDo

45、nnell-Douglas TestRebutting the McDonnell-Douglas Test驳回驳回McDonnell-Douglas McDonnell-Douglas 测试测试Show that the employment decision was based on legitimate,nondiscriminatory reasons 显示雇佣决策基于合法、非歧视原因The Four-Fifths RuleThe Four-Fifths Rule五分之四法则五分之四法则White Males10070 .70白皮肤男性Black Males 4020 .50黑皮肤男性

46、.50/.70=.71 which is .80,therefore prima facie case.50/.70=.71 它 .80,因此案件第一审Groups群组TotalApplicants所有申请者#Selected被选PassingRate通过率Rebutting the Four-Fifths RuleRebutting the Four-Fifths Rule驳回五分之四法则驳回五分之四法则Demonstrate that the procedure in question is a business necessity 示范上述程序是业务必须Bona Fide Occupat

47、ional QualificationBona Fide Occupational Qualification Bona Fide Bona Fide 职业资格职业资格All or nearly all 所有或接近所有Authenticity 真实性Propriety 规矩Safety 安全When Several Selection Devices Are UsedWhen Several Selection Devices Are Used使用几种选择辅助时使用几种选择辅助时EEO vs.Affirmative ActionEEO vs.Affirmative Action公平就业与肯定行

48、动的对比公平就业与肯定行动的对比EEO Affirmative Action肯定行动“Color Blind”色盲的“Color Conscious”有色意识的Is Affirmative Action Is Affirmative Action Legally Mandated?Legally Mandated?肯定行动是合法委任吗？肯定行动是合法委任吗？Only in some cases 仅仅在一些案例中Mandatory for federal government contractors 联邦政府承办人要求强制的Mandatory when court ordered as a pa

49、rt of a settlement 当法院命令作为决定的一部分时强制Why Implement Voluntary Why Implement Voluntary Affirmative Action?Affirmative Action?为什么自愿实施肯定行动为什么自愿实施肯定行动Attract and retain a larger and better pool of applicants 吸引和留住更多更好的人才Avoid discrimination lawsuits 避免歧视控诉事件Improve the firms reputation within the community

50、 and its customer base 增进公司在社区和客户中的声望Steps to Implement an Affirmative Action ProgramSteps to Implement an Affirmative Action Program步入肯定行动计划实施步入肯定行动计划实施1.Conduct a utilization analysis 进行聘用率分析2.Develop an affirmative action plan 开发肯定行动计划1.1.Conduct a Utilization AnalysisConduct a Utilization Analys