人力管理师二级专业英语课件.ppt

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1、Human Resource Management人力资源管理2012.4.76 ModulesWhat is HRM?The process of acquiring,training,appraising,and compensating employees,and attending to their labor relations,health and safety and fairness concerns.The practices and policies you need to carry out the people or personnel aspects of your

2、management job.1.Conducting job analysis2.Planning labor needs and recruiting job candidates3.Selecting job candidates4.Orienting and training new employees5.Managing wages and salaries6.Providing incentives and benefits7.Appraising performance8.Communicating9.Training and developing managers10.Buil

3、ding employee commitmentJob AnalysisUses of Job Analysis Information for Recruiting Job CandidatesJob analysis produces information used for writing job descriptions(a list of what the job entails)and job specification(what kind of people to hire for the job)Methods of Collecting JA InformationInter

4、viewQuestionnairsObservationParticipant diary/logsQuantitative job analysis techniquesUsing multiple sources of informationWriting Job DescriptionsJob identificationJob summaryResponsibilities and dutiesAuthority of incumbentStandards of performanceWorking conditionsJob specificationsLine Vs Staff A

5、uthorityLine managers are authorized to direct the work of subordinates-they are always someones boss.Staff managers are authorized to assist and advise line managers(like those for production and sales)in accomplishing these basic goals(in areas like recruiting,hiring and compensating).Line Manager

6、s HR Management ResponsibilitiesPlacing the right person on the right jobStarting new employees in the organizationTraining employees for jobs that are new to themImproving the job performance of each personGaining creative cooperation and developing smooth working relationshipsInterpreting the comp

7、anys policies and proceduresControlling labor costsDeveloping the abilities of each personCreating and maintaining departmental moraleProtecting employees health and physical conditionStrategyHRs central task is always to provide a set of services that make sense in terms of the companys strategy.A

8、strategy is the companys plan for how it will balance its internal strengths and weakness with external opportunities and threats in order to maintain a competitive advantage.SWOT AnalysisStrengthsCost advantagesFinancial resourcesCustomer loyaltyModern production facilitiespatentsOpportunitiesAdd t

9、o product lineEnter new marketsAcquire firms with needed technologySWOT AnalysisWeaknessesToo narrow product linesLack of management depthHigh-cost operation due to high labor costs and obsolete production facilitiesInadequate financing capabilitiesWeak market imageThreatsChanging buyer tastesLikely

10、 entry of new competitorsAdverse government policiesStrategy Management ProcessStrategy planning/formulationStrategy implementationStrategy evaluationHuman Resource PlanningThe process of ensuring that the human resource requirements of an organization are identified and plans are made for satisfyin

11、g those requirements(defined by Bulla and Scott)A decision-making process that combines three important activities:1.Identifying and acquiring the right number of people with the proper skills.2.Motivating them to achieve high performance.3.Creating interactive links between business objectives and

12、people-planning activities.Estimating Future HR RequirementsDemand forecasting1.Managerial or expert judgment2.Ratio-trend analysis3.Work study techniques4.Forecasting skill and competence requirementEstimating Future HR RequirementsSupply forecasting will be based on:1.an analysis of existing human

13、 resources in terms of numbers in each occupation,skills and potential2.forecast losses to existing resources through attrition3.forecast changes to existing resources through internal promotions4.the effect of changing conditions of work and absenteeism5.sources of supply from within the organizati

14、on6.sources of supply from outside the organization in the national and local labor marketsPlanning and ForecastingEmployment or Personnel PlanningForecasting Personnel NeedsForecasting the Supply of Inside CandidatesForecasting the Supply of Outside CandidatesSources of CandidatesInternal sources o

15、f candidates1.Finding internal candidates2.Rehiring3.Succession planningSources of CandidatesOutside sources of candidates1.Advertising2.Employment agencies3.College recruiting4.Referrals5.Recruiting via the Internet6.Head hunterEmployee Testing&SelectingTypes of tests1.Tests of cognitive abilities2

16、.Tests of motor and physical abilities3.Measuring personally and interests4.Achievement tests5.Web-based testingTypes of InterviewsSelection interviewAppraisal interviewExit interviewTermination interviewUnstructured&Structured InterviewUnstructured(nondirective)Interview-The interview can take vari

17、ous directions,no set format to follow.Structured(directive)Interview-The interview is specified in advance,rated for appropriateness of content.Training TechniquesOn-the-job techniquesDemonstrationCoachingJob rotationPlanned experienceTraining TechniquesOn-the-job or off-the-job techniquesJob(skill

18、)instructionQuestion and answerAssignmentsProjectsGuided readingTraining TechniquesOff-the-job techniquesLectureTalkDiscussion“Discovery”methodCase studyRole playingGroup exerciseGroup dynamics(team building)Business gamesProgrammed learningPerformance Management&AppraisalGraphic rating-scale method

19、Paired comparison methodForced distribution methodCritical incident methodBehaviorally anchored rating scaleManagement by objectives360 degree feedbackBalance scorecardWritten essaysManaging CareersPromotionDemotionTransferReward SystemIntrinsic rewardsA result of the workers satisfaction with his o

20、r her jobExtrinsic rewardsDirect compensationIndirect compensationNonfinancial compensationPay PlansRanking methodJob classification/grading methodPoint MethodFactor comparison methodPay for Performance&Financial IncentivesOrganization wide variable pay plans1.Profit-sharing plans2.Employee stock ow

21、nership planIncentives for managers and executives1.Short-term incentives-the annual bonus2.Long-term incentives-stock optionsBenefits and ServicesUnemployment insuranceVacations&holidaysSick leaveParental leave(maternity leave)Severance paySupplemental unemployment benefitsWorkers compensationPensi

22、on planFlexible/Cafeteria Benefits ProgramFlextimeCompressed workweeksTelecommutingCareer StageExplorationEstablishmentMid-careerLate careerRelease from the OrganizationDismissalLayoffsDownsizingRedundancyTermination of ContractI got fired.I got the boot.I got the ax.I got the sack/sacked.They kicke

23、d me out.My boss showed me the door yesterday.I was canceled.I was laid off.The boss told me that I dont have to come in tomorrow or any other day.My boss told me to find a“better”job.Labor Relations&Collective BargainingNegotiationMediationArbitrationGrievanceAbbreviationHRMHuman Resource Managemen

24、tMNOMultinational CorporationJASJob Analysis ScheduleHRPHuman Resource PlanningHRISHuman Resource Information SystemAbbreviationPFWPromotion From WithinHRDHuman Resource DevelopmentOJTOn-the-Job TrainingODOrganization DevelopmentMBOManagement by ObjectivesAbbreviationTQMTotal Quality ManagementESOPE

25、mployee Stock Ownership PlanJITJob Instruction TrainingPAQPosition Analysis QuestionnaireCPIConsumer Price IndexAbbreviationEEOEqual Employment OpportunityFIAFunctional Job AnalysisITInformation TechnologyKPIKey Performance IndicatorPPEPerformance Planning and EvaluationROIReturn on Investmentproces

26、s360-degree feedback processcollective bargaining processlabor relations processmanagement process-abilityacceptabilityaccountabilityreadabilityreliabilityplanaction plandefined-benefit plandefined-contribution planflexible benefits plan/cafeteria plangain sharing planretention planplanningbusiness

27、planninghuman resource planningsuccession planningperformance planning&evaluationprogramattitude awareness and change programbehavior-based programformal education programgroup mentoring programinternship programcompensationAllowanceBenefitsBonusDividendsEarningsIncomeOverpayPensionRemunerationSpot

28、bonusvestingwayanalytic approachaudit approachcritical incident methodgraphic rating-scale methodfactor comparison systemjob classification systemjob ranking systemappraisalcustomer appraisalmanager appraisalpeer appraisalperformance appraisalself-appraisalassessmentassessment centercompetency asses

29、smentneeds assessmentcounselingcareer counselingoutplacement counselingsystemcareer management systemdecision support systemdevelopment planning systemexpert systemhigh-performance work systemhuman resource information systemwelfare system-izationcentralizationdecentralizationoutcomescognitive outco

30、mestraining outcomesstrategyconcentration strategyexternal strategyinternal strategytrainingcoordination trainingcross-trainingdiversity trainingteam leader trainingweb-based trainingStructurecost structurepay structuredata flow diagramflowchartorganization chartreplacement chartgoals and timetables

31、staffing tablesskill inventoriesforecastingdemand forecastingsupply forecastingcostdirect costindirect costimpactadverse impactdisparate impactinterviewexit interviewpanel interviewsituational intervieworganizationlearning organizationnonprofit organizationanalysisexternal analysisinternal analysisf

32、unctional analysisjob analysisorganizational analysistask analysistrend analysisutility analysisJob descriptionJob SummaryWork closely with the companys CFOEnsure that all of the responsibilities pertaining to the accounting department are met.Develop and direct the activities of the professional st

33、aff involved with the financial aspects of operations,including:ForecastingPlanningBudgetingCredit and collectionsCost accountingFinancial control systemJOB DESCRIPTIONResponsibilities/Daily tasksReport to the CFO and be responsible for all accounting functionsProvide analytical budgetary&financial

34、planning/reporting support to senior managementEstablish and maintain internal controls,external financial reportingInterface with external auditors,handling all corporate tax mattersJob descriptionQualificationsMaster degree or aboveAt least 5 years experience in accounting workWork experience in f

35、oreign or JV company is preferredWilling to travelJob descriptionRelations of the position to others in the companyAdministration departmentMarketing departmentManufacturing departmentR&D departmentABBRIEVIATIONCEO:Executive 首席执行官 CFO:Finance 财务总监 CPO:Public relation 公关总监 CLO:Labour 工会主席 CCO:Content 内容总监 COO:Operation 首席营运官 CKO:Knowledge 知识总监