人力资源管理知识5获取竞争优势的人力资源管理之五.ppt

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1、人力资源管理知识5 获取竞争优势的人力资源管理之五2023/5/18人力资源管理知识5 获取竞争优势的人力资源管理之五Training and Development 培训与开发When you finish studying this chapter,you should be able to:n Indicate how training would help enterprises to gain competitive advantage.阐述培训如何帮助企业获得竞争优势n Explain how you would go about identifying training requ

2、irements.说明如何确定培训需求n Discuss four training techniques.论述四种培训技术n List the steps in a typical management development 列出企业开发的典型步骤人力资源管理知识5 获取竞争优势的人力资源管理之五Experiential exercise 1 应用联系 林红所在的公司由于近年规模扩大，员工提升机会很多，她已经过一系列的工作变化，从最初的分店经理，升至为总公司当业务经理，现在手下管理很多专卖店的经理人员。林红凭着自己的经验，已经具备了技术和业务管理技，虽然没有受过任何正式训练，但仍然受到手下

3、人的尊重。根据该公司战略规划，二三年内规模将扩大两三倍，于是很多人开始怀疑林红是否有能力承担日趋繁重任务，因为这工作将涉及总体规划，财政控制，部门协调，而林红的经验主要在销售方面，公司想继续留用林红，但是需要为她制定一个开发计划。问题：为林红制定一个开发计划，并说明编制的理由。人力资源管理知识5 获取竞争优势的人力资源管理之五1.training and development1.1Technical training 培训Technical training involves giving new or present employees the basic skills they need

4、 to perform their jobs.(1)High-leverage training 高层次培训 High-leverage training is training of a more long-tern and wider nature.Its aim is to develop intelligence capital:basic skills,advance skill,creativity and innovation.人力资源管理知识5 获取竞争优势的人力资源管理之五(2)The characteristics of learning organization 学习型组

5、织的特征n The continuous learning n Creating and sharing of knowledgen Critically and systematical thinkingn Learning culturen The value appraisal of employees人力资源管理知识5 获取竞争优势的人力资源管理之五(3)Creativity and innovation 创造与创新 Definitionn Creativity.The thinking process that helps us to generate ideas.n Innovat

6、ion.The practical application of such Ideas towards meeting the organizations objectives in a more effective way.Conditionn A climate conducive to crating thinking;n An effective system for communicating ideas;n Procedures for managing innovation in order to screen and evaluate ideas and identify th

7、e relatively few which are worth exploiting.人力资源管理知识5 获取竞争优势的人力资源管理之五1.2 The basic and effective training process 有效培训的基本过程人力资源管理知识5 获取竞争优势的人力资源管理之五1.3 Operational strategy and trainingSTRATEGY EMPHASIZE POINTSCONTENT TRAININGConcentrationMarket shareLow cost Team constructCross-functionsSpecializat

8、ionHuman relationOn-job trainingInternal growthMarket development products developmentInnovationJoint ventureCulture trainingOrganizational cultureSkill in the workFeedback and communicateNegotiation人力资源管理知识5 获取竞争优势的人力资源管理之五STRATEGY EMPHASIZE CONTENT OF TRAININGExternal growth Horizontal integration

9、Vertical integrationdiversificationTraining combined employeesIntegration of two training systemsWork methods and proceduresTeam training Investment regain DownsizingTransferSeparateMotivation,setting goals,Leadership abilityCommunicateReemployment Job seekers人力资源管理知识5 获取竞争优势的人力资源管理之五 2.Assessment d

10、etermining needs 培训需求评估n Assessing the training needs of employees who are new to their jobs.对新雇员的培训需求进行评估n Organization analysis,task analysis and person analysis are the three main techniques for determining training requirements 组织分析，任务分析，人员分析是决定培训需求的三种主要技术n The training program should reflect en

11、terprise overall human resource plans and the goals of the enterprise.培训项目应能反映企业人力资源总体规划和企业目标。人力资源管理知识5 获取竞争优势的人力资源管理之五2.1 task analysis 任务分析n Task analysis is especially appropriate for determining the training needs of employees who are new to their jobs.人力资源管理知识5 获取竞争优势的人力资源管理之五(1)Task analysis r

12、ecord form 任务分析记录表 A task analysis record form contains six types of information:n Column 1.Here the jobs main tasks and subtasks are listed.列出某项工作的任务和子任务n Column 2.Here indicate the frequency with which the task and subtasks are performed.说明执行任务和子任务的频率n Column 3.Here indicate the standards of perfo

13、rmance for each task and subtask.说明每项任务和子任务的完成标准n Column 4.Here indicate the conditions under which the tasks and subtasks are to performed.说明在什么条件下完成任务和子任务 人力资源管理知识5 获取竞争优势的人力资源管理之五n Column 5.this the heart of the task analysis form,here list the skills or knowledge required for each of the tasks a

14、nd subtasks.这是本表的核心，列出每项任务和子任务所必须的技能和知识。n Column 6.Here indicate whether the task is learned best on or off the job.说明需要是在岗培训或者脱产培训。人力资源管理知识5 获取竞争优势的人力资源管理之五(2)Person analysis 人员分析n Person traits 个人特征n Input 投入n Output 产出 performancen Consequence 结果 learning behaviorn Feedback 反馈 n The factors that

15、influence performance and learning behaviors 人力资源管理知识5 获取竞争优势的人力资源管理之五2.2 training and training techniquesn On-the job training.在职培训 Training a person to learn a job while working at it.n Lecture 讲座 A quick and simple way of providing knowledge to large groups of traineesn Tele-training.远程教学 A train

16、er in a central location can train groups of employees at remote locations via television hookups.n simulated training 模拟培训 Trainees learn on the actual or simulated equipment they will use on the job,but are actually trained off the job.人力资源管理知识5 获取竞争优势的人力资源管理之五2.3 On-the-job TrainingStep 1.Prepara

17、tion of the leanern Put the learner at ease,relieve the tension 让学习者轻松，消除紧张情绪n Explain why he or she is being taught 解释他或她参加培训的原因n Create interest,encourage questions,find out what the learner already knows about his or her other jobs 启发兴趣，鼓励提问，了解学习者对工作掌握的情况n Explain why of the whole job and relate

18、it to some job the worker already knows 说明整个工作的原由，该工作和学习者已知道工作的关系n Place the leaner as close to the normal working position as possible 尽可能使学习者接近日常工作岗位n Familiarize the worker with the equipment materials,tools and trade terms 让学习者熟悉工作设备，材料，工具以及职业用语人力资源管理知识5 获取竞争优势的人力资源管理之五n Step 2.Presentation of t

19、he operation 说明数量和质量的要求n Explain quantity and quality requirements.同正常工作速度将整个工作做一次n Go through the job at a slow pace several times.Explaining each step.Between operations,explain the difficult parts or those in which errors are likely to be made.用慢速做几遍，说明每一工作步骤，解释难点和错误n Again go through the job at

20、a slow pace several times explain the key points.再用慢速做几遍，说明要点。n Have the learner explain the steps as you go through the job at a slow pace.慢速演示，让学习者说明正在工作的步骤人力资源管理知识5 获取竞争优势的人力资源管理之五（3）performance tryout 试做n Have the leaner go through the job several times,slowly,explaining to you each step.让学习者慢速演

21、示，解释每一步骤n Correct mistakes and if necessary,do some of the complicated steps the first few times 纠正错误，首先演示复杂的步骤。n Trainer run the job at the normal pace 培训者以正常速度完成工作n Have the leaner do the job,gradually building up skill and speed.自己完成工作，逐步改进技能和速度n As soon as the leaner demonstrates ability to do t

22、he job let the work begin,but dont abandon him.一旦学习者的工作能力得到证实，就可正式开始工作，但不可不管他们。人力资源管理知识5 获取竞争优势的人力资源管理之五（4）follow-up 定期检查n Designate to whom the learner should go for help if he or she needs it.指定必要时帮助学习者的人。n Gradually decrease supervision,checking work from time to time again quality and quantity s

23、tandards.逐渐减少监督，定时检查数量质量n Correct faulty work patterns that begin to creep into the work,and do it before they become habit,show why the learned method is superior.及时纠正不良工作方式，避免形成习惯，解释为什么所学方法是最好的n Compliment good work encourage the worker until able to meet the quality quantity standards 鼓励学习者 完成质量和

24、数量标准人力资源管理知识5 获取竞争优势的人力资源管理之五2.4 evaluating the training effect 培训效果评价(1)Controlled experimentation 控制实验(2)What training effects to measure 衡量培训效果n Reaction 反应n Learning 知识n Behavior 行为n Results 成效人力资源管理知识5 获取竞争优势的人力资源管理之五3.Nature and purpose of management development 管理人员开发的性质和目的n Management develo

25、pment is any attempt to improve current and future managerial performance by imparting knowledge,changing attitudes or increasing skills.n It including in-house programs like courses,on-the-job coaching,and rotational assignments,professional programs like business management seminars and university

26、 programs like MBA programs.人力资源管理知识5 获取竞争优势的人力资源管理之五3.1 Management development program 管理人员开发计划步骤n Organization projectionn The personnel department reviews its management skills inventory to determine the management talent now employedn Management replacement charts are developed.人力资源管理知识5 获取竞争优势的

27、人力资源管理之五3.2 Popularity of Various Development Techniques 开发技术的普及程度Means of development percentage reporting%On-the-job experience 68.2 Coaching by superiors 20.9 In-house classroom 4.7 Rotational assignment 2.4 University programs 2.3 Consultant programs 1.1 other 1.1人力资源管理知识5 获取竞争优势的人力资源管理之五3.3 Man

28、agement on-the-job training 管理人员在职培训n Job rotation 工作轮换n Coaching/understudy approach 辅导实习n Junior boards 初级董事会n Action learning 行为学习人力资源管理知识5 获取竞争优势的人力资源管理之五3.4 basic off-the-job development techniques 脱产开发的基本方法n The case method 论案例分析n Management games 管理游戏n Outside seminars 脱产研修班n University relat

29、ed programs 与大学相关计划n Role playing 角色扮演n Behavior modeling 行为模仿n In-house development 企业内部开发中心人力资源管理知识5 获取竞争优势的人力资源管理之五3.5 special management development techniquesn Leader match training n Transactional analysisn Organizational development人力资源管理知识5 获取竞争优势的人力资源管理之五4.Executive development:key factors

30、for successFive key factors for success4.1 Extensive and visible involvement by CEO CEO 的广泛直接参与4.2 A clearly articulated and understood executive development policy and philosophy 清晰而易理解的开发计划和哲学4.3 The development policies and strategies are directly linked to the corporations business strategies,ob

31、jectives and challenges.开发政策和策略与企业战略，目标，挑战相联系4.4 Annual planning process,planned on-the-job developmental assignments,University programs 年度接班计划，在职开发，大学教学计划4.5 Responsibility of line management rather than of the HR function.CEO 开发是直线管理者 的职责，而不是人力部门职能人力资源管理知识5 获取竞争优势的人力资源管理之五5.Management development

32、 in the organization 企业管理人员开发 For the bigger companies,the question of succession planning and executive development is mostly a question of selecting the best of the lot and the developing them.There is usually an adequate supply of talent given these companies enormous influx of new recruits.For t

33、he smaller company,the problem usually is not one of selecting the best of the lot,but merely making sure that key positions will be filled and that the president should have the advantage of working closer with and knowing more about each of his or her employees than does the CEO of a bigger.对于大公司,

34、主要是选拔最好的人才,然后对其进行开发,公司源源不断的新人保证了人才的充分供应.对于小公司,则是关键岗位有人任职,公司总裁应能更紧密的接触和更深入的了解其每个雇员的优势,人力资源管理知识5 获取竞争优势的人力资源管理之五The companys executive development process 人力资源开发四个步骤人力资源管理知识5 获取竞争优势的人力资源管理之五5.1 problem assessment in the small companyn If plans call for expansion,the president has to assess the problem

35、s in his firms.当组织扩张时n Begin with an analysis of the companys financial statements.首先分析财务报表n Next,analysis the organization function by function 其次逐个分析组织功能n At last,the owner continually assess the problems in his or her company with an eye toward determining when and if new management talent is nee

36、ded.要不断评估企业,确定是否需要新人才,何时需要新人才.人力资源管理知识5 获取竞争优势的人力资源管理之五5.2 management audit 管理审计n The lack of adequate management is a depressingly familiar cause for many of the problems in the small growing firm.缺乏适当管理是导致成长企业发展受阻的重要原因。n Conducting a management audit of the people you now have helping you manage y

37、our firm，and evaluating them on the traditional management functions of planning,organizing,staffing,leading and controlling)。根据传统的管理职能（计划，组织，领导，控制等)对现有管理人员进行管理审计人力资源管理知识5 获取竞争优势的人力资源管理之五5.3 Analysis of development needs n The next step is to determine whether may inadequacies uncovered in step 2 ca

38、n be remedied via some type of development program.人力资源管理知识5 获取竞争优势的人力资源管理之五5.4 identity replacement needs 确定重置需求n The assessment may lead to recruit and select new management talent。This step should determine ahead of time the intellectual,personality,interpersonal,and experience criteria to be use

39、d,and map out an on-the-job development program that gives the person the breadth of experience he or she needs to perform the job.从分析可导致出选拔新管理人才的需求，为此应事先确定所需的智力，个性，人际关系和经验，设计出能赋予管理人才丰富经验的开发计划。人力资源管理知识5 获取竞争优势的人力资源管理之五Example:international MBAprograms of Erasmus universityn Course descriptions term

40、1:n Organizational behaviorn Business methodsn Management information systemsn Management sciencen Managerial economicaln Managerial according人力资源管理知识5 获取竞争优势的人力资源管理之五Term 2:functional areasn Financial managementn Operations managementn Marketing managementn Management of technologyn Human resource

41、managementn Strategic managementn communication skills workshops人力资源管理知识5 获取竞争优势的人力资源管理之五Item 3:advanced courses and mini-coursesn During the last three months of the program,part-time students can join the full-time MBA students in attending elective courses.n A mini-course is a one-day workshop geared to reflective learning.n MBA program fees 33,500人力资源管理知识5 获取竞争优势的人力资源管理之五演讲完毕，谢谢听讲!再见，see you again2023/5/18人力资源管理知识5 获取竞争优势的人力资源管理之五