HRM專業(yè)英語ppt課件

1、CONTENTSUnit 1 An Introduction To HRMSection A: Human Resource Management at WorkSection B: The Changing Role of HRMUnit 2 Job AnalysisSection A: The Nature of and Steps in Job AnalysisSection B: Writing Job DescriptionsUnit 3 HR Planning and RecruitmentSection A: Employment Planning and Forecasting

2、Section B: Recruiting Job CandidatesUnit 4 Selection and InterviewingSection A: Selection MethodsSection B: InterviewingUnit5 Training and DevelopmentSection A: Orientation and TrainingSection B: Management DevelopmentUnit 6 Performance and Career ManagementSection A: Performance AppraisalSection B:

3、 Career ManagementUnit 7 Compensation, incentives and benefitsSection A: CompensationSection B: Incentives and BenefitsUnit 1 An Introduction to HRM Section AHuman Resource Management at work Section BHRMs Changing RoleSection ADefinition of Human Resource Management 1Functions of HRM 2Roles of HR d

4、epartment3“All managers are HR managers.Human Resourcethe individuals who make up the workforce of an organizationhuman resourcesknowledge,skills, expertise, experience,commitmentHuman Resource Managementprocess of acquiring, training, appraising, and compensating employeespractices, policies and pr

5、oceduresFunctions of HRMOrganizations/job design, job analysisHR planningRecruitment and placementTraining and developmentOrientation and trainingManagement developmentCareer planningManaging performanceAppraising performanceCompensation, incentives and benefitsEmployee safety and healthLabor relati

6、onsQuestion Who performs the Human Resource functions?Line managersStaff managersHR departmentLine managerin charge of accomplishing the organizations basic goals Staff managerassist and advise line managers in accomplishing these basic goals Line managersHRM responsibilities of line managers“All ma

7、nagers are HR managers.Assistance provided by HR DepartmentHR departmentSpecific servicescoordinationadviceline managersHR positionsjob analystrecruitment and selectiontraining and developmentcompensationemployee relation manager officer specialistDirector manager officer specialist Vice presidentHu

8、man resourceManagerEmployment servicesManagercompensationManagerTraining and developmentManagerEmployee relationsManagerBenefit serviceRecruitment and placementemployment agencycoordinationEmploymentadvertisingWage/salaryadministrationPerformance managementRewardprogramsPersonnel records/Payroll pro

9、cessingorientationTraining Management developmentEmployeecounselingReview questions What is Human Resource Management?How does HRM relate to the management process?What activities does HRM function include?What is the difference between line managers authority and staff managers authority?“All manag

10、ers are HR managers. Why? What are the difference and relationship between the HRM duties of line managers and HR department?What positions will be included in a HR department?Discussion questionRoles of HRMadministrative role operational rolestrategic role self-service outsource：let outside vendors

11、 provide servicesSection BHRs evolving roleStrategic HRMStrategyStrategy planningSHRMStrategy-the companys long-term plan for how it will balance its internal strengths and weaknesses with its external opportunities and threats to maintain a competitive advantage. competitive advantage: any factors

12、that allow an organization to differentiate its product or service from those of its competitors to increase market sharevision and missionVisionbroader and more future-oriented-a general statement of its intended direction that evokes emotional feelings in organization memberse.g. “for Californians

13、 to have energy choices that are affordable, reliable, diverse, safe, and environmentally acceptable. (California Energy Commission)Missionmore specific and shorter term-spell out who the company is, what it does, and where it is headede.g. “assess and act through public/private partnerships to impr

14、ove energy systems that promote a strong economy and a healthy environment.SWOT analysisInternalConditionExternalenvironmentStrengthsExample: strong research group WeaknessesExample: aging machine OpportunityExample: expanding new marketsThreatsExample: merger of two competitors to form single stron

15、g one three levels of strategiescorporate-level strategyBusiness-level strategyfunctional strategyCorporatestrategyBusiness 1strategyBusiness 2strategyBusiness 3strategyFunctionalstrategyFunctionalstrategyFunctionalstrategythree levels of strategiescorporate-level strategyidentify the portfolio of b

16、usinesses that comprise the company and the ways in which these businesses relate to each otherbusiness-level strategyidentify how to build and strengthen the businesss long-term competitive position in the marketplacefunctional strategyidentify the basic courses of action that each department will

17、pursue in order to help the business attain its competitive goalsSHRMformulating and executing HR systemsHR policies and activities that produce the employee competencies and behaviors the company needs to achieve its strategic aimscompetitive advantagesworkforceCorporate strategies HR strategieslin

18、kingCompanys Competitive Environmenteconomic, political, demographic, technological trendsCompanys strategic situationCompanys internal strengths and weaknessesorganizational performanceCompanys strategic plan expand geographically? vertical integration? diversify?Companys HR strategiesRecruitment,

19、selecting, training,appraising, and compensation systemconsistent with companys strategic planA model for HRMExternal environmental influences economic condition (domestic and international) competitiveness composition of the labor force government requirement, regulation, and laws the union locatio

20、n of the organizationInternal environmental influences Strategy Goals Organizational culture Nature of the task work group leaders style and experienceHuman resource processAcquiring Developing Rewarding Maintaining & Protecting Desirable resultsCompetitive, high quality products/servicesSocially re

21、sponsible and ethical practicesDifferences: Strategy-objective-policy-procedureStrategyThe plan that integrates major objectivesObjectivesGoals that are specific and measurablePoliciesGuides to decision makingProcedures/rulesSpecific directions for decision makingMore specificMore specificMore speci

22、ficA strategy- oriented HR system1. Define the business strategy2. Identify the strategically required organizational outcomes3. Identify the required workforce competencies and behaviors4. Identify the strategically relevant HR system policies and activities, such as new training and grievance syst

23、ems5. Design the HR measurement systemReview questionsHow does HRM evolve?Explain each type of strategic planning.How would you conduct the strategic planning?What is strategic HRM(SHRM)?How to create a strategy-based HR system?HR ManagerFour categories of proficienciesHR proficienciesBusinessproficienciesLeadershipproficienciesLearningprofici