最新版人力資源課件-第1章5e

?2010South-Western,apartofCengageLearning.Allrightsreserved.1–1

CHAPTER1THECHALLENGEOFHUMANRESOURCEMANAGEMENT?2010South-Western,aparto?2010South-Western,apartofCengageLearning.Allrightsreserved.1–2Identifyhowfirmsgainasustainablecompetitiveadvantagethroughpeople.Explainhowglobalizationisinfluencinghumanresourcesmanagement.Describetheimpactofinformationtechnologyonmanagingpeople.Identifytheimportanceofchangemanagement.DescribeHR’sroleindevelopingintellectualcapital.ChapterObjectives

Afterstudyingthischapter,youshouldbeableto?2010South-Western,aparto?2010South-Western,apartofCengageLearning.Allrightsreserved.1–3ExplainhowTQM,SixSigma,andreengineeringaffectHRsystems.（X以后章節(jié)講）DiscusshowcostpressuresaffectHRpolicies.DiscusstheprimarydemographicandemployeeconcernspertainingtoHRM.Provideexamplesoftherolesandcompetenciesoftoday’sHRmanagers.ChapterObjectives

(cont’d)

Afterstudyingthischapter,youshouldbeableto?2010South-Western,aparto?2010South-Western,apartofCengageLearning.Allrightsreserved.1–41.WhyStudyHumanResourcesManagementHumanResourcesManagement(HRM)Theprocessofmanaginghumanresources(humancapitalandintellectualassets)toachieveanorganization’sobjectives.“WhyStudyHRM?”Staffingtheorganization,designingjobsandteams,developingskillfulemployees,identifyingapproachesforimprovingtheirperformance,andrewardingemployeesuccesses—alltypicallylabeledHRMissues—areasrelevanttolinemanagersastheyaretomanagersintheHRdepartment.?2010South-Western,apartoWhoarehumanresourcemanagers?

誰是人力資源管理者？A.seniormanagement;B.

managerofHRdepartmentanddeputymanagerofHRdepartment(人力資源部經(jīng)理和副經(jīng)理);C.

theaboveBplusallemployeesinHRdepartment(人力資源部經(jīng)理、副經(jīng)理以及人力資源部的所有員工);D.

allmanagersatdifferentlevelareHRmanagers(企業(yè)各個層級的管理者都是人力資源管理者）.5WhoarehumanresourcemanagerHRM:contents內(nèi)容

1.Thechallengeofhumanresourcemanagement2.Jobanalysisandworkdesign3.Recruitmentandcareers4.Employeeselection5.Traininganddevelopment6.Performanceappraising7.Compensationmanagement8.Pay-for-performance:incentiverewards9.Employeebenefits.?2010South-Western,apartofCengageLearning.Allrightsreserved.1–6HRM:contents內(nèi)容1.Thechalle?2010South-Western,apartofCengageLearning.Allrightsreserved.1–7FIGURE

1.1FrameworkofHumanResourcesManagement?2010South-Western,aparto?2010South-Western,apartofCengageLearning.Allrightsreserved.1–82.CompetitiveChallengesand

HumanResourcesManagementThemostpressingcompetitiveissuesfacingfirms:Competing,recruiting,andstaffinggloballyEmbracingnewtechnologyManagingchangeManagingtalent,orhumancapitalRespondingtothemarketContainingcosts?2010South-Western,aparto?2010South-Western,apartofCengageLearning.Allrightsreserved.1–9Challenge1:Competing,Recruiting,andStaffingGloballyGlobalization（seepage4ofthetextbook)ThetrendtowardopeningupforeignmarketstointernationaltradeandinvestmentImpactofGlobalization“Anything,anytime,anywhere”markets（市場）Partnershipswithforeignfirms（建立合伙企業(yè)+其它兩種組織形式）Lowertradeandtariffbarriers（貿(mào)易）NAFTA,EU,APECtradeagreementsWTOandGATT?2010South-Western,aparto?2010South-Western,apartofCengageLearning.Allrightsreserved.1–10Challenge1…(cont’d)CorporateSocialResponsibility(CSR)TheresponsibilityofthefirmtoactinthebestinterestsofthepeopleandcommunitiesaffectedbyitsactivitiesGlobalization’sImpactonHRMDifferentgeographies,cultures,laws,andbusinesspracticesIssues:IdentifyingcapablemanagersandworkersDevelopingforeigncultureandworkpracticetrainingprograms.Adjustingcompensationplansforoverseaswork?2010South-Western,aparto?2010South-Western,apartofCengageLearning.Allrightsreserved.1–111AGuidetoHRInternetSitesHRprofessionalscanaccessthefollowingWebsitesforcurrentinformationrelatedtohumanresources.CodesofConductAsia-PacificEconomicCooperationForumBusinessCodeofConduct(/APECForumBusinessCodeofConduct.html)CauxRoundTablePrinciplesforBusiness(/principles.html)FairLaborAssociationWorkshopCodeofConduct()GlobalSullivanPrinciples()ILOTripartiteDeclarationofPrinciplesConcerningMultinationalEnterprisesandSocialPolicy()OECDGuidelinesforMultinationalEnterprises(/daf/investment/guidelines)OECD,PrinciplesofCorporateGovernance()RulesofConductonExtortionandBriberyinInternationalBusinessTransactions(InternationalChamberofCommerce,)UnitedNationsUniversalDeclarationofHumanRights()?2010South-Western,aparto?2010South-Western,apartofCengageLearning.Allrightsreserved.1–121AGuidetoHRInternetSites(cont’d)GeneralAFL-CIO(/home.htm)—Unionnews,issuepapers,pressreleases,linkstolaborsites.AmericanManagementAssociation(/index.htm)—AMAmembership,programs,training,andsoon.FedWorld()—AgatewaytomanygovernmentWebsites.HRProfessional’sGatewaytotheInternet()—LinkstoHR-relatedWebpages.OccupationalSafetyandHealthResources()—OSHA-relatedsites,governmentpages,resources,andsoon.SocietyforHumanResourceManagement()—Currentevents,information,connections,andarticles.Telecommuting,Telework,andAlternativeOfficing()—Telecommutingandflexiblehours.Training&DevelopmentResourceCenter()—Jobmart,traininglinks,andT&Delectronicmailinglistlinks.U.S.DepartmentofLabor()—Jobbank,laborstatistics,pressreleases,grants,andcontractinformation.中國人力資源和社會保障部：/?2010South-Western,aparto?2010South-Western,apartofCengageLearning.Allrightsreserved.1–13Challenge2:EmbracingNewTechnologyKnowledgeWorkersWorkerswhoseresponsibilitiesextendbeyondthephysicalexecutionofworktoincludeplanning,decisionmaking,andproblemsolving.Knowledge-BasedTrainingOnlineinstruction（在線指導(dǎo)）“Just-in-time”learningviatheInternet

oncompanyintra-netsVirtuallearning（虛擬學(xué)習(xí)）?2010South-Western,aparto?2010South-Western,apartofCengageLearning.Allrightsreserved.1–14InfluenceofTechnologyinHRMHumanResourcesInformationSystem(HRIS)Acomputerizedsystemthatprovidescurrentandaccuratedataforthepurposesofcontrolanddecisionmaking.Benefits:Automationofroutinetasks,loweradministrativecosts,increasedproductivityandresponsetimes.Self-serviceaccesstoinformationandtrainingformanagersandemployeesOnlinerecruiting,screening,andpretestingofapplicantsTraining,tracking,andselectingemployeesbasedontheirrecordofskillsandabilitiesOrganization-widealignmentof“cascading”goals?2010South-Western,aparto?2010South-Western,apartofCengageLearning.Allrightsreserved.1–152AutomationofTalentManagementFunctions?2010South-Western,aparto?2010South-Western,apartofCengageLearning.Allrightsreserved.1–16HRMITInvestmentFactorsFitoftheapplicationtothefirm’semployeebase.AbilitytoupgradeIncreasedefficiencyandtimesavingsCompatibilitywithcurrentsystemsAvailabilityoftechnicalsupportTimerequiredtoimplementandtrainstaffmemberstouseHRISInitialandannualmaintenancecostsTrainingtimerequiredforHRandpayroll?2010South-Western,aparto?2010South-Western,apartofCengageLearning.Allrightsreserved.1–17Challenge3:ManagingChangeTypesofChangeReactivechangeChangethatoccursafterexternalforceshavealreadyaffectedperformanceProactivechangeChangeinitiatedtotakeadvantageoftargetedopportunitiesManagingChangethroughHRFormalchangemanagementprogramshelptokeepemployeesfocusedonthesuccessofthebusiness.?2010South-Western,aparto?2010South-Western,apartofCengageLearning.Allrightsreserved.1–18Challenge3:ManagingChange(cont’d)WhyChangeEffortsFail:Notestablishingasenseofurgency.Notcreatingapowerfulcoalitiontoguidetheeffort.Lackingleaderswhohaveavision.Lackingleaderswhocommunicatethevision.Notremovingobstaclestothenewvision.Notsystematicallyplanningforandcreatingshort-term“wins.”Declaringvictorytoosoon.Notanchoringchangesinthecorporateculture.?2010South-Western,aparto?2010South-Western,apartofCengageLearning.Allrightsreserved.1–19Challenge4:ManagingTalent,orHumanCapitalHumanCapitalTheknowledge,skills,andcapabilitiesofindividualsthathaveeconomicvaluetoanorganization.Valuablebecausecapital:isbasedoncompany-specificskills.isgainedthroughlong-termexperience.canbeexpandedthroughdevelopment.?2010South-Western,apartoHumanCapitalandHRM（takenfrom16thed）Wordstodescribehowimportantpeoplearetoorganizations–HumanResources,HumanCapital,IntellectualAssets,andTalentManagement.HumanCapital-Theknowledge,skills,andcapabilitiesofindividualsthathaveeconomicvaluetoanorganizationHumancapitalisintangibleandcannotbemanagedthewayorganizationsmanagejobs,products,andtechnologies.Valuablebecausecapital:isbasedoncompany-specificskills.isgainedthroughlong-termexperience.canbeexpandedthroughdevelopment.1–20“Anorganization’sabilitytolearn,andtranslatethatlearningintoactionrapidly,istheultimatecompetitivebusinessadvantage.”(JackWelch,GeneralElectric)HumanCapitalandHRM（takenfr21企業(yè)存在的理由：

將各種資源加以整合以實現(xiàn)組織目標21企業(yè)存在的理由：

將各種資源加以整合以實現(xiàn)組織目標?2010South-Western,apartofCengageLearning.Allrightsreserved.1–22Challenge5:RespondingtotheMarketTotalQualityManagement(TQM)Asetofprinciplesandpracticeswhosecoreideasincludeunderstandingcustomerneeds,doingthingsrightthefirsttime,andstrivingforcontinuousimprovement.SixSigmaAprocessusedtotranslatecustomerneedsintoasetofoptimaltasksthatareperformedinconcertwithoneanother.HRfacilitatesorganizationaldevelopmentofSixSigma.HRhelpsbalancetheopposingneedsfororderandcontrolwiththeneedsforgrowthandcreativity.?2010South-Western,aparto?2010South-Western,apartofCengageLearning.Allrightsreserved.1–23Challenge5:RespondingtotheMarket(cont’d)ReengineeringandHRMFundamentalrethinkingandradicalredesignofbusinessprocessestoachievedramaticimprovementsincost,quality,service,andspeed.Requiresthatmanagerscreateanenvironmentforchange.Dependsoneffectiveleadershipandcommunicationprocesses.Requiresthatadministrativesystemsbereviewedandmodified.?2010South-Western,aparto?2010South-Western,apartofCengageLearning.Allrightsreserved.1–24Challenge6:ContainingCostsDownsizingTheplannedeliminationofjobs(“headcount”).LayoffsOutsourcingContractingoutsidetheorganizationtohaveworkdonethatformerlywasdonebyinternalemployees.Offshoring(GlobalSourcing)Thebusinesspracticeofsendingjobstoothercountries.?2010South-Western,aparto?2010South-Western,apartofCengageLearning.Allrightsreserved.1–25Challenge6:ContainingCosts(cont’d)HiddenCostsofaLayoffSeveranceandrehiringcostsAccruedvacationandsickdaypayoutsPensionandbenefitpayoffsPotentiallawsuitsfromaggrievedworkersLossofinstitutionalmemoryandtrustinmanagementLackofstafferswhentheeconomyreboundsSurvivorswhoarerisk-averse,paranoid,andpolitical?2010South-Western,aparto?2010South-Western,apartofCengageLearning.Allrightsreserved.1–26Challenge6:ContainingCosts(cont’d)BenefitsofaNo-LayoffPolicyAfiercelyloyal,moreproductiveworkforceHighercustomersatisfactionReadinesstosnapbackwiththeeconomyArecruitingedgeWorkerswhoaren’tafraidtoinnovate,knowingtheirjobsaresafe.?2010South-Western,aparto?2010South-Western,apartofCengageLearning.Allrightsreserved.1–27FIGURE

1.2EstimatedNumberandTypesofU.S.JobsEstimatedto

MoveOffshorebetween2010and2015?2010South-Western,aparto?2010South-Western,apartofCengageLearning.Allrightsreserved.1–28Challenge6:ContainingCosts(cont’d)EmployeeLeasingTheprocessofdismissingemployeeswhoarethenhiredbyaleasingcompany(whichhandlesallHR-relatedactivities)andcontractingwiththatcompanytoleasebacktheemployees.?2010South-Western,aparto?2010South-Western,apartofCengageLearning.Allrightsreserved.1–29FIGURE

1.3ProductivityEnhancements?2010South-Western,aparto?2010South-Western,apartofCengageLearning.Allrightsreserved.1–30DemographicandEmployeeConcernsDemographicChangesMorediverseworkforceEthnicandculturalchallengesAgingworkforceMoreeducatedworkforceNecessityofbasicskillstrainingManagingDiversityBeingawareofcharacteristicscommontoemployees,whilealsomanagingemployeesasindividuals?2010South-Western,aparto?2010South-Western,apartofCengageLearning.Allrightsreserved.1–313SocialIssuesinHRMChangingDemographics:ThecomingdecadeswillbringamorediverseandagingworkforcetodevelopedcountriessuchastheUnitedStates.ThishasmajorimplicationsforallaspectsofHRMbecauseitalterstraditionalexperienceandexpectationsregardingthelaborpool.Amongtheissuesinthisareaare:?Globalization ?Diversitystrategies

?Shrinkingpoolofskilledentry-levelworkers ?SocialSecurityandretirementissues

?Risinghealthcarecostsforemployees ?Continualskillsdevelopmentandretraining

?Outsourcing,offshoring,andtheuseoftemporaryandpart-timeemployeesEmployer/EmployeeRights:Thisareareflectstheshifttowardorganizationsandindividualsattemptingtodefinerights,obligations,andresponsibilities.Amongtheissueshereare:?Relationshipemploymentversustransactional-basedemployment

?Concernfortheprivacyofemployees ?Whistle-blowing ?Comparableworth

?Employer-employeeethics ?Legalcompliance ?MandatedbenefitsAttitudestowardWorkandFamily:Becauseoftheincreaseofworkingwomenaswellasemployeemobilityandagrowingconcernaboutfamilyissues,thereisdemandforrecognizingandsupportingfamily-relatedconcerns.Amongtheissuesare:?Daycareandeldercare ?Parentalleave ?Flextime ?Telecommuting

?Alternativeworkschedules ?Jobsharing ?Jobrotation?2010South-Western,aparto?2010South-Western,apartofCengageLearning.Allrightsreserved.1–32FIGURE

1.4CompositionofU.S.Population?2010South-Western,aparto?2010South-Western,apartofCengageLearning.Allrightsreserved.1–33FIGURE

1.5LaborForceandGenderDistributions?2010South-Western,aparto?2010South-Western,apartofCengageLearning.Allrightsreserved.1–34FIGURE

1.6EducationPays?2010South-Western,aparto?2010South-Western,apartofCengageLearning.Allrightsreserved.1–35FIGURE

1.7ModelofDiversityManagementStrategy?2010South-Western,aparto?2010South-Western,apartofCengageLearning.Allrightsreserved.1–364WhyDiversity?Theprimarybusinessreasonsfordiversitymanagementinclude...?2010South-Western,aparto?2010South-Western,apartofCengageLearning.Allrightsreserved.1–37Jobsand

OrganizationsEmployee

RightsConcernfor

PrivacyAttitudes

towardsWorkBalancingWork

andFamilyImpactofCulturalChanges?2010South-Western,aparto?2010South-Western,apartofCengageLearning.Allrightsreserved.1–38QualitiesofHRManagersResponsibilitiesAdviceandcounselServicePolicyformulationandimplementationEmployeeadvocacyCompetenciesBusinessmasteryHRmasteryChangemasteryPersonalcredibility?2010South-Western,aparto?2010South-Western,apartofCengageLearning.Allrightsreserved.1–39FIGURE

1.8HumanResourceCompetencyModel?2010South-Western,aparto?2010South-Western,apartofCengageLearning.Allrightsreserved.1–405SHRMCodeofEthicalandProfessionalStandardsinHumanResourceManagementSocietyforHumanResourceManagementCODEPROVISIONSProfessionalResponsibilityCorePrincipleAsHRprofessionals,weareresponsibleforaddingvaluetotheorganizationsweserveandcontributingtotheethicalsuccessofthoseorganizations.Weacceptprofessionalresponsibilityforourindividualdecisionsandactions.Wearealsoadvocatesfortheprofessionbyengaginginactivitiesthatenhanceitscredibilityandvalue.IntentTobuildrespect,credibilityandstrategicimportancefortheHRprofessionwithinourorganizations,thebusinesscommunity,andthecommunitiesinwhichwework.Toassisttheorganizationsweserveinachievingtheirobjectivesandgoals.Toinformandeducatecurrentandfuturepractitioners,theorganizationsweserve,andthegeneral?publicaboutprinciplesandpracticesthathelptheprofession.Topositivelyinfluenceworkplaceandrecruitmentpractices.Toencourageprofessionaldecision-makingandresponsibility.Toencouragesocialresponsibility.?2010South-Western,aparto?2010South-Western,apartofCengageLearning.Allrightsreserved.1–41corporatesocialresponsibilitydownsizingemployeeleasingglobalizationhumancapitalhumanresourcesinformationsystem(HRIS)humanresourcesmanagement(HRM)knowledgeworkersmanagingdiversityoffshoringoutsourcingproactivechangereactivechangereengineeringSixSigmatotalqualitymanagement(TQM)?2010South-Western,aparto?2010South-Western,apartofCengageLearning.Allrightsreserved.1–42

CHAPTER1THECHALLENGEOFHUMANRESOURCEMANAGEMENT?2010South-Western,aparto?2010South-Western,apartofCengageLearning.Allrightsreserved.1–43Identifyhowfirmsgainasustainablecompetitiveadvantagethroughpeople.Explainhowglobalizationisinfluencinghumanresourcesmanagement.Describetheimpactofinformationtechnologyonmanagingpeople.Identifytheimportanceofchangemanagement.DescribeHR’sroleindevelopingintellectualcapital.ChapterObjectives

Afterstudyingthischapter,youshouldbeableto?2010South-Western,aparto?2010South-Western,apartofCengageLearning.Allrightsreserved.1–44ExplainhowTQM,SixSigma,andreengineeringaffectHRsystems.（X以后章節(jié)講）DiscusshowcostpressuresaffectHRpolicies.DiscusstheprimarydemographicandemployeeconcernspertainingtoHRM.Provideexamplesoftherolesandcompetenciesoftoday’sHRmanagers.ChapterObjectives

(cont’d)

Afterstudyingthischapter,youshouldbeableto?2010South-Western,aparto?2010South-Western,apartofCengageLearning.Allrightsreserved.1–451.WhyStudyHumanResourcesManagementHumanResourcesManagement(HRM)Theprocessofmanaginghumanresources(humancapitalandintellectualassets)toachieveanorganization’sobjectives.“WhyStudyHRM?”Staffingtheorganization,designingjobsandteams,developingskillfulemployees,identifyingapproachesforimprovingtheirperformance,andrewardingemployeesuccesses—alltypicallylabeledHRMissues—areasrelevanttolinemanagersastheyaretomanagersintheHRdepartment.?2010South-Western,apartoWhoarehumanresourcemanagers?

誰是人力資源管理者？A.seniormanagement;B.

managerofHRdepartmentanddeputymanagerofHRdepartment(人力資源部經(jīng)理和副經(jīng)理);C.

theaboveBplusallemployeesinHRdepartment(人力資源部經(jīng)理、副經(jīng)理以及人力資源部的所有員工);D.

allmanagersatdifferentlevelareHRmanagers(企業(yè)各個層級的管理者都是人力資源管理者）.46WhoarehumanresourcemanagerHRM:contents內(nèi)容

1.Thechallengeofhumanresourcemanagement2.Jobanalysisandworkdesign3.Recruitmentandcareers4.Employeeselection5.Traininganddevelopment6.Performanceappraising7.Compensationmanagement8.Pay-for-performance:incentiverewards9.Employeebenefits.?2010South-Western,apartofCengageLearning.Allrightsreserved.1–47HRM:contents內(nèi)容1.Thechalle?2010South-Western,apartofCengageLearning.Allrightsreserved.1–48FIGURE

1.1FrameworkofHumanResourcesManagement?2010South-Western,aparto?2010South-Western,apartofCengageLearning.Allrightsreserved.1–492.CompetitiveChallengesand

HumanResourcesManagementThemostpressingcompetitiveissuesfacingfirms:Competing,recruiting,andstaffinggloballyEmbracingnewtechnologyManagingchangeManagingtalent,orhumancapitalRespondingtothemarketContainingcosts?2010South-Western,aparto?2010South-Western,apartofCengageLearning.Allrightsreserved.1–50Challenge1:Competing,Recruiting,andStaffingGloballyGlobalization（seepage4ofthetextbook)ThetrendtowardopeningupforeignmarketstointernationaltradeandinvestmentImpactofGlobalization“Anything,anytime,anywhere”markets（市場）Partnershipswithforeignfirms（建立合伙企業(yè)+其它兩種組織形式）Lowertradeandtariffbarriers（貿(mào)易）NAFTA,EU,APECtradeagreementsWTOandGATT?2010South-Western,aparto?2010South-Western,apartofCengageLearning.Allrightsreserved.1–51Challenge1…(cont’d)CorporateSocialResponsibility(CSR)TheresponsibilityofthefirmtoactinthebestinterestsofthepeopleandcommunitiesaffectedbyitsactivitiesGlobalization’sImpactonHRMDifferentgeographies,cultures,laws,andbusinesspracticesIssues:IdentifyingcapablemanagersandworkersDevelopingforeigncultureandworkpracticetrainingprograms.Adjustingcompensationplansforoverseaswork?2010South-Western,aparto?2010South-Western,apartofCengageLearning.Allrightsreserved.1–521AGuidetoHRInternetSitesHRprofessionalscanaccessthefollowingWebsitesforcurrentinformationrelatedtohumanresources.CodesofConductAsia-PacificEconomicCooperationForumBusinessCodeofConduct(/APECForumBusinessCodeofConduct.html)CauxRoundTablePrinciplesforBusiness(/principles.html)FairLaborAssociationWorkshopCodeofConduct()GlobalSullivanPrinciples()ILOTripartiteDeclarationofPrinciplesConcerningMultinationalEnterprisesandSocialPolicy()OECDGuidelinesforMultinationalEnterprises(/daf/investment/guidelines)OECD,PrinciplesofCorporateGovernance()RulesofConductonExtortionandBriberyinInternationalBusinessTransactions(InternationalChamberofCommerce,)UnitedNationsUniversalDeclarationofHumanRights()?2010South-Western,aparto?2010South-Western,apartofCengageLearning.Allrightsreserved.1–531AGuidetoHRInternetSites(cont’d)GeneralAFL-CIO(/home.htm)—Unionnews,issuepapers,pressreleases,linkstolaborsites.AmericanManagementAssociation(/index.htm)—AMAmembership,programs,training,andsoon.FedWorld()—AgatewaytomanygovernmentWebsites.HRProfessional’sGatewaytotheInternet()—LinkstoHR-relatedWebpages.OccupationalSafetyandHealthResources()—OSHA-relatedsites,governmentpages,resources,andsoon.SocietyforHumanResourceManagement()—Currentevents,information,connections,andarticles.Telecommuting,Telework,andAlternativeOfficing()—Telecommutingandflexiblehours.Training&DevelopmentResourceCenter()—Jobmart,traininglinks,andT&Delectronicmailinglistlinks.U.S.DepartmentofLabor()—Jobbank,laborstatistics,pressreleases,grants,andcontractinformation.中國人力資源和社會保障部：/?2010South-Western,aparto?2010South-Western,apartofCengageLearning.Allrightsreserved.1–54Challenge2:EmbracingNewTechnologyKnowledgeWorkersWorkerswhoseresponsibilitiesextendbeyondthephysicalexecutionofworktoincludeplanning,decisionmaking,andproblemsolving.Knowledge-BasedTrainingOnlineinstruction（在線指導(dǎo)）“Just-in-time”learningviatheInternet

oncompanyintra-netsVirtuallearning（虛擬學(xué)習(xí)）?2010South-Western,aparto?2010South-Western,apartofCengageLearning.Allrightsreserved.1–55InfluenceofTechnologyinHRMHumanResourcesInformationSystem(HRIS)Acomputerizedsystemthatprovidescurrentandaccuratedataforthepurposesofcontrolanddecisionmaking.Benefits:Automationofroutinetasks,loweradministrativecosts,increasedproductivityandresponsetimes.Self-serviceaccesstoinformationandtrainingformanagersandemployeesOnlinerecruiting,screening,andpretestingofapplicantsTraining,tracking,andselectingemployeesbasedontheirrecordofskillsandabilitiesOrganization-widealignmentof“cascading”goals?2010South-Western,aparto?2010South-Western,apartofCengageLearning.Allrightsreserved.1–562AutomationofTalentManagementFunctions?2010South-Western,aparto?2010South-Western,apartofCengageLearning.Allrightsreserved.1–57HRMITInvestmentFactorsFitoftheapplicationtothefirm’semployeebase.AbilitytoupgradeIncreasedefficiencyandtimesavingsCompatibilitywithcurrentsystemsAvailabilityoftechnicalsupportTimerequiredtoimplementandtrainstaffmemberstouseHRISInitialandannualmaintenancecostsTrainingtimerequiredforHRandpayroll?2010South-Western,aparto?2010South-Western,apartofCengageLearning.Allrightsreserved.1–58Challenge3:ManagingChangeTypesofChangeReactivechangeChangethatoccursafterexternalforceshavealreadyaffectedperformanceProactivechangeChangeinitiatedtotakeadvantageoftargetedopportunitiesManagingChangethroughHRFormalchangemanagementprogramshelptokeepemployeesfocusedonthesuccessofthebusiness.?2010South-Western,aparto?2010South-Western,apartofCengageLearning.Allrightsreserved.1–59Challenge3:ManagingChange(cont’d)WhyChangeEffortsFail:Notestablishingasenseofurgency.Notcreatingapowerfulcoalitiontoguidetheeffort.Lackingleaderswhohaveavision.Lackingleaderswhocommunicatethevision.Notremovingobstaclestothenewvision.Notsystematicallyplanningforandcreatingshort-term“wins.”Declaringvictorytoosoon.Notanchoringchangesinthecorporateculture.?2010South-Western,aparto?2010South-Western,apartofCengageLearning.Allrightsreserved.1–60Challenge4:ManagingTalent,orHumanCapitalHumanCapitalTheknowledge,skills,andcapabilitiesofindividualsthathaveeconomicvaluetoanorganization.Valuablebecausecapital:isbasedoncompany-specificskills.isgainedthroughlong-termexperience.canbeexpandedthroughdevelopment.?2010South-Western,apa