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人力资源管理专业英语PPT课件

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人力资源管理英文PPT03

人力资源管理英文PPT03
Visit: /data/G012.htm, and /
Sample Position Analysis Questionnaire
Figure 3 - 4
The U.S. Department of Labor approach美国劳工部职位分析法
Sample Interview Questions (continued)
What are the basic accountabilities or performance standards that typify your work? What are your responsibilities? What are the environmental and working conditions involved? What are the job’s physical demands? The emotional and mental demands? What are the health and safety conditions? Are you exposed to any hazards or unusual working conditions?
Part 2: Methods of Collecting Job Analysis Information
The interview Questionnaire Observation Participant diary/logs(现场工作日志法） Quantitative techniques
Work activities，完成每项活动的方法，原因和时间。 Human behaviors:感知、沟通、决策 Machines, tools, equipment and work

人力资源管理(中英文经典概述) ppt课件

人力资源管理(中英文经典概述) ppt课件

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• 你怎么称呼老师？ • 如果老师最后没有总结一节课的重点的难点，你
是否会认为老师的教学方法需要改进？ • 你所经历的课堂，是讲座式还是讨论式？ • 教师的教鞭 • “不怕太阳晒，也不怕那风雨狂，只怕先生骂我
笨，没有学问无颜见爹娘 ……” • “太阳当空照，花儿对我笑，小鸟说早早早……”
PART 1 人力资源管理简介
WHAT IS HRM？
什么是人力资源管理
人力资源管理就是预测组织人力资源需求并作出人力需求计划、招聘选 择人员并进行有效组织、考核绩效支付报酬并进行有效激励、结合组织 与个人需要进行有效开发以便实现最优组织绩效的全过程
Human resource management is to predict the organization human resources demand and to make human demand plan, choice of recruiting staff and pay the remuneration for effective organization, performance appraisal and effective incentive, to meet the needs of organizations and individuals to develop effectively in order to realize the whole process of the optimal organizational performance
their current job
and growth
培训的作用The role of training
响应环境的变化 Respond to changes in the environment

人力资源管理专业英语PPT幻灯片

人力资源管理专业英语PPT幻灯片
each? ➢ what are the education, experience,
skill and certification and licensing requirements?
22
➢ what are the job’s physical demand?
➢ The emotional and mental demand?
• Recruiting
• Selecting
• Human
resource development
(orienting , training , development
and career planning )
• Appraising performance
• Compensation and benefits
16
2.2.2 the use of job analysis ------ the cornerstone of HRM
Job analysis Job description and job specification
HRM activities
17
• 2.3 steps in job analysis
• Labor relation
5
1.4 Linking HRM to strategy
6
1.4.1 Corporate strategy leads to HR strategy
Corporate strategy
Business strategy
HR strategy
7
1.4.2 HR competencies lead to business strategy
➢ what are the health and safety conditions?

人力资源管理英文PPT04

人力资源管理英文PPT04

Campus Interview Report
Name of person interviewed Applying for position Department Qualifications Excellent
Communication Education Related Experience Interpersonal Skills Problem Solving Skills Adaptable to change
Employment planning and forecasting
Steps in Recruitment and Selection Process
Recruiting builds pool of candidates建立
候选人才库
Applirm
Internal Sources of Candidates
No substitute for knowing a candidate’s strengths and weaknesses Inside candidates may be more committed to the company and can increase morale Can backfire 逆火 Can promote inbreeding
futurestep
Tips on Choosing a Recruiter
Can they conduct a thorough search? Meet individual who will handle the search Ask about the cost Be sure you can trust them with privileged information Talk to prior clients

人力资源管理(HRM)英文PPT精选文档

人力资源管理(HRM)英文PPT精选文档
Career planning Training
Employee development
2-14
Government Law and Regulations
Other areas of legislation and regulation Employment of illegal aliens Discrimination based on sex, age, disability Compensation regulation Benefits regulation Workers' compensation and safety laws Labor relations laws and regulations Privacy laws
2-11
HRM is One Function Among Many
Finance
Accounting
R&D
HRM
Marketing
Production
2-12
Government Law and Regulations
Government regulation directly affects:
Developing
Rewarding
Goals of ARDM: socially responsible, ethical practices
2-6
A Model to Organize HRM
Government requirements, regulations, laws
The union Economics Competitiveness Labor force composition
Success of any HRM activity
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3-12
4-13
Uses of Job Analysis Information
Job Analysis
Job Description and
Job Specification
Recruiting and Selection Decisions
Methods of Collecting Job Analysis Information
The Interview Questionnaire Observation Participant Diary/Logs Quantitative Job Analysis Techniques Using Multiple Sources of Information
How the job is appraised?
3-10
4-11
Job Context
Working conditions Schedule Organizational context Social context Information regarding
incentives
3-11
3-5
4-6
What Information do I Collect?
Work activities Human behaviors Machines, tools, equipment and work
aids Performance standards Job context Human requirements
3-3
4-4
After Studying This Chapter, You Should Be Able To:
Discuss the nature of job analysis, including what it is and how it’s used
Use at least three methods of collecting job analysis information
Working Conditions and Physical Environment
Writing Job Specifications
Specifications for Trained Versus Untrained Personnel
Job Specifications Based on Judgment
Write job descriptions including summaries and job functions using the Internet and traditional methods
Write job specifications using the Internet as well as your judgment.
4-12
Human Requirements
Job-related knowledge and skills
Education Training Work experience
Personal attributes
Aptitudes Physical characteristics Personality Interests
Lifting weights Walking long distance
3-8
4-9
Machines, Tools, Equipment, Work Aids
Products made Materials
processed Knowledge Services
3-9
4-10
Performance Standards
Job Specifications Based on Statistical Analysis
Job Analysis in a “Jobless” World
From Specialized to Enlarged Jobs
Why Managers are De-jobbing Their Companies
4-1
Job Analysis
A Prelude to Recruitment and
Placement
3-1
4-2
Chapter Outline
The Nature of Job Analysis
Definition Uses of Job Analysis Information Steps in Job Analysis
3-2
4-3
ቤተ መጻሕፍቲ ባይዱ
Chapter Outline
(continued)
Writing Job Descriptions
Job Identification
Job Summary
Relationships
Responsibilities and Duties
Standards of Performance
Explain job analysis in a “jobless” world, including what it means and how it’s done in practice
3-4
4-5
Job Analysis – What is it and how is it used?
Definition: The procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it. It produces 2 products -- Job descriptions -- Job specifications
3-6
4-7
Work activities
Cleaning Selling Teaching Painting How, why and when the
activities are performed
3-7
4-8
Human behaviors
Sensing Communicating Deciding Writing Job demands