当前位置：文档之家 › Human Resource Management paper

Human Resource Management paper

  • 格式：pdf
  • 大小：43.05 KB
  • 文档页数：2

The University of Nottingham Ningbo, China
DIVISION OF INTERNATIONAL BUSINESS
A LEVEL 3 MODULE, AUTUMN SEMESTER 2007-2008
HUMAN RESOURCE MANAGEMENT I
Time allowed TWO HOURS
__________________________________________________________________________ Candidates must NOT start writing their answers until told to do so
Answer TWO questions
No calculators are permitted in this examination.
Dictionaries are not allowed with one exception. Those whose first language is not English may use a standard translation dictionary to translate between that language and English provided that neither language is the subject of this examination. Subject specific
translation dictionaries are not permitted.
No electronic devices capable of storing and retrieving text, including electronic dictionaries,
may be used.
DO NOT turn examination paper over until instructed to do so ADDITIONAL MATERIAL: None
P13425-E1 TURN OVER
1.Define human resource management and explain how HRM may contribute to
organisational performance.
2.Outline and evaluate the stakeholder model of human resource management.
3.Evaluate the key issues that managers might consider when selecting appropriate pay
practices.
4. Explain the factors influencing the general lack of investment in training by
contemporary organisations.
5.Should employers recognise and work with trade unions? Give reasons for your
answer.
6.Critically evaluate Atkinson’s model of the flexible firm.
7.Is employee involvement effective and, if so, for whom? Use appropriate examples to
illustrate your answer.
8.360-degree performance appraisal is the best method of performance appraisal in
organisations. Discuss.
P13425-E1 END。

合集下载

human resource management阅读理解

human resource management阅读理解

human resource management阅读理解【题目】阅读下面的文章，根据文章内容，完成相应的选择题。

HUMAN RESOURCES MANAGEMENTHuman Resources Management(HRM)is the process of managing people and their relationships in an organization.These two processes are important in the success and growth of a business.In managing people, staffing is the most important component of HRM.It needs to make guidelines and procedures for hiring and placement.Staffing also involves the management of employees on matters like monitoring of holidays,absences,health and safety,disciplinary action,and dismissal. Another important element of HRM in managing people is keeping the employees in the company.The training of employees to enable them to improve their career development is very important.Good HRM policies ensure that there are clear regulations which show the pay levels for the different positions in an organization.It is important for the staff to know the career path,pay,training and other opportunities that are available to them.Performance management is another important component of HRM. The reason for this is that many employers use it to evaluate career improvement and to determine pay increases.The secondary role of HRM is the management of the relationships among people in an organization.This includes staff within departments as well as across the whole organization.The relationship between staff and management is animportant factor in the success of an organization.It decides how fast an organization will realize their goals.The focus of HRM is the people within an organization.Regular planning,monitoring and evaluation are important for the success of HRM.Successful management ensures that all employees know their role,career development and also feel part of an organization.操作提示：通过题干后的下拉框选择题目的正确答案。

非人力资源经理的人力资源管理PPT课件

非人力资源经理的人力资源管理PPT课件

晋升可能性： 生涯开发潜力：
现职为： -所需开发项目-
-可晋升职位-
28
候选人：
人力资源供给预测
替换规划法
替换规划法采用替换单（或职位调配卡）。替换单根据雇 员目前的工作绩效，清楚地显示潜在的空缺和可能出现的 替换
总经理
业务经理
☆ 张某 ■ ◎ 李某 ◆
管理经理
◎ 王某 ▲
◎ 姜某 ◆
29
符号标志
知识 技能
能力
绩效管理
40
工作分析的具体内容
1、岗位责任
责任的种类：管理责任、非管理责任 岗位责任分析的原则 ✓ 用主动性的功能动词 ✓ 使用专业术语 ✓ 说明工作责任的相互关系 ✓ 确定任务排列 ✓ 刻画任务的数量和质量要求 ✓ 写好开场白
41
工作分析的具体内容
2、资格条件 工作经验 智力水平 技巧和准确性 体力要求 其他心理素质要求
人本主义经营
需求、动机、态度、行动等因 素影响人力资源的绩效。
通过激励使绩效最大化
人力资源不仅是开发的对象， 而且是自我开发的主体。
培训与职业生涯开发
与组织成果最密切的资源是人 通过核心人才开发与利用
力资源。
提高组织竞争力
如果没有被雇佣，人力资源会 自然消失
人力资源计划
6
人力资源管理与企业外部环境的变化
建立新的组织 公司战略调整和业务发展 企业的技术创新，需要进行新的定岗定员 建立公司制度的需要
34
工作分析的6个方面
工作内容(What） 职衔（Who） 工作地点（Where） 工作时间（When） 怎样操作（How） 为何设立该岗位（Why）
35
工作分析方法
观察法 专家法 问卷法 特殊事项法 工作日志法 实验法 综合法
人力资源管理专业英语Chapter-2-Human-Resource-Planning(ppt文档)

人力资源管理专业英语Chapter-2-Human-Resource-Planning(ppt文档)


Implements HR plan as
plans and career paths in line
approved by top management with HR plan
If a company grows rapidly with little retrenchment, employment expands．Growth objectives are a key part of an organization’s overall strategic plan. Almost all strategic plans deal with the size the company wishes to be in the future.
There are four main determinants of the labor supply：the size, age, sex, and educational composition of the population; the demand for goods and services in the economy; the nature of production technology and the labor force participation rates.
2.1 Introduction of Human Resource Planning
Geographic and Competitive Concerns Employers must consider the following geographic
and competitive concerns in making HR plans: net migration into the area; other employers in the area; employee resistance to geographic relocation; direct competitors in the area; impact of international competition on the area.
人力资源管理的环境概述

人力资源管理的环境概述


管理实践的统一 强调工作的质量 行为导向
民族学33与公共管理学院
企业组织结构（1）
Human Resources Management
企业组织结构是指企业内部部门和岗位的设置以及组合方式， 不同的组织结构，其岗位和部门的设置及组合方式是不同的， 而人力资源管理一个很重要的目标就是要实现人与岗位的匹 配，因此不同的组织结构会导致人力资源管理的实践活动有 所不同。
稳定战略是指企业保持目前的经验规模和经营领域，既不扩大也不 缩小，力求实现企业的稳定运行。
收缩战略是指企业要缩小自己经营的规模或减少自己经营的领域。
民族学32与公共管理学院
企业发展战略（2）
Human Resources Management
不同发展战略下，企业的人力资源活动各不相同。
成长战略 内部成长战略 外部成长战略
集体决策制
责任制度 强调个人承担责任
强调员工共同承担责任
控制机制 严格的控制，规章制度比较多
松散的控制
员工关系 人际关系比较冷淡
人际关系比较浓重
民族学28与公共管理学院
28
竞争者
Human Resources Management
在新经济时代，企业之间的竞争日益激烈，而所有的竞争则 集中在人力资源，可以说人力资源竞争的成败将决定企业竞
政治因素 （1）
Human Resources Management
民族学14与公共管理学院
政治因素 （1）
Human Resources Management
民族学15与公共管理学院
政治因素（2）
工会
Human Resources Management
工会通过自己的努力，可以影响政府相关政策法规的制定。