工商管理专业PPT英语课件Unit 8 Human Resource Managem

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工商管理专业英语unit8

department or unit, as in a governmental agency or school system 监督；管理人员 ➢ cosmetic: n. a preparation such as a face-cream, bodypowder, etc., intended to make the skin or hair more beautiful 化装品 ➢ substantive: adj. (in grammar) expressing existence 〔文法〕表示存在的
➢ Plague: v. To cause continual discomfort, suffering, or trable to; to make rather angry 折磨，烦恼；使得灾祸
➢ Compensate: v. To provide (someone or something) with a balancing effect for some loss or something lacking; make a suitable payment for some loss补偿，赔偿，报酬；n.赔偿金，赔偿费，赔偿物
工商管理专业英语unit8
第一页，共24ห้องสมุดไป่ตู้。
Glossary
➢ utilization: n. making (good) use of 利用；使用 ➢ mesh: v. to connect; be held (together) 接合；相合 ➢ representative: n. a person acting in place of one or more
others 代表；代理 ➢ capital: n. (a sum of) money used for starting a business 资金 ➢ primary: adj. chief; main 主要(zhǔyào)的 ➢ supervisor: n. one who is in charge of a particular

Human-Resource-Management管理学(ppt文档)

● lead to both high individual and high organizational performance ● Improve the knowledge，skills，and abilities of an organization’s employees ● Increase their motivation，reduce loafing on the job ● Enhance the retention of quality employees while encouraging
Forecast demand for products and services Availability of knowledge, skills, and abilities.
Lead-in Case
作为世界上最著名的计算机软件公司，微软研究院在人力资源管理方面有很多独到之处，摘录几点如下：
1、引导，但不控制研究院研究的项目、细节、方法、成败，都由研究员自己来决定。对于细节，领导层可以提出自己的意见，但决定权在研究员手中。研究员在研发过程中得到领导层的全力支持，即使领导层并不认同他们的决定。
--Helps avoid sudden talent shortages and surpluses
Steps in HR planning:
Assessing current human resources Assessing future needs for human resources Developing a program to meet those future needs
--Job Specification 职务规范
A written statement of the minimum qualifications that a person must possess to perform a given job successfully Includes a list of skills, abilities, and credentialsneeded to perform the job

HUMAN RESOURCE MANAGEMENT.ppt

course WWW-site /~jarvis/degreemodules/bs3403/ BOLA /~jarvis/bola/personnel/
2
BS3403 HRM
MG5012 Managing Human Resources
and categorisation
4
BS3403 HRMS源自ope of HRMWhat business activities? Who does them? Evolution of HRM/Personnel function HR content
job and employee related service functions
Module Texts
Essential (pre-season training) Maund L, 2001, Intro to HRM, Palgrave Beardwell I & Holden, 2000, HRM, Pitman
Further Cornelius, N (1999) HRM: a Managerial Perspective, International Thomson Legge K, (1995), HRM: rhetorics and realities, MacMillan
Operations and Distribution Director
Director of Human Resources
Staff? Systems?
Functional responses to internal & external conditions
8
BS3403 HRM
Central, functional HRM Services model

管理学双语(整理版)PPT07-Human Resources

A review of the current make-up of the organization’s current resource status

Job Analysis

An assessment that defines a job and the behaviors necessary to perform the job

Governmental Laws and Regulations

Limit managerial discretion in hiring, promoting, and discharging employees.

Affirmative Action: the requirement that organizations take proactive steps to ensure the full participation of protected groups in its workforce.

Knowledge, skills, and abilities (KSAs)

Requires conducting interviews, engaging in direct observation, and collecting the self-reports of employees and their managers.
• •
Describe the different performance appraisal methods. Discuss the factors that influence employee compensation and benefits. Describe skill-based and variable pay systems. Describe career development for today’s employees.

工商管理专业MBALecture英文版

A Framework: Language of Strategy
Mission Goal Objective Strategies Action/tasks Control
Rewards
Key Statement of intent in line with values and expectation of Stakeholders General Statement of aim or purpose Quantification of precise statement of goal Broad categories of action to achieve objectives Individual steps to implement strategies ( may be operational)
• These are the what is affecting us questions, understanding where the business is currently positioned, what changes are taking place, what do our stakeholders want; what are the unions concerned with. How might this affect the present and future position?
Aspects of Strategic analysis
The Environment
Organisational Culture
Strategic Analysis
Strategic Capability
Stakeholders expectations

人力资源专业英语课件unit8

Please Recognize Their Meaning
即时奖金
人员配ห้องสมุดไป่ตู้表
战略选择
战略一致性
战略性人力资源管理
战略执行
下属
可持续性发展
隐形知识
任物分析
团队建设
终止
全面质量管理
培训结果
培训结果
趋势分析
Please Recognize Their Meaning
turnover
utility
validity
historic under the standard on poor performance
significant in history
not reach the standard
performance below the standard
measure in quantity
quantify
ethics
moral
be compared against
be compared to
in terms of
as far as something is concerned
highlight
put in an important position
bar
standard line of something
ambiguity
Part Two
It gives us the definition of Performance appraisal as well as its aims of it.
Part Three
It tells us the important factors of evaluation—objectives, leadership, and ethics, and the problems aroused from appraisal as well—without specific objectives, without quantifying measures, without leadership roles.

工商管理专业MBALectureLecture08ppt课件

channels Government and legal
barriers Retaliation by established
producers
INDUSTRY RIVALRY
•Concentration •Diversity of competitors •Product differentiation •Excess capacity and exit barriers
Mass production Substantial over capacity Speciality channels
11
Product Life Cycle: strategy, competition and performance Continued.
R and D Foreign Trade Overall Strategy
Industry Sector
Lecture Eight Dr Ita O’Donovan
Dr Ita O'Donovan Beechgrove
Associates
1
Industry Analysis
The National/ International
economy
Technology
Government and politics
•Cost conditions
THREAT OF SUBSTITUTES
Buyer propensity to substitute
Relative prices and performance of substitutes
BUYER POWER
Price Sensitivity
Bargaining Power

管理学(双语)chap 08 Human Resource Management幻灯片PPT

➢ Ensuring that the organization retains competent and highperforming employees who are capable of high performance.
8-10
Human Resource Management Process
different jobs. 6. Describe the different types of training and how that training can be
provided. 7. Describe the different performance appraisal methods. 8. Discuss the factors that influence employee compensation and
benefits.
8-2
ห้องสมุดไป่ตู้
Focal and Difficult Points
1. HRM process 2. Job analysis 3. Selection devices 4. Performance appraisal 5. Compensation system
8-3
Lead-in Case
Outline
1. The Importance of HRM 2. The HRM Process 3. Human Resource Planning 4. Recruitment and Derecruitment 5. Selection 6. Orientation 7. Training 8. Employee Performance Management 9. Compensation and Benefits 10. Career Development

Unit 8

a.self-orientation. The attributes of this dimension strengthen the expatriate’s self-esteem, self-confidence, and mental well-being. b.others-orientation. The attributes of this dimension enhance the expatriate’s ability to interact effectively with host-country nationals.( the more effectively the expatriate interacts with host-country nationals, the more likely he or she is to succeed.)
7. entrepreneur:<法>企业家主办人企业家, 法企业家 entrepreneur(ial) spirit 事业心 entrepreneuse 女创业家女主办人女创业家, 8.task force:a temporary grouping of military units or forces under one commander for the performance of a specific operation or assignment; a temporary grouping of individuals and resources for the accomplishment of a specific objective a presidential task force to fight drug trafficking 一个专门打击贩毒的总统特别工作组

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Insights, …
• 正如她在《经营者的洞察力》一文中所说……
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Glossary
• catalyst [‘kætəlist]
• n. 催化剂、刺激因素
• e.g. The human resource manager acts more in an advisory capacity, but
• n. 代表、众议院、典型 • adj. 代表的、典型的
• e.g. The marketing manager works
through sales representatives to sell
the firm’s products. • 营销经理通过销售代表出售公司的产品完
成工作。
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• v. 停止、离开、退出、辞职 • n. 辞职 • adj. 摆脱的、自由的
• e.g. Bill Brown, the production supervisor for Ajax Manufacturing, has just learned that one of his
• substantive [‘sʌbstəntiv]
• adj. 本质的、实质的、真实的 • n. 作名词用的词或词组 • e.g. Although only cosmetic in some
instances, this change has been
substantive in most cases.
4
Glossary
• capital [‘kæpitl]
• n. 资本、首都、大写字母 • adj. 资本的、大写的、首要的、严重的
• e.g. The finance manager obtains
capital and manages investments to
ensure sufficient operating funds. • 财务经理获取资本并管理投资以确保足够
energizer of the relationship between
line management and employees.
• 人力资源经理的角色是建立制度和编制游戏规则，并且在直线管理和员工之间的人际关系方面发挥催化剂和激发器的作用。
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Glossary
• quit [kwit]
should be a catalyst in proposing
human relations policies to be implemented by line manager.
• 人力资源经理扮演更多顾问的身份，但是在提出由直线经理完成的人际关系政策方面应作为一种催化剂。
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• 虽然在某些情况下只是表面现象，但是这种变化在大多数情况中都是实质性的。
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8
Glossary
• insight [‘insait]
• n. 洞察力、见识、深刻的理解
• have an insight into 看透、看破 • e.g. As she states in Executive
Unit 8 Human Resource Management:
An Overview
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1
Glossary
• utilization [.ju:tilai‘zeiʃən]
• n. 利用 • v. utilize 利用、使用 utilize for 用于 • e.g. HRM is the utilization of human
Glossary
• energizer [‘enədʒaizə]
• n. 使活跃的人或物、激发器 • v. energize 使活跃、激励、加强
• e.g. The human resource manager’s role is to develop policies and programs the rules of the game – and to function as a catalyst and
resources to achieve organizational objectives. • 人力资源管理是利用人力资源来实现组织目标。
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2
Glossary
• mesh [meʃ]
• v. 使匹配、互相协调 • n. 网孔、网状物、罗网 • e.g. The production manager meshes
• e.g. Carl Edwards ， the convenience
store supervisor in Sacramento.
• 卡尔· 爱德华兹是萨克拉门托便利店的主管。
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7
Glossary
• cosmetic [kɔz‘metik]
• n. 化妆品 • adj. 化妆用的、整容的、表面的
的运营资金。
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பைடு நூலகம்
5
Glossary
• primary [‘praiməri]
• adj. 首要的、主要的、根本的 • n. 第一位、初选、最主要者、要素
• e.g. These individuals are called “line” managers because they have formal authority and responsibility for
physical and human resources to produce goods in sufficient numbers and quality.
• 生产经理把物质资源和人力资源相结合来生产足够数量和质量的产品。
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3
Glossary
• representative [repri‘zentətiv]
achieving their firm’s primary
objectives.
• 这些人被称为“直线经理”因为他们拥有实现公司主要目标的正式权力与责任。
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6
Glossary
• supervisor [.su:pə‘vaizə]
• n. 监督人、主管人、管理人 • adj. supervisory 管理的、监控的 • v. supervise 监督、管理、指导