人力资源outcome1-作业演示教学

“Escape to Wild”是一家成功的公司，专门通过邮购和小型的零售专营店来销售户外休闲服饰。

它作为一家私营公司小规模的经营了超过15年的，一直到六年前，一位经理被聘请来扩展公司业务。

首先，公司增加了邮购目录上的商品数，并且用了更大的仓库来存放和配送货物。

四年前，“Escape to Wild”开了第一家自己的零售专营店，到现在，已经有了10家零售专营店，并有计划再多开五间店。

两年前，公司建立了自己的网站，实现了网上购物，这部分的业务发展迅速，还带了了很多海外的订单。

这位新经理上任以来，公司员工已由原来的20人发展到300人，业务也变得更大更复杂，持续需要加强员工来源已经成为这家户外服饰专营公司最强烈的需求，需要更多的员工是这家公司的当务之急。

“Escape to Wild”公司没有明确的人力资源部门。

部门经理们根据自己部门的职责招聘新人，负责确定他们的薪酬水平。

薪酬管理业务已经外包，员工培训一般是临时组织的，财务主管负责处理员工的合同和特殊情况，例如产假和加薪。

在这个快速发展的时期，公司已经开始将更多的精力投入到服务正在增加的客户群中。

到目前为止，公司中员工的关系比较良好，但是，公司的现状表明是时候建立规定和程序从而能用更系统的方法去解决人力资源的问题。

在最近的公司管理层会议上，部门经理们不断的抱怨说他们花了太多的时间在处理一些日常的行政问题上，而这些问题明明都可以由人力资源部门来解决，如果公司能有一个这样的部门。

不断增加的员工数量使得财务部门花大量的时间来处理与人事相关的问题。

同时，部门经理们也会因为工作描述，招聘和甄选的实际操作，以及员工的薪酬待遇等问题产生矛盾。

一个管理层的人员最近参加了一个关于员工法案的研讨会，法律的复杂性带来的实际问题是公司更加需要一个专门的部门来公平的处理员工的问题。

同样，员工们也开始抱怨一些条款和条件中的矛盾，有一些人离职了，因为他们对自己遭受到的人力资源问题觉得不满意。

Outcome 11.0Characteristics and Purpose of XXXX and its environment1.1The functions and relationships of Goals, Objectives, and Policies in XXXX (200) 第一段：描述在公司中Goal，Objective，Policy的关系第二段：找到一个Goal指出是属于如下哪一种:客户目标产品目标运营目标预案目标第三段：A+BA．简单描述公司目标（Objective）B．什么是SMART原则第四段:案例分析：为保证上述Goal和Objective的完成，制度是如何制定的：列举2-3条制度进行描述1.2Open systems analysis in XXXXX (200)第一段：翻译：Open Systems Theory是内部环境和外部环境之间的相互作用影响关系。

Internal environment包括inputs, process, outputs三个环节，External environment 中有一些变化因素对企业造成影响。

第二段：案例分析：PEST分析political，Economic，Social，Technological，举例说明这些因素变化对企业内环境的影响。

SWOT分析企业面对上述因素的变化自身的优势，劣势，机遇和挑战是什么。

在PEST的影响下，由于SWOT，得到了什么样的OUTPUT。

图:把第二段内容简述到图里。

1.3Interest and influence of stakeholders in XXXX （100）1．列举这家公司4个利益相关者2．解释他们为什么是利益相关者并描述这些相关者对该公司带来的影响。

Interest InfluenceOwner/ShareholdersProfitability of the organization, strategic and tactical direction of the organization, market share of the organization, dividends they receive The ability to determine strategy, the ability to vote, the ability to elect directors and the ability to recruit staff. The ability to determine strategy, the ability to vote, the ability to elect directors and the ability to recruit staff.CreditorsAbility of the organization to pay back a loan, the liquidity of the organization The ability to determine and influence payment and repayment terms and periodsEmployeesThe extent of job security, the awarding of salaries and remuneration terms, working conditions, availability of promotion opportunities The awarding of salaries and remuneration terms, development of working conditions, the quality of output and service deliveryLocal CommunityPollution levels, availability of jobs, involvement in local decision making Levels of pollution,, involvement in local decision makingGovernmentCompliance with Health and Safety regulations and laws, adherence to employment regulation and law, tax returns, compliance, planning and strategy Compliance with Health and Safety regulations and laws, development of employment regulation and law, tax levels, planning and strategy1.4The formal and informal Organization in XXXX （150）第一段：正式组织和非正式组织的主要区别是：A．正式组织有明确的结构，而非正式组织没有。

IntroductionThere is a vacancy in our company which is the team leader for customer relationship. So we need recruitment an appropriate staff to be the team leader. I designed whole process of recruitment in this report.At first, we must ensure our recruitment is fair and legal. So there are some information about the legal that we need to know.The Sex Discrimination Act (SDA)The SDA makes it unlawful to discriminate on the grounds of sex. The SDA applies to two kinds of discrimination, direct discrimination and indirect discrimination.The Equal Pay Act (EPA) 1975The EPA says women must be paid the same as men (and vice versa) when they are doing equal work, similar word that has been rated as equivalents, and work that is of equal value.National Minimum Wage Act 1998This act increases the rights of workers by determining a national minimum wage in line with other European Union states.The Race Relations Act (RRA) 1976This act makes it unlawful to discriminate against anyone on grounds of race, colour, nationality (including citizenship), creed, or ethnic or national origin.The Disability Discrimination Act 1995It makes it unlawful to discriminate against disabled individuals without justifiable reason, and requires employers to make reasonable adjustments to the workplace or working arrangements to accommodate disabled people.The Asylum and Immigration Act 1996This act makes it a criminal offence for an employer to offer employment to a person who does not have permission to work in the UK. The employer must check before confirming employment. Rehabilitation of Offenders Act1974This act allows offenders who have not been reconvicted of any offence for a period of time, to apply for jobs and take up offers without the embarrassment of having to admit past convictions. The period of time after which sentences are regarded as ‘spent’ depends on the nature of the offence and sentence. Any conviction resulting in a sentence of more than 30 months will never be considered as ‘spent’ under the te rms of this Act.Trade Union and Labor Relations Act 1992This act states that employers must not discriminate against job applicants on grounds of trade union membership or non-membership of a trade union.Employment Rights Act 1996It protects employee s’ rights with regard to deductions from pay.Before a formal recruitment, we need do a job analysis to gain information about the position. Job analysis plays a central role in HRM. Information regarding the job’s duties may be the basis for creating training programs. Information about the human traits required to do the job are used to decide what sort of people to recruit and hire. Job analysis support fair employment practice and a fair pay and reward policy. There are various techniques can be used to do a job analysis, such as interviews, questionnaires, observation, participant diary/logs.Interview is used widely in the job analysis. This method is suitable to analyze every levels and every position. The main advantages of interviews is that we don’t need employee complete the job illustration. And it can provide a chance for communication between employee and employer. Interview is more flexible, so it work out well. But it also have many disadvantages. Interview is handled by people, the result might be influenced by emotion. And interviews need a special time, a proper location.Questionnaire is the fastest method to collect information from employees. But questionnaires need high standards in designing. A typical questionnaire should include:·main duties of this position and time of every duties·association for internal and external·job coordinate and monitor duties·materials and facilities that position need·knowledge, technique and liability that position need·job condition·training·etc.Observation need we decide study purpose, and get permit. It need a lot of time to observe. It is cheap and handling easily. But it is not easy to control the whole observation. It is easily to be influenced by various factors. And it is just suitable to the physical position, mental work is difficult to observe.Participant diary/logs is finding out a job nature by details that employee written down. This method may cause lack of the real information, so when we use the participant diary, we need guide by writer.After job analysis, we will carry out a selection. This is a flow chart about the whole selection process (As bellows).This process includes two main resources of candidates, internal and external.There are an enormous variety of sources of potential candidates, and each source will have advantages and disadvantages to recruiter. Furthermore, the most appropriate source of candidates will also be influenced by the size, function, location and budget of the recruiting organisation.I promote the internal recruitment. Our company has many potential managers.External and internal recruitment both have advantages and disadvantages. External recruitment can attract qualified person join our company. And there is a big range we can choose. A new employee may bring new style and idea in our company. But external need a formal recruitment process, it is expensive and need long time. And the new staff needs some time to adapt to the new work environment.Internal recruitment is cheaper and more quickly. We can select an appropriate staff from our exist employees. There are many ways we can choose, such as post an advertisement in our company’s website, Promoting, job rotation, and reemployment. Exist employers knew our company well, we don’t need to carry out the training course about our company’s rules and culture. And they can get into the work quickly. Otherwise selecting employees from our company also can arouse the energetic. So I recommend the internal recruitment.Depending on this flow chard, after job analysis, deciding candidates’resources, now we need post an advertisement.Advertising is the most frequently used method of attracting candidates. There are many space we can post our advertisement on. However, no matter which resource is used, it is critical that design an attractive and effective recruitment advertisement.After post on advertisement, we should select a appropriate candidates. There are many choices of selection method. Before an interview, letters and CVs is the main way to assessment the identified. But in this recruitment, we can investigate the performance of every candidate in recently years. And we can ask some advice to the manager of candidates and the colleagues.These information is important for us to make the final decision. And I think an interview is necessary for us. Unstructured interview is more suitable. The questions have not been prepared in advance, interviewers ask questions as they come to mind, and there is generally on set format to follow, the process of interview more likes a chat. Because of the candidates are all from our company, they all have work experience and knowledge about the job and our company. So the structured interview can’t distinguish the differences of candidates.In the interview, the in-basket and the leaderless group discussion both are the good ways to assessment the interviewers.The candidates is faced with an accumulation of reports, memos, notes of incoming phone calls, letters, and other materials collected in the in-basket of the simulated job he or she is to take over. This is the in-basket method. Good team leaders for the customer relationship need the ability to coordinate various relationships and handle many problems. In-basket test can inspect one’s ability in short time.The leaderless group discussion means that a leaderless group is given a discussion question and told to arrive at a group decision. A team leader for the customer relationship need good communication ability and awake to teamwork. The leaderless group discussion can evaluate each group member’s interpersonal skills, acceptance by the group, leadership ability, and individual influence.There are guidelines for selection interview.Before the interview, we need prepare amply. Firstly, we need to decide a proper time and location for the interview, and who will attend in this interview. Secondly, we should prepare material about this interview. It includes questions, assessment standard, candidates’ material and vacancy materials. Finally, we should arrange accommodation for candidates.At interview period, ensuring every interviewee is fair and specialty is important. It will influence whole interview. If we carry out an unstructured interview, we need to control the interview process well. And ensure the questions are efficient. And the after the interview, we need a final decision in a short time.After selection, we will welcome a new employee in our company. And we need help him/she carry out new job smoothly. A new employee need some time to know the job well, these information can help them adapt to the new job as quickly as possible. Because of the new staff is from our company, so we needn’t introduce our company and the basic rules. But we need to provide job descriptions to the new staff and a new appraisal standard for this position. Introduce the new supervisor to him/her. Maybe we will provide job training for the employer. Adapting to the new job need some time, we must ensure the new employee can get into the new job successfully, and provide help continuously.All above is the whole recruitment process. After recruitment, we need evaluate this recruitment. We can analyze every step in this recruitment. We can assessment the cost of designing and posting our advertisement, and the effectiveness of it. For the interview step, we need to assessment whether the select method is effective or not. The time we spend and how many work we done is also an index that we can evaluate our recruitment. And we must collect complaints in the whole process. We also need collect feedback information to help us design next recruitment.。

The Yum Group is composed of four departments increased from PepsiCo, Pizza Hut, KFC, Taco Bell and the International Department of. The company was established on October 7, 1997. The company the company name as the company name was originally Tricon Global Restaurants. The Haike AIDS and Ed Bear two catering companies acquired in 2002, after officially changed its name to Yum! Brands Inc.The goal of the companyThe company's goal is unity and now they want to become the world's best catering companies . The company mission is to let the world faces are showing each customer a satisfied smile ---- YUM.Yum Brands Restaurant Group is the world's largest restaurant network, restaurant chain with nearly 36,000 in more than 110 countries and regions around the world. Yum Brands's KFC, Pizza Hut, Taco Bell and Long John Silver's (LJS), four food and beverage brands in cooked chicken, pizza, Mexican food and seafood chain restaurant areas of Habitat's global leadership.on the evening of December 5, Yum Brands (YUM) on Monday raised its fiscal 2011 earnings expectations, and said fiscal 2012 earnings per share is expected to be driven by sales growth in China will grow by 10%.by the beginning of 2012 Yum stores numbers up to 38000 stores in early 2012. 2012, Y um plans to open 600 stores in China, of which about 150 Pizza Hut restaurants. The average annual turnover in China reached $ 1.7 million. In the United States, the company in 2012, the primary task is the development of new products. Overall, 2012 the company's net profit after considering the profit or loss of the foreign exchange is expected to maintain double-digit growth in same-store sales in China are also expected to remain in double digits.Each department's policy. KFC:1 Purchasing Department 2. Legal Department 3.joining Division 4.a new disbution center 5. quality control department 6.operations Department Human Resources7. Finance DepartmentPurchasing DepartmentPolicy:2. POLICES2.1 Goods delivered from Suppliers should be accepted based on approved Purchase Orders ("POs")2.2 Receiving department must ensure the goods received are in accordance to the approved PO (in terms of quantity, quality and specifications)2.3 Delivery Orders ("DOs") acknowledged by recipient (from the respective Receiving Department) should be sent to Finance for payment.Ifluence of KFCit makes the product more secure.And it can optimize the financial allocation problem, reduce unnecessary expenses.Human Resources1) Employee ImpactBusiness objectives, wages, working conditions, job promotion, employment protection and the task itself. Employee influence in the decision-making process above mainly: the extent to which the employee involved and bear what responsibility; participation through what mechanism; reflect their impact.(2) Human resource flowsHuman resources experts cooperate closely with the general manager and line departments managers, in order to ensure that the movement of persons is appropriate and reasonable, both to ensure the vitality of the human resources, and to ensure good structure and quality of human resources.(3) reward systemReward decisions should absorb all levels of staff participation, should the business strategy, management philosophy, employees are required to structure and human resources policies coincide.(4) Operating SystemOn all levels of a company, managers must face the task of manpower planning, personnel information, personnel actions and personnel technical. How to make a straight line departments, general manager, human resources management department in close cooperation, the formation of the high efficiency of the human resources management system.Allows the company's internal unity and cohesion to be strengthened. Makes employees more love company. You can promote the corporate image.The financial sectorInternal scale, technical issue, foreign joint set up an overseas subsidiary, the choice of the investment industry; profit distribution policy including the proportion of profit distribution and dividend policy.In a general sense, the financial policy is the main body of policy formulation to specification, guidance, incentives and constraints of the financial behavior of a set of guidelines and rules. It has the following characteristics: (1) The financial policy is a reality in certain theoretical guidance developed on the basis of, and thus it is between between theory and practice; (2) financial policy on the financial behavior plays regulating, guiding, motivating and constraints role; (3) financial policy, directly or indirectly, through the activities of the subject to be implementing.take an example for KFCInput: white feather chicken mechanical equipment heating equipment service personnel potato Output: fried chicken, hot soy milk friesAt present, most Chinese KFC restaurant equipment and baking machine are imported from the United States, so transportation costs are very high, JoaquinPelaez said, in order better to improve economic efficiency, in addition to the already localization in chicken and other raw materials, Restaurant equipment in the future but also localization development. The Group will, depending on the market situation, or their own to set up factories, or to find partners when the production capacity of Chinese enterprises to achieve a certain degree of localization of production equipment from Chinese companies and the Group's product will be exported to Asia, the Americas and other region, so that equipment manufacturers in China to become a part of Tricon Global suppliers.formal and informalyum has many departments for example Purchasing Department 2. Legal Department 3.joining Division 4.a new disbution center 5. quality control department 6.operations Department Human Resources7. Finance Departmentyum has own goalLet the world faces are showing each customer a satisfied smile ---- YUM.Yum has more than 100 million workersFour stakeholdersThe internal staff PepsiCo supplier CustomerCultural controlToday Yum most proud of is our recognition of culturalYum just created, I told the staff, I hope the company is the GE performance driven culture, Wal-Mart's store-centric culture, Southwest Airlines, people-oriented culture. Yum set up a variety of incentives, such as stars, smiley faces, darts. Various thank note. Held a variety of interesting gatherings. The establishment of the various awards such as monetary rewards, employee growth Prize footprint Award, Golden Great Wall Award.。

Outcome1DE3D Managing People and OrganisationsDeclarationI hereby declare that this submission is my own work and that，to the best of my knowledge and belief, it contains no material previously published or written by another person or material which has to a substantial extent been accepted for the award of any other degree or diploma at any university or other institute of higher learning，except where due acknowledgment has been made in the text.原创性声明兹呈交的论文,是本人在导师指导下独立完成的研究成果，在论文写作过程中参考的其他个人或集体的研究成果均在文中以明确方式标明，本人依法享有和承担由此论文而产生的权利和责任。

Signature(签名）: ZHOU RonghanDate（时间): 21th October, 20131.With reference to the case study, summaries the relationship bet ween goals， objectives , policyand advise the management of Sc otia Airways of the contribution each willmake to effective manager ial performance.Answer ：Goals：Organizations are usually matches to the purpose of achieving the specific goals。

Presentation SkillsF84E 35 (Outcome one)Name:SCN:CLASS:Content pageIntroduction (2)Findings (2)Presentation to banchory residents (2)Presentation to parents and teachers group (4)Presentation to Local councillors (7)Conclusion (9)Reference (9)IntroductionThis report describes 6 ways of speaking, and the analysis of the combination of scenes. PPT, CD-ROM, photographs and pictures, videos , graphs and charts ,objects and models.FindingsPresentation to banchory residentsTwo methods chosen2. CD-ROMHow to use the two methods1. Put pictures, videos and information into the PPT, so as to facilitate the audience more intuitive understanding of the content of the speech. Before the banchory residents into green and new house style are made into a video on ppt. Enterprise speakers can watch the video and residents banchory to explain, so that residents banchory can be very clear to get the answer to the question. Then the road improvement and the issue of housing density through the picture into the PPT, the enterprise speaker through the banchory residents PPT through the picture and explain, so that residents can be very clear to get the answer to the question.2. Residents banchory consider the problem, you can go to find the problem has been solved CD-ROM, so that residents banchory understanding of the problem can be easily solved. This can make residents banchory more simple to understand the content of the speech. The enterprise can make banchory residents look at the speaker and illustrate that banchory residents can get the answer is very clear.Why these have been selectedpurpose of the presentationCompany representatives and residents together discuss proposed problems: density of housing for each site, the new housing fitting in' with existing styles, access and road improvements and landscaping and boundary issues. The purpose of the presentation is to allay fears, answer questions, provide details of proposed housing styles and present an illustration of how the village will look at the end of the development work. PPT and CD-ROM the two speech can alleviate the concerns of banchory residents, because of focus have presented the problem to the banchory residents of these two ways can be clearly, let banchory residents can get a clearer and more comprehensive answer.2. The nature and the size of the audienceThe number of local residents -150 is 100 people banchory, belonging to a large-scale speech. PPT and CD-ROM can use big screen to make the presence of all the banchory residents are heard and seen speech content, and the CD-ROM data to more convincing, can take care of every one in the presence of local banchory residents. The audience all belong to the local residents banchory, and the number of people are more, all of the degree of every culture has. And CD-ROM PPT can take care of people in every level of education, because residents can be through photos and videos to understand the situation. Residents banchory can make a better understanding of the content of the speech.3. The venue of the presentationThis presentation of the site is the village hotel banquet hall can sit 100-150, speech is relatively large site. In the extensive field speech are most worried about is the audience the audience can clearly hear presentations, PPT and CD-ROM wouldn't have such problems, because the PPT and CD-ROM can use big screen playing to the audience the audience clearer and better understanding to all of the content and the answers.AdvantagesPPT has the speaker does not move back and forth.advantage that can make the content more rich, because PPT can put a lot of different knowledge, such as photos and videos.3. PPT advantage that can combine the sound.4. PPT advantage is convenient and quick.5. Advantage of the CD-ROM it is convenient to copy computer data to CD.6. Advantage of the CD-ROM is a large amount of data.Disadvantages1. The disadvantage is that ppt computer emergency situation is not good control.2. ppt drawback is dark environment.3. The disadvantage of CD-ROM is that CD-ROM can only use the content, can not be modified.4. The disadvantage of CD-ROM is that it is easy to be damaged, and the data is gone.Presentation to parents and teachers groupTwo methods chosen1. photographs and pictures2. videosHow to use the two methods1. Enterprise speaker can advance the picture of the planning area to see parents and teachers group, which can be more intuitive and real audience to understand the contents of the speech.Each speaker can give the audience a picture made, every listener can be more detailed and comprehensive picture of the learned new classrooms and new playground look.Parents and teachers group to see the pictures,you can integrated the various aspects to make recommendations, companies can put proposals to modify the record.2. Enterprise speaker can give parents and teachers group videos to explain the contents of the videos in the audience can quickly get the point. In his speech, parents and teachers group needs more intuitive, so use videos to presentations more persuasive. Enterprise speaker can put new classrooms and new playground analog videos presented to parents and teachers group, so parents and teachers group can be very detailed to watch the speech focus and make recommendations.Why these have been selected1. The purpose of the presentationCompany representatives, parents and teachers gathering together discuss the construction of the new adventure play area, new wildlife garden, including a pond, and updating school library with more 'quiet zones' and 15 new computers. The aim of this presentation is to present to parents and teachers the proposed plans for these areas and to encourage them to recommend ideas and suggestions. The local council is also taking this opportunity to upgrade existing facilities in the school. photographs and pictures and videos of these two methods can be fully speech to the audience to provide comprehensive and detailed information that allows parents and teachers group fully understand the new classrooms and a new playground, detailed pictures and videos can make listeners Presentations more understanding. Clarity, better advice.2. The nature and the size of the audienceThe number of listeners initially set at 18 people, which is a small-scale presentations, the speakers and audience interaction is very important. photographs and pictures and videos of these two speeches are suitable for small-scale ways of speech, Because corporate spokesman and let parents and teachers group to better face to face communication, making communication more accuracy. The speaker can use pictures and videos to answer audience questions, you can also interact with the audience, take advice.3. The venue of the presentationSpeech venue is a large classroom, the size of the classroom is limited, so the site will not be very broad. And the equipment of the classroom is very comprehensive, so the speaker with videos and photographs and pictures these two kinds of speech is very appropriate. These two methods are more convenient for the interaction between the speaker and the audience. Can maximize the effect of the speech, and be able to absorb better recommendations.Advantages1. The advantage of photographs and pictures is to give people the impression deeply, the effect is good.2. The advantage of photographs and pictures is that the picture is vivid and concise.3. Photographs and pictures advantage is high, the picture can be better reflected.4. The advantages of photographs and pictures is a high concrete, pictures can take the language specific presentation in front of the audience.5. Videos advantage is high efficiency and improve the effect of speech.6. Advantage of videos is real high, real videos are shot.Disadvantages1. The disadvantage photographs and pictures it is inconvenient to take notes.2. The disadvantage photographs and pictures that the audience will feel boring.3. The disadvantage is inconvenient to record videos.4. The disadvantage is that videos during playback, may cause the listener's attention is not focused.Presentation to Local councillorsTwo methods chosen1. graphs and charts2. objects and modelsHow to use the two methods1. Enterprises can use the speakers in detail and charts to explain the content of the speech to local councillors, so you can make the audience better understand the content of speech. To speak to local councillors is very formal, the graphs and charts presented to the local councillors is more appropriate. Business speaker in the form of a chart to the traffic survey data presented to the audience, the audience focus on the content can be found in the chart.2. Corporate speakers can be carried out after the graph model entities to explain the content to local councillors, allowing the audience clearly see and feel the expansion of the village simulation. And give local councillors very formal speech, objects and models used in formal speech speech mode. Companies can give each speaker a local councillors see, get in front of each listener, so local councillors can be very detailed understanding of the situation and can make good suggestions.Why these have been selected1. The purpose of the presentationRepresentatives of the company and local members together discuss finalized timetable for project starting spring of next year, data from traffic survey carried out by QinitiQ along with their predicted figures for traffic flow on project completion and recommendations from Scottish Natural Heritage (SNH) on native tree planting proposal. Within the council there has been strong support for expansion of existing villages as opposed to establishing new villages. Graphs and charts can be formal way this speech to the audience and explain in detail the content of the speech, objects and models can be more intuitive and clearly explain the contents of the speech can be made more efficient.2. The nature and the size of the audienceThis meeting will take place in the council chambers and there will be a group of 35 people which consists of councillors and representatives from planning, roads and transport and environmental services. The speech 35 audience, a medium size. Enterprises should pay attention to the speaker and every local councillors interaction, Graphs and charts can be used to chart the performance of the content and the ability for everyone to communicate, when rendered objects and models so that we can more intuitive understanding of the content of speech.3. The venue of the presentationSpeech is the place of the meeting room, is a very formal place. It is necessary to use concrete data and detailed accessories to make the speech more formal and professional. graphs and charts speech mode and speech mode objects and models in a formal occasion to explain to the audience the content of speech, so that the audience better understand the presentation content and more explicit.Advantages1.Advantages graphs and charts of high authenticity, charts are based on real information made.2.Advantages graphs and charts is convincing high.3.Advantages graphs and charts that make speech very intuitive.4.Advantages graphs and charts is to make a more detailed presentation.5.Advantages objects and models is more formal, more suitable for speech.6.Advantages objects and models is persuasive relatively large, we can look at the model to explain at the same time.Disadvantages1. The disadvantage graphs and charts that fit in a certain field, people with expertise to understand and intuitive content.2. The disadvantage graphs and charts is the long production time.3. The disadvantage objects and models is not convenient to carry.4. The disadvantage objects and models have cost too costly.ConclusionThis report introduces 6 ways of speaking in 3 scenarios. Respectively is PPT, CD-ROM, photographs and pictures, videos , graphs and charts ,objects and models. And combined with the scene for the purpose of speech, the number of speech and speech scene for a detailed analysis. And summed up the advantages and disadvantages of the 6 ways of speech.ReferenceScottish Qualifications Authority,(2006).Presentation Skills, Peking Economic Times Press,11-31.。

1. Human Resource Management was introduced as a term to reflect how organisations achieed the best from their employees. It was reconised that the best way to compete in an ever-increasing worldwide market was to have highly motivated people.Human Resource Management refers to the practices and policies you need to carry out the personnel aspects of your management job, specifically, acquiring, training, appraising, rewarding, and providing a safe, ethical, and fair environment for your company’s employee s.2. （1）Human resources management is said to incorporate and develop personnel management tasks, while seeking to create and develop teams of workers for the benefit of the organization.Personnel management is often considered an independent function of an organization. Human resource management, on the other hand, tends to be an integral part of overall company function.Personnel management is typically the sole responsibility of an organization's personnel department. With human resources management, all of an organization's managers are often involved in some manner, and a chief goal may be to have managers of various departments develop the skills necessary to handle personnel-related tasks.a.Emerging of Personnel Management/Social justiceEvolution of Personnel management started in 19th century. During the 19th century’s governments began to feel pressure from the working class masses who started to question and defy the power of the aristocracy. This was called the social reform. The working class began to form workplace combinations and trade organizations to provide a collective voice for their rights. The fist Trade Union Conference held in 1868. The personnel function arises from the work of nineteenth century social reformers.b.Grouth in PM 1914-1939/Human bureaucracyThe exact growth of personnel management started during First World War. Include the supply of welfare officer made mandatory by government and the title labour manager or employment manager came in the year 1920 in engineering industry and other industries where the factories was very importanty to handle absence、recruitment and so on. Second world war increased the importance of having personnel department In the early twentieth century, personnel began to move away from its primary focus on welfare. This was a period in which large-scale industrial organisations began to emerge. Personnel as a specialism started to take shape, with responsibility to look at areas such as organisational design and staffing. Some social scientis ts’ studies promoted the development of PM. For examples: Frederick Taylor and Elton Mayoc.Consent by negotiationDuring the 1950s and 1960s, the personnel function widened its role in organisations to include a bargaining role. Industrial relations became a key personnel role. The statutory duty placed on nationalised industries required them to negotiate with unions representing employees. University courses began to appear for personnel specialists. Personnel management perform different function such as Collective bargaining role, Implementation of legislation role, Social conscience of the business role, Growing performance improvement role.d. Organisation and integrationFrom the early 1980s, the Human Resources Management function is complex and as such has resulted in the formation of Human resource departments/divisions in companies to handle this function. The Human resource function has become a wholly integrated part of the total corporate strategy.Personnel specialists began to develop a closer role in the management of organisations, rather than dealing principally with employee issues on their behalf. The period also saw the growth of personnel as a career, with opportunities to specialise in specific areas. The practitioners of HRM are required to get certification ,such as CIPD.（2）a.Human recource planningHuman recource planning requires the human resource mangement function to ensure that it has in place the right type and number of workers in place at any given time.b.Recruitment and selectionRecruitment and selection are usually considered as one process. However, we will make the distinction here between the initial actions and considerations when planning staff recruitment and the process of selecting an individual from a pool of applicants. Recruitment needs to be carefully planned in order to attract the right type of applicant. Ultimately, this increases the chances of making a suitable selection and appointment. c. Training and DevelopmentMore and more organisations are recognising human capital as their most valuable asset. Retaining the best people in your company requires a comprehensive succession planning policy. In fact, corporate training and development is the solution to enhance the competence and capabilities of your people. Through training and development, you can observe improvements in performance of your workforce in handling their job more effectively. Equipped with the right skills and knowledge, your best people can perform better.d. Employee relationsEmployee Relations involves the body of work concerned with maintaining employer-employee relationships that contribute to satisfactory productivity, motivation, and morale. Essentially, Employee Relations is concerned with preventing and resolving problems involving individuals which arise out of or affect work situations.e. Pay and rewardIt is important for employers to find out what attracts, retains and engages individuals and then explore how best they can meet these needs as well as meeting the requirements of the business within the appropriate legal and regulatory environment. It is crucial that when creating an employer offering, organisations try to ensure that they align their practices to the needs of the business and employees, and integrate the various elements of the reward package so that they support, rather than contradict, one another.f. Performance Management and AppraisalStaff Performance Management is one of the most important functions in human resource management. It provides the context to link individual objectives with departmental targets, thus supporting and facilitating the attainment of departmental goals.Staff performance management can be a very effective management tool when applied properly. It provides staff with clarity of aims and focus on job expectation, motivates staff to perform better, cultivates the desired culture, helps focus on the desired results,improves communication, helps develop staff and helps achieve departmental objectives.g. Job analysisJob analysis is the procedure through which you determine the duties of these jobs and the characteristics of the people who should be hired for them. It include two main part : Job descriptions – what the job entails? Person specifications – what kind of people to hire for the job?Job Analysis: The procedures for determining the duties and skills requirements of a job and the kind of person who should be hired for it .Job description: A list of a job’s duties , responsibilities, reporting relationships, workin g conditions, and supervisory responsibilities. It is a product of the job Analysis.作为一个术语，以反映组织achieed如何从员工的最佳的人力资源管理。