人力资源管理专业英语课件.ppt

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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

ØMore work needs to be done
2-18
LO 8
Ethics Training
ØFSGO outlined effective ethics training program to educate employees in company’s standards and procedures
corporations that had ethics programs in place Ø Executives needed to be proactive Ø Created:
Ø Ethics officer positions Ø Ethics hotlines Ø Codes of conduct
LO 4 Dodd-Frank Wall Street Reform and Consumer Protection Act
ØAct brought on by worst financial crisis since Great Depression
ØExecutive compensation played a major role in financial services sector, as well as in capital markets, following the collapse of investment service firms
for:
Ø$500 toilet seats Ø$5,000 hammer
2-9
LO 4 Federal Sentencing Guidelines for Organizations (FSGO) of 1992
Ø Outlined effective ethics training program Ø Promised softer punishments for wayward

精品资料
• 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

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?

4-1
Job Analysis
A Prelude to Recruitment and Placement
4-2
Chapter Outline
The Nature of Job Analysis
Definition Uses of Job Analysis Information Steps in Job Analysis
4-18
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 safety conditions? Are you exposed to any hazards or unusual working conditions?
Questionnaire formats
Structured checklists P.118 Opened-ended questions P.120
Disadvantages
Expense and time consumed in preparing and testing the questionnaire
4-5
Job Analysis – What is it and how is it used?

感谢您的观看
工作态度：对工作的 投入程度和责任心
团队合作：与团队成 员的沟通和协作能力
创新能力：提出新想 法和解决问题的能力
领导能力：指导和管 理团队的能力
职业素养：遵守职业道 德和职业规范的能力
目标管理法：设定明确的目标，评 估员工是否达到目标
绩效评估方法
360度评估法：从多个角度评估员 工的绩效，包括上级、同事、下属 等
时间表
跟踪评估：定 期跟踪评估改 进效果，及时
调整方案
反馈沟通：及 时与员工沟通 改进情况，鼓 励员工积极参
与
薪酬体系设计
薪酬体系设计 的目的：激励 员工，提高工
作效率
薪酬体系设计 的原则：公平、
公正、公开
薪酬体系设计 的要素：基本 工资、绩效工
资、福利等
薪酬体系设计 的方法：岗位 评价、市场薪 酬调查、薪酬
添加标题
添加标题
添加标题
添加标题
关键绩效指标法：设定关键绩效指 标，评估员工是否达到指标
平衡计分卡法：从财务、客户、内 部流程、学习与成长四个方面评估 员工的绩效
绩效改进计划
目标设定：明 确绩效改进的
目标和标准
问题分析：找 出影响绩效的
问题和原因
解决方案：制 定具体的改进
措施和方案
实施计划：制 定实施计划和
人力资源管理专业英语课 件
目录
单击此处添加文本 人力资源管理概述 招聘与选拔 培训与发展 绩效管理 薪酬福利管理
人力资源管理：指组织对员工的招 聘、培训、绩效评估、薪酬福利等 各个方面的管理活动
定义与角色
目标：提高员工满意度、提高员工 绩效、降低员工流失率、提高组织 竞争力
添加标题

人力资源管理专业英语词汇
❖ 酬劳:(Compensation)
酬劳与福利
❖ 直接经济酬劳:(Direct financial compensation)
❖ 间接经济酬劳:(Indirect financial compensation)
❖ 非经济酬劳:(No financial compensation)
人力资源管理专业英语词汇
福利和其他酬劳问题
❖ 福利(间接经济补偿) ❖ 员工股权计划:(Employee stock ownership plan, ESOP) ❖ 值班津贴:(Shift differential) ❖ 奖金:(Incentive compensation) ❖ 分红制:(Profit sharing)
人力资源管理专业英语词汇
❖ 选择:(Selection) ❖ 选择率:(Selection rate) ❖ 简历:(Resume) ❖ 原则化:(Standardization) ❖ 有效性:(Validity) ❖ 客观性:(Objectivity) ❖ 规范:(Norm) ❖ 录取分数线:(Cutoff score)
人力资源管理专业英语词汇
❖ 人力资源计划:(Human Resource Planning, HRP) ❖ 战略规划:(Strategic planning) ❖ 长久趋势:(Long term trend) ❖ 要求预测:(Requirement forecast) ❖ 供给预测:(Availability forecast) ❖ 管理人力贮备:(Management inventory) ❖ 淘汰:(Downsizing) ❖ 人力资源信息系统:(Human Resource Information System, HRIS)