chapter 4. HRM

1Recruitment Strategy——Recruiting and RetainingQualified Employees

Xiaoping Chen22-Jul-13Human Resource Strategy

2Learning Objectives

•By the time we finish our discussion and you finish studying of this chapter you should :Understand the importance of doing recruitment and retention as effectively as possible.Know the integrated system of recruitment and retention (R&R).Identify and discuss some key issues in R&R.Know the roles of the HR TRIAD in R&RBe able to evaluate the qualities of the internal and external labormarketsKnow R&R from the applicant’s perspective

3Key Words

•Recruiting•Retention•Employer of choice•Internal labourmarket•External labourmarket

4Importance of Recruiting and Retaining Qualified Employees•People make the place!•People are different•Need to work at getting the best•Need to work at retaining the best•SBOscreate implications for R&R

Copyright © 2017 Pearson Education, Inc.

Part Five

Enrichment Topics in Human Resource Management

Chapter 17

Managing Global Human Resources

Lecture Outline:

The Manager’s Global Challenge

What Is International Human Resource Management?

Adapting Human Resource Activities to Intercountry Differences

Cultural Factors

Economic Systems

HR Abroad Example: The European Union

HR Abroad Example: China

Improving Performance: HR Practice Around the Globe

Staffing the Global Organization

International Staffing: Home or Local?

Improving Performance: HR as a Profit Center

Trend Shaping HR: Digital and Social Media

Management Values and International Staffing Policy

Ethics and Codes of Conduct

Selecting International Managers

Diversity Counts: Sending Women Managers Abroad

Avoiding Early Expatriate Returns

1 Chapter 1: Competitive Challenges facing HR

For over a decade, the society for human resource management and the commerce Clearing

House have sponsored an ongoing study of the most important competitive trends and issues

facing HR. These key trends extend beyond “people issues”, but they all focus on the need to

develop a skilled and flexible workforce in order to compete in the twenty-first century.

十几年来，人力资源管理协会和商务清洁公司进行了一项研究，关于人力资源面临的最重要最最具竞争力的发展趋势以及问题。这些关键的发展趋势已经超越了“人的问题”，他们以发展一个有技能和综合性劳动力群的需求为重点，以在21世纪赢得竞争。

In order to grow and prosper, many companies are seeking business opportunities in global

markets. By partnering with firms in other regions of the world and using information

technologies to coordinate distant parts of their businesses, companies such as Motorola, General

Electric, and Nissan have shown their vision for the future is to offer customers “anything,

一万个影子也叠不起一毫米的高度，就像我再怎么爱你都只是徒劳。

有的人一句话甚至一个眼神都能吸引你，而有的人努力一辈子也得不到你的心。

Human Resource Management, 12e (Dessler)

Chapter 4 Job Analysis

1) Which of the following terms refers to the procedure used to determine the duties associated

with job positions and the characteristics of the people to hire for those positions?

A) job description

B) job specification

C) job analysis

D) job context

E) job standard

Answer: C

Explanation: Job analysis is the process of determining the duties of a specific job and the

characteristics of the people who would be most appropriate for the job. A job analysis produces

the necessary information to develop job descriptions and job specifications.

Diff: 1 Page Ref: 116

Chapter: 4

Objective: 1

Skill: Concept

2) The information resulting from a job analysis is used for writing ________.