Human Resource Management

人力资源管理

2011 级 3A3 罗嘉元

L E A R N I N G O U T L I N E

Why Human Resources Is Important: The HRM Process

• Explain how an organization’s human resources can be a significant source of competitive advantage.

• List eight activities necessary for staffing the organization and sustaining high employee performance.

• Discuss the environmental factors that most directly affect the HRM process.

Human Resource Planning; Recruitment/ Decruitment; Selection; Orientation; TrainingContrast job analysis, job description, and job specification.

• Discuss the major sources of potential job candidates.

• Describe the different selection devices and which work best for different jobs.

• Describe what a realistic job preview is and why it’s important.

• Explain why orientation is so important.

• Describe the different types of training and how that training can be provided.

Employee Performance Management; Compensation/Benefits; Career Development

• Describe the different performance appraisal methods.

• Discuss the factors that influence employee compensation and benefits.

• Describe skill-based pay systems.

• Describe career development for today’s employees.

Current Issues in Human Resource Management

The Importance of Human Resource Management (HRM)

Necessary part of the organizing function of management Selecting, training, and evaluating the work force

As an important strategic tool HRM helps establish an organization’s sustainable

competitive advantage. Adds value to the firm

High performance work practices lead to both high individual and high organizational performance.

High-Performance Work Practices 高绩效工作实务

Environmental Factors Affecting HRM

Labor Union 工会 Collective Bargaining Agreement Affirmative Action 反优先雇佣行动方案 Laws and Regulations 法律和条款

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Human Resource Management (HRM) concerns with getting, training, motivating and keeping competent employees

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The Human Resource Management Process

Managing Human Resources

Human Resource (HR) Planning 人力资源规划（第一步） The process by which managers ensure that they

have the right number and kinds of people in the right places, and at the right times, who are capable of effectively and efficiently performing their tasks.

Helps avoid sudden talent shortages and surpluses.

Steps in HR planningSteps in HR planning

Making a FutureMaking a FutureAssessmentAssessment

Making a FutureMaking a FutureAssessmentAssessment

Making a CurrentMaking a CurrentAssessmentAssessment

Making a CurrentMaking a CurrentAssessmentAssessment

Designing a FutureDesigning a FutureProgramProgram

Designing a FutureDesigning a FutureProgramProgram

HRM process: planning

Current Assessment 当前评价

Human Resource Inventory 人力资源调查 A review of the current make-up of the

organization’s current resource status

Current Assessment Job Description 职务说明书

A written statement of what the job holder does, how it is done, and why it is done.

Job Specification 职务规范 A written statement of the minimum

qualifications that a person must possess to perform a given job successfully.

区别在哪里？

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Behavioral descriptors 行为方面的描述- the nature of the job- Job description( 职务说明书 ) is a detailed summary of a job’s tasks, duties, and responsibilities.

Ability descriptors 能力方面的描述- the requirements of the job- Job specification( 职务规范 ) lists the worker characteristics (KSAs) needed to perform the job successfully.

Recruitment and Decruitment招聘与解聘（第二步）

Recruitment 招聘 The process of locating, identifying, and attracting capable

applicants to an organization Decruitment 解聘

The process of reducing a surplus of employees in the workforce of an organization

E-recruiting 互联网招聘 Recruitment of employees through the Internet

Organizational web sitesOnline recruiters

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FiringFiringFiringFiring LayoffsLayoffsand Attritionand Attrition

LayoffsLayoffsand Attritionand Attrition

TransfersTransfersTransfersTransfers ReducedReducedWorkweeksWorkweeks

ReducedReducedWorkweeksWorkweeks

JobJobSharingSharing

JobJobSharingSharing

EarlyEarlyRetirementsRetirements

EarlyEarlyRetirementsRetirements

Downsizing OptionsDownsizing OptionsDownsizing OptionsDownsizing Options

HRM process: recruitment and downsizing

Selection 甄选（第三步） Selection Process

The process of screening job applicants to ensure that the most appropriate candidates are hired.

Selection An exercise in predicting which applicants, if hired, will be

(or will not be) successful in performing well on the criteria the organization uses to evaluate performance.

Selection errors:Reject errors 错误的拒绝Accept errors 错误的接受

Selection Decision Outcomes

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The proven

relationship between

a selection device and

some relevant criterion

Validity Reliability

The degree to which

a selection device

measures the same

thing consistently

Property of Selection DevicesProperty of Selection Devices

HRM process: selection

Types of Selection Devices Application Forms 申请表 Written Tests 笔试 Performance Simulations 绩效模拟测试 Interviews 面谈 Background Investigations 履历调查 Physical examinations 体格检查

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Performance Simulation Tests Testing an applicant’s ability to perform actual job

behaviors, use required skills, and demonstrate specific knowledge of the job. Work sampling 工作抽样

Requiring applicants to actually perform a task or set of tasks that are central to successful job performance.

Assessment centers 评价中心Dedicated facilities in which job candidates undergo a

series of performance simulation tests to evaluate their managerial potential.

Orientation 上岗引导（培训）（第四步）

Transitioning a new employee into the organization.

Job orientation Work-unit orientation 工作单位的上岗引导 Organization orientation 组织的上岗引导

Types of Training 员工培训（第五步）

Interpersonal skills Technical Business Mandatory Performance management Problem solving/Decision making Personal

Employee Performance Management绩效管理（第六步）

Performance Management System A process establishing performance standards

and appraising employee performance in order to arrive at objective HR decisions and to provide documentation in support of those decisions.

Performance Appraisal Methods绩效评估方法

Written essays 书面描述 Critical incidents 关键事件法 Graphic rating scales 评分表法 Behaviorally anchored rating

scales (BARS) 行为定位评分法 Multi-person comparisons 多人

比较法 Management By Objectives

(MBO) 目标管理法 360 Degree feedback 三百六十

度反馈法

薪酬设计

员工升迁人事培训

Compensation and Benefits薪酬与福利（第七步）

Benefits of a Fair, Effective, and Appropriate Compensation System Helps attract and retain high-performance employees Impacts on the strategic performance of the firm

Types of Compensation Base wage or salary 基本工资 Wage and salary add-ons 工资和加薪 Incentive payments 激励性的薪酬 Skill-based pay 基于技能的薪酬

Factors That Influence Compensation and Benefits

Career Development 职业发展（第八步） Career Defined

The sequence of positions held by a person during his or her lifetime.

Career Development Provides information, assessment, and training Helps attract and retain highly talented people

Boundaryless Career 无边界职业 A career in which individuals, not organizations, define

career progression and organizational loyalty

Some Suggestions for a

Successful Management

Career

Contemporary HRM Issues Downsizing

The planned elimination of jobs in an organizationProvide open and honest communication.Reassure survivors.

Managing Work Force Diversity Recruitment for diversity Selection without discrimination Orientation and training that is effective

Contemporary HRM Issues Sexual Harassment

An unwanted activity of a sexual nature that affects an individual’s employment.Unwanted sexual advances, requests for sexual favors, and

other verbal or physical conduct of a sexual nature when submission or rejection of this conduct explicitly or implicitly affects an individual’s employment.

An offensive or hostile environmentAn environment in which a person is affected by elements of

a sexual nature.

Contemporary HRM Issues Work-Life Balance

Employees have personal lives that they don’t leave behind when they come to work.

Organizations have become more attuned to their employees by offering family-friendly benefits:On-site child careSummer day campsFlextimeJob sharingLeave for personal mattersFlexible job hours

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Thanks for your attention