1、Chapter 7,人力资源管理,Human Resource Management,Lecture Outline,What Is Human Resource Management? 什么是人力资源管理？,Human Resource Planning 人力资源规划,Recruitment 招聘,Training and Developing 培训和培养,Compensation 报酬,The Four Cs Model for Evaluating Human Resources 评价人力资源的4C模式,How to Keep Employees Motivated 如何保持员工的工作热
2、情,Lead-in activities,Role-play a job interview with your partner. Suppose that you are the interviewee and your partner is the interviewer, try to answer the following three questions which are commonly asked in the job interview, and then exchange the roles with your partner.,Lead-in activities,Que
3、stion 1: Are you willing to work without any reward? Question 2: What is your biggest weakness? Question 3: How long do you plan to work in our company?,Lead-in activities,How should you give an appropriate answer to Question 1?,Additional Info, In fact, the implied meaning underlying this question
4、is that the recruiters just want to know how this job appeals to you. Therefore, the salary is not the key problem. Even if you won the lottery yesterday, you are still willing to work here, which is the most important. As long as you show your great enthusiasm for the job and the company, its enoug
5、h!,Lead-in activities,How to handle Question 2?,Additional Info, Question 2 is a dilemma. On one hand, you cant answer this question with the word “No” because a person without weaknesses doesnt exist at all. On the other hand, if you tell the recruiters your biggest weakness, you may not be recruit
6、ed.,Lead-in activities,How to handle Question 2?,Additional Info, Hence, a clever answer should emphasize what you have learned from your past experiences and what progress you have made. For instance, you were once in charge of a project and you learned how to listen to others advice. Never say tha
7、t you lack patience, communication skills or anything like that.,Lead-in activities,How to answer Question 3 properly?,Additional Info, Question 3 doesnt seem difficult to answer, but the problem is that you dont want to say that youll stay in that company for a whole life, or just stay there for a
8、short time. What you need at this moment is to restructure your answer. It would be smart to first tell the recruiters the reasons why you want to work here, and then move to such topics as how this job appeals to you and how it stimulates your potentials.,Lead-in activities,How to answer Question 3
9、 properly?,Additional Info, For example, if you are sure that this job can make you thrive in the company, a clever answer would be “as long as these attractions exist, Ill keep working here.”,What Is Human Resource Management?, The human resource management (HRM) process is an ongoing procedure tha
10、t tries to keep the organization supplied with the right people in the right positions.,What Is Human Resource Management?, HRM is based on the efficient utilization of employees to achieve two main goals within a company.,Additional Info,What Is Human Resource Management?,Additional Info, The first
11、 is to effectively make use of the talents and abilities of each employee to meet the operational objectives that are the ultimate aim of the organization. Along with this, the practice also seeks to ensure that individual employees are satisfied with both their working environment and the compensat
12、ion and the benefits that they receive.,Two Main Goals,What Is Human Resource Management?,Additional Info, At times, it is impossible to arrive at solutions that are in line with both the aims of the organization and the desires of the employee. When this happens, effective managers are faced with t
13、he task of finding a resolution that protects the interests of the company, but at the same time provides an acceptable level of satisfaction of the employee.,What Is Human Resource Management?,Additional Info, This process can sometimes take a great deal of expertise on the part of the human resour
14、ce personnel, but ultimately can help establish the best solution for all concerned parties.,What Is Human Resource Management?,Additional Info, HRM process is an ongoing procedure that tries to keep the organization supplied with the right people in the right positions.,HRM Process,What Is Human Re
15、source Management?,Additional Info, The process mainly includes:Human resource planningRecruitmentScreening & selectionOn-boarding/OrientationTraining & developmentPerformance appraisalPromotions, transfers, demotions, separations & Compensation,HRM Process,What Is Human Resource Management?,Human R
16、esource Planning, Human resource planning is designed to ensure that personnel needs will be constantly & appropriately met. It is accomplished through the analysis of both internal factors including current and expected skill needs, vacancies, and departmental expansions & reductions, and factors i
17、n the environment such as the labor market.,What Is Human Resource Management?,Recruitment, Recruitment is concerned with developing a pool of job candidates in line with the human resource plan. Candidates are usually located through newspaper and professional journal advertisements, employment age
18、ncies, word of mouth, and visits to college and university campuses.,What Is Human Resource Management?,Selection, Screening & selection involves using application forms, resumes, interviews, employment and skills tests, and reference checks to evaluate and screen job candidates for the managers who
19、 will ultimately select and hire a candidate.,What Is Human Resource Management?,Socialization and Orientation, Socialization and orientation are designed to help the selected individuals fit smoothly into the organization. Newcomers are introduced to their colleagues, acquainted with their responsi
20、bilities, and informed about the organizations culture, policies, and expectations regarding employee behavior.,What Is Human Resource Management?,Training and Development, Training and developing are both aimed at increasing employees abilities to contribute to organizational effectiveness. Trainin
21、g is designed to improve skills in the present job, development programs are designed to prepare employees for promotion.,What Is Human Resource Management?,Performance Appraisal, Performance appraisal compares an individuals job performance with standards or objectives developed for the individuals
22、 position. Low performance may prompt corrective action, such as additional training, a demotion, or separation, while high performance may merit a reward, such as raise, bonus, or promotion.,What Is Human Resource Management?,Promotions, transfers, demotions, separations, and compensation, Promotio
23、ns, transfers, demotions, separations & compensation reflect an employees value to the organization. High performers may have higher incomes and be promoted, while low performers may be demoted, transferred to less important positions, or even separated. Any of these options will, in return, affect
24、human resource planning.,What Is Human Resource Management?, What activities are included in the HRM process? Human resource planning is accomplished through analysis of both internal factors and factors in the environment. What are included in internal factors and factors in the environment respect
25、ively? How does a manager select and hire a job candidate? What does the term socialization and orientation mean? Who conducts an employees performance appraisal, the HRM department or his/her immediate supervisor?,Questions for Discussion,What Is Human Resource Management?,Human Resource Planning,
26、Human Resource Planning refers to classic HR administrative functions, and the evaluation and identification of human resources requirements for meeting organizational goals. It also requires an assessment of an availability of the qualified sources that will be needed.,Human Resource Planning, To e
27、nsure their competitive advantage in the marketplace and anticipate staffing needs, organizations must implement innovative strategies designed to enhance their employee retention rate and recruit fresh talent into their companies.,Human Resource Planning,Four Basic Aspects, First, planning for futu
28、re needs by deciding now how many people with what skills the organization will need; Second, planning for future balance by comparing the number of needed employees with the number of present employees who can be expected to stay with the organization;,Human Resource Planning,Four Basic Aspects, Th
29、ird, planning for recruiting or laying off employees; Finally, planning for the development of employees to ensure the organization has a steady supply of experienced and capable personnel.,Human Resource Planning,The managers of a human resource program should consider two major factors:, The organ
30、izations human resource needs. Internal growth means additional employees must be hired, while acquisitions or mergers may mean the organization will need to plan for layoffs.,Human Resource Planning,The managers of a human resource program should consider two major factors:, The economic environmen
31、t of the future. A booming economy might encourage expansion and thus increase the demand for employees. However, the same booming economy may result in low unemployment, making it harder and more expensive to attract qualified employees.,Human Resource Planning,Gap? HR Needs,Demand,Supply,Human Res
32、ource Planning, The use of computers to build and maintain information about all employees has enabled organizations to be much more efficient in their planning of human resources.,Additional Info,Human Resource Planning, In todays corporate environment, HR planning is viewed as a valuable component
33、 for adding value to an organization. Both employees and the company will often realize many benefits of planning over the long-run.,Additional Info, What are the basic aspects in human resource planning? What factors must the managers of a human resource program consider?,Questions for Discussion,H
34、uman Resource Planning,Recruitment, The purpose of recruitment is to provide a group of candidates that is large enough to let managers select the qualified employees they need.,Recruitment,Recruitment Preparation,Job analysisJob descriptionHiring specification,Recruitment,Additional Info,Analysis o
35、f jobs & positionsSourcing of candidatesScreening & selectionOn-boarding/Orientation,Recruitment,Additional Info, Hiring from outside Educational institutions Employment agencies Job advertisements Business rivals,Recruitment Sourcing,Recruitment, Hiring from within through promotion or transfer It
36、is sometimes more desirable to transfer existing employees to new jobs or promote them to higher positions because no selection techniques can compare with the firms knowledge about its own employees.,Recruitment Sourcing,Recruitment, Companies may set up stands in colleges & universities to recruit
37、 new talent for jobs requiring a good education & special training in certain fields. For many large companies, college & graduate school campuses are a major source of entry-level & new managerial help.,Campus Recruitment,Recruitment,Additional Info,Advantages of Campus Recruitment,Recruitment,Addi
38、tional Info, Companies can select the right & talented candidate from a vast pool of young applicants within a limited time. On the other hand, students have the advantage of getting a good job according to their qualification level even before the completion of their academic course in college.,Adv
39、antages of Campus Recruitment,Recruitment,Additional Info, Companies can Campus recruitment helps in saving time & efforts of the companies. It prevents the occurrence of unusual expenditures related to recruitment process such as advertisement, initial screening, & final selection procedures etc. T
40、his in turn turns to be useful in reduced manpower effort & time.,Advantages of Campus Recruitment,Recruitment,Additional Info, An organization through effective campus recruitment finds an opportunity to establish a link with the next batch of students. This in turn paves way to serve the future &
41、long term recruitment needs of the company.,Advantages of Campus Recruitment,Recruitment,Additional Info, Campus recruitment helps in increased selection ratio. More number of quality candidates can be selected through this recruitment process.,Advantages of Campus Recruitment,Recruitment,Additional
42、 Info, The organizations can built up more company loyalty through campus selection process. Fresh & talented graduates will work more closely with their first company. Hence, this in a way will increase the brand loyalty among different applicants.,Disadvantages of Campus Recruitment,Recruitment,Ad
43、ditional Info, Campus recruitment is an expensive affair for majority of the companies as it adds up costs to the bottom line. Companies incur different expenses related to travel, boarding, training, etc while conducting campus selection process.,Disadvantages of Campus Recruitment,Recruitment,Addi
44、tional Info, The experienced & skilled candidates having practical job exposures cannot be recruited through campus placements. It is quite common for hired graduates to leave an organization after two or three years.,Disadvantages of Campus Recruitment,Recruitment,Additional Info, Fresh candidates
45、selected through campus placements require adequate training for work. This is an additional expense for the company. Students cant work with their dream company and will have to remain satisfied with the company that recruits them during campus selection., What must recruiters do before recruitment
46、? By what sources can prospective employees be acquired from outside according to this section? Why is it said that the campus recruiting process can be quite expensive? How would you comment on recruiting from within?,Questions for Discussion,Recruitment, Human Training & development are both aimed
47、 at increasing employees ability to contribute to organizational effectiveness.,Training and Developing, Training is designed to improve skills in the present job.,Training and Developing, Development programs are designed to prepare employees for promotion.,Training and Developing, On-the-job metho
48、d Off-the-job method Management development programs,Methods of Training,Training and Developing, How can managers identify the training needs of individuals in their organization? What are the most common methods of training and development mentioned in this part? What activities do management deve
49、lopment programs usually involve?,Questions for Discussion,Training and Developing, If a firm has done a good job in HRM, most of the employees should be adequately trained, well developed & highly motivated. The firm should compensate them with equitable & competitive wages & salaries, fringe benefits & other forms of reward.,Compensation,Compensation, Wages and Salaries are the monetary form of compensation given to a firms employees for their contributions.,Wages and Salaries,
