1、,南开大学人力资源管理课程人力资源管理专业英语 Human Resource Management袁庆宏 教授 南开大学商学院人力资源系2007-9-18 星期二,南开大学05HRM,Manager for HRM activities,Manager (top/middle/first-line) executive-administrator-supervisor HR generalists vs. HR specialistsHR generalists-devotes a majority of his working time to HR issues, but does not
2、specialize in any specific areas of HRM.HR specialists-be trained in one or more specific areas of HRM,南开大学05HRM,What challenges faced by HR managers?,Diversity in the work forceethnicity, race, gender, religious belief, age, or physical disability Regulatory changeslabor contract law, Employment Pr
3、omotion law, etc. Structural changes to organizations,南开大学05HRM,第三讲 工作分析 Job Analysis,Why ? What Information? How to collect ? How to record ? Some problem,南开大学05HRM,Job description 工作描述/工作说明书,Function or duty 职能或职责 Task 任务 Work behavior 工作行为 Critical incidents 关键事件 Reporting relationships 报告关系 Supe
4、rvision received 所受监督 Authority 职权 Personal contacts 个人接触 Working conditions 工作条件 *,南开大学05HRM,Type of information,Job content 工作内容 Function or duty 职能或职责 Task 任务 Work behavior 工作行为 subtasks 子任务 Critical incidents 关键事件 job context 工作关系 Reporting relationships 报告关系 Supervision received 所受监督 Authority职
5、权 Personal contacts 个人接触 Working conditions 工作条件 worker requirements/specifications工作要求/规范 Knowledge 知识 Skill 技能 Ability 能力 Personal characteristics个体特质 Credentials 证书,南开大学05HRM,How to collect the information?,Interview 面谈 frequently, but self-report biases, misunderstandings Observation 观察 routine/
6、repetitive jobs, but some unobservable behavior Questionnaires 问卷 more quickly, group jobs,南开大学05HRM,How to record information,Job Description & Specification 工作说明与工作规范 Functional Job Analysis 功能性工作分析 Ability Requirements Approach 能力需求法 Critical Incident Technique 关键事件技术,南开大学05HRM,Job specifications
7、 工作规范,KSAOs: Knowledge 知识 为成功完成某项工作任务而必须掌握的事实性或程序性信息。 Skills 技能 一个人在完成某项特定的工作任务方面所具备的熟练水平。 Ability 能力 一个人所拥有的比较通用的且具有持久性的才能。 Others Personal characteristics 其他个体特质 一个人完成目标的动力或持久力等一些人格特征。 Credentials 证书,南开大学05HRM,举例（视频资料）: Skill & Ability,（1）Physical Strength （2）Flexibility, Balance, Coordination （3）
8、Idea Generation & Reasoning Abilities,南开大学05HRM,（1）Physical Strength static strength-being able to exert maximum muscle force to move heavy objects-such as nursing aides, orderlies, attendants, etc. dynamic strength-involves applying muscle force repeatedly over time without tiring.- such as cutting
9、, stretching, nailing carpenting inside an office-raking, weeding, planting the grounds outside-production laborers and helpersexplosive strength-shows up in short bursts of muscle force.- such as dancer leaps across the stage, lifeguard dives into action,南开大学05HRM,（2）Flexibility, Balance, Coordinat
10、ion Flexibility is defined as the ability to move your body in different ways. Coordination means one hand knows what the other one is doing. Dancer Emergency service workers Firefighters Paperhanger on a stepladder Construction worker Nautical and fishing careers Glazier Installers and repairers Ma
11、chinery feeders,南开大学05HRM,（3）Idea Generation & Reasoning Abilities Combination of creativity and practical think. Highly valued skills in all kinds of enterprise.Information ordering(信息整理)-librarians, financial manager, engineers Problem sensitivity(问题敏感性)-inspectors Inductive reasoning(归纳推理)- occup
12、ational health and safety specialists Deductive reasoning(演绎推理)-relying on logic and proven principles. Originality(独创性),南开大学05HRM,Case study: Selecting Patient Escorts,Reading & discussing:industry background? characteristic of Hospital? characteristic of patient escorts?（Scope, composition, mobili
13、ty of the patient escorts standard procedure when hiring patient escorts orientation program in the first day What problem with patient escorts? hospital administrators meeting-to find new procedure Personnel Manager Chief Supervisor of Patient Escortshead of the Staffing Section within the Personne
14、l Department assistant Personnel Director what suggestions were made on the meeting？ such as “attitude test“,南开大学05HRM,About Case Study-3 dimension of difficulty (案例研究的困难度立方体),Analytical dimension Conceptual dimension Presentation dimension,南开大学05HRM,About Case Study-困难度立方体,Analytical,南开大学05HRM,南开大学
15、05HRM,南开大学05HRM,南开大学05HRM,Case: 某医院招聘护理工（selection patient escorts ）,Questions: 1. Critique each of the alternative approaches suggested for solving the problem of selecting patient escorts. 试评价解决护理工问题的各项建议 2. Recommend a procedure for recruiting and hiring patient escorts. 请推荐一个招聘护理工的流程3. Besides i
16、mproving its selection procedures, what other actions could the hospital potentially take to improve the behavior of the patient escorts? 除了改进招聘流程，你认为还可以采取哪些其他措施改善护理工的行为？,南开大学05HRM,Case study: Selecting Patient Escorts,Reading & discussing:industry background? characteristic of Hospital? characteris
17、tic of patient escorts?（Scope, composition, mobility of the patient escorts standard procedure when hiring patient escorts orientation program in the first day What problem with patient escorts? hospital administrators meeting-to find new procedure Personnel Manager Chief Supervisor of Patient Escor
18、tshead of the Staffing Section within the Personnel Department assistant Personnel Director what suggestions were made on the meeting？ such as “attitude test“,南开大学05HRM,课下分组解读：仔细阅读案例时请思考,本案例涉及的行业有哪些特征？ 该企业（医院）情况如何？ 护理工岗位的特点 护理工人员构成与变动情况 目前招聘护理工的工作流程和入职培训 目前护理工管理出现何问题，严重吗？ 医院管理部门是如何应对的？此次改进讨论会议的背景如何？ 参会者各自的身份怎样？ 各自提出什么建议？ 最后的结论和行动如何？心得分享：从案例中还能得到哪些启示？,南开大学05HRM,Case study -3 stage learning process,Stage1: individual preparation Stage2: small group discussion Stage3: large group discussion,南开大学05HRM,分组讨论：,2007-9-18,南开大学05HRM,分组讨论：,南开大学05HRM,心得分享：,
