人力資源管理（中英文雙語(yǔ)版）【絕版經(jīng)典，學(xué)習(xí)人力資源專(zhuān)業(yè)英語(yǔ)的好PPT】

LOGO Human Resource Management Proverb Man proposes, God disposes. -T.A.kempis. 謀事在人 ,成事在天 . -肯比斯 Learning tasks學(xué)習(xí)任務(wù) Definition of the term human resource management定義 The strategic importance of HRM 策略重要性 Activities of HRM 人力資源管理活動(dòng) The role that managers play in performing HRM activities 主管在人管活 動(dòng) 中的 角 色 Definition of HRM Human Resource Management is the function performed in organizations that facilitates the most effective use of people (employees) to achieve organizational and individual goals. 人力 資源 管理是 促 使組織 人力有效 運(yùn)用 的一 種 管理功能，其目的在于達(dá) 成 組織與個(gè)人 的目 標(biāo) 。 Tasks Go to the library and find a book about HRM. Find what HRM concern about and what activities it has 發(fā)現(xiàn)人力資源管理是關(guān)于什么的，它都有哪些活動(dòng) Think hard about HRM give your opinion about it 思考并給出你的人力資源管理的理解 Human Resource Activities Human Resource Planning人力 資源 規(guī)劃 Job Analysis工作分析 Employee Recruitment, Selection, Motivation, and Orientation員 工招募、甄 選 、激勵(lì) 、 崗位培訓(xùn) Performance Evaluation and Reward績(jī) 效 評(píng) 估與報(bào)償 Training and Development培訓(xùn)與發(fā)展 Labor Relations勞資關(guān)系 Safety, Health, and Wellness員工 安全 與保健 Classification of HRM (I) S.A.R.D.四 分法 : Selection 招選 Appraisal評(píng)核 Reward報(bào)酬 Development培訓(xùn)發(fā)展 Classification of HRM (II) （ 5Ps Model of HRM） 5批 識(shí)人 留人 PERSERVATION 育人 PROFESSIONAL 選人 PICK 用人 PLACEMENT PERCEPTION The Role of HRM in the Organization Helping to reach the organizations aim； Making use of employees skills effectively； Providing well-trained employees with high work will； Promoting employees work satisfaction； The Role of HRM in the Organization Explaining the HRM policies of the company； Insuring the policies of the company to conform to the ethics and to take the social responsibility； Playing a supporting role to the change measures of the company In A Word Put the right person in the right place at the right time. Tasks Establish one company you like. Suppose you work in human resource department. Try to create proper organization and human resource. 建立一家你喜歡的公司，你在人力資源部工作。注意設(shè)置適當(dāng)?shù)慕M織和人員。 Learning tasks The historical development of human resource management. 人力資源管理的歷史發(fā)展 The difference between “personnel management” and “human resource management”. 人事管理和人力資源管理的區(qū)別 Personnel Management and HRM 人事管理和人力資源管理 PM is that part of management concerned with people at work and with their relationships with an enterprise. 關(guān)注工作中的人和他們與企業(yè)的關(guān)系 Personnel Management and HRM 人事管理與人力資源管理 HR is the further development of PM： Application of modern management theory. Updating of the content and instruction of the PM: 1.Employee -Not the Cost but the Resource. 員工不是花費(fèi)而是資源 2.The development of the corporate is closely related with the employee. 企業(yè)的發(fā)展與員工密切相關(guān)。 Limitation of Traditional Personnel Management 1.Taking Affair as the center, not Person； 2. Maintaining the existence of the organization only can not ensure the continuous development of the organization； 3.Ignoring the function of person and causing the lack of invigorative激勵(lì)的 factors. The manager of HRM should : （ tasks） 1. Know the company strategy and the business management planning； 2. Know the profession； 3. Support the need of business of the company； Tasks(continued) 4. Get often in touch with the other departments； 5. Feel the pulsation(跳動(dòng) , 有節(jié)奏地跳動(dòng) , 震動(dòng) )of the company in person. A brief history of HRM 同業(yè)工會(huì) (工 會(huì) 的前身 ) Guilds To Improve Work Conditions 工業(yè)革命時(shí)期 (Industrial Revolution) Great changes of work condition and social function 科學(xué)管理 (Scientific Management) Attention to work efficiency 人群 關(guān)系運(yùn)動(dòng) (Human Relations Movement) Attention to human nature and the difference of the employees 提高至策略 層次 (Strategic HRM) competitive importance links to the bottom-line The Development of HRM(I) A brief history of HRM 1890 s: Independent personnel department coming into being (industrialization, urbanization, welfare workers, working conditions and circumstances) The Development of HRM(II) 1950s-1960s : Many studies on humanized management emerging (Argyris, 1957； Maslow, 1954； McGregor, 1960), Mayos梅奧 human relations approach (a focus on people rather than mechanics or economics) 1965: Miles differed human relations from human resources F.W.Talors泰勒 ： scientific management(科學(xué)管理 ) (proper, specialized standard after the boom of industrial revolution)； H.Fayol法約爾 & M.Webers韋伯： classical organization theory 古典組織理論 (structured, unity of direction, discipline, bureaucratic 井然有序 ） The Development of HRM Model (I) Traditional傳統(tǒng) : tight supervision嚴(yán)密的監(jiān)視 Relationship人際關(guān)系 : feeling of utility and importance人力的有用性和重要性 HRM人力 資 源 : making full use of employees to facilitate their self-decision and self-management skills The Development of HRM Model Classical Management古典管理 Employee-Tool Scientific Management科學(xué)管理 Employee-Economical Person Management Science管理科學(xué) Employee-Social Person Self-study (reference to textbook page 14-17 ) Review: 1.What the difference between Personnel Management and HRM? 2. What are the tasks for HRM? 3. Present briefly the history of HRM? Proverb Plans are nothing； planning is everything. 凡 事預(yù)則立 ,不預(yù)則廢 . Learning tasks The tasks of human resource planning The need for human resource planning and the connection with the strategy planning of the corporate The process of human resource planning Case Study 五金制品公司的人力資源規(guī)劃 馮如生幾天前才調(diào)到五金制品公司的人力資源部當(dāng)助理，就接受了一項(xiàng)緊迫的任務(wù)，要求他在 10天內(nèi)提交一份本公司 5年的人力資源規(guī)劃。雖然老馮從事人力資源管理工作已經(jīng)多年，但面對(duì)桌上那一大堆文件、報(bào)表，不免一籌莫展。經(jīng)過(guò)幾天的整理和苦思，他覺(jué)得要編制好這個(gè)規(guī)劃，必須考慮下列各項(xiàng)關(guān)鍵因素： 首先是本公司現(xiàn)狀。它共有生產(chǎn)與維修工人 825人，行政和文秘性白領(lǐng)職員143人，基層與中層管理干部 79人，工作技術(shù)人員 38人，銷(xiāo)售員 23人。其次，據(jù)統(tǒng)計(jì)，近五年來(lái)職工的平均離職率為 4%，沒(méi)理由預(yù)計(jì)會(huì)有什么改變。不過(guò)，不同類(lèi)別的職工的離職率并不一樣，生產(chǎn)工人離職率高達(dá) 8%，而技術(shù)人員和管理干部則只有 3%。再者，按照既定的擴(kuò)產(chǎn)計(jì)劃，白領(lǐng)職員和銷(xiāo)售員要新增 10%-15%，工程技術(shù)人員要增 5%-6%，中、基層干部不增也不減，而生產(chǎn)與維修的藍(lán)領(lǐng)工人要增加 5%。 有一點(diǎn)特殊情況要考慮：最近本地政府頒布了一項(xiàng)政策，要求當(dāng)?shù)仄髽I(yè)招收新職工時(shí)，要優(yōu)先照顧婦女和下崗職工。本公司一直未曾有意排斥婦女或下崗職工，只要他們來(lái)申請(qǐng)，就會(huì)按同一種標(biāo)準(zhǔn)進(jìn)行選拔，并無(wú)歧視，但也未予特殊照顧。如今的事實(shí)卻是，銷(xiāo)售員除一人是女的外全是男的；中、基層管理干部除兩人是婦女外，其余也都是男的；工程師里只有三個(gè)是婦女；藍(lán)領(lǐng)工人中約有 11%婦女或下崗職工，而且都集中在最低層的勞動(dòng)崗位上。 馮如生還有 5天就得交出計(jì)劃，其中包括各類(lèi)干部和職工的人數(shù)、從外界招收的各類(lèi)人員的人數(shù)以及如何貫徹市政府關(guān)于照顧婦女與下崗人員政策的計(jì)劃。此外，五金制品公司剛開(kāi)發(fā)出幾種有吸引力的新產(chǎn)品，所以預(yù)計(jì)公司銷(xiāo)售額五年內(nèi)會(huì)翻一番，馮如生還得提出一項(xiàng)應(yīng)變計(jì)劃以備應(yīng)付這類(lèi)快速增長(zhǎng)。 思考題： 1、 老馮在編制人力資源規(guī)劃時(shí)要考慮哪些情況和因素？ 2、 他該制訂一項(xiàng)什么樣的招工方案？ 30 Definition of HR Planning HRP is the process of determining the human resource needs of an organization and ensuring that the organization has the right number of qualified people in the right jobs at the right time. 人力資源規(guī)劃 是決定組織對(duì) 人力 資源 的需要， 并確 保有 適當(dāng)數(shù) 目的 適 任人 員適時(shí) 地 擔(dān)任適當(dāng) 工作的一 個(gè)過(guò)程。 The tasks of HRP Reducing the cost of manpower Allotting manpower reasonably Adapting the organizations development Meeting the employees requirements 減 低用人成本 合理分配人力 適應(yīng)組織發(fā)展 滿(mǎn) 足 員 工需求 Why is HRM necessary? A growing awareness of the need to look into the future 公司發(fā)展需要 A desire to exercise control over as many variables as possible which influence business success or failure 對(duì)影響公司成敗變的量實(shí)行控制因素 The development of techniques which make such planning possible 科技的發(fā)展使得這種規(guī)劃成為可能 (reference to textbook page 53) The Process of HRP Situational analysis or environmental Scanning環(huán)境偵查 Forecasting demand of human Resources 需求預(yù)測(cè) Analysis of the supply of human resources 供給分析 Development of plans for action 發(fā)展行動(dòng) 方案 HR PLANNING PROCESS 搜集準(zhǔn)備有關(guān)信息資料 人力資源需求預(yù)測(cè) 人力資源供給預(yù)測(cè) 確定人員凈需求 確定人力資源目標(biāo) 制定具體計(jì)劃 對(duì)人力資源計(jì)劃的審核與評(píng)估 人力資源規(guī)劃的過(guò)程 Situational analysis 人力資源需求的影響因素表 企業(yè)外部環(huán)境 企業(yè)內(nèi)部條件 人力資源自身狀況 社會(huì) 戰(zhàn)略目標(biāo)規(guī)劃 退休 政治 生產(chǎn)和銷(xiāo)售預(yù)測(cè) 辭職 經(jīng)濟(jì) 企業(yè)預(yù)算 合同到期止 法律 新建部門(mén)或擴(kuò)張 辭退 技術(shù) 勞動(dòng)定額的合理程度 休假 競(jìng)爭(zhēng)者 死亡 Situational Analysis (External) 政府 (Government Laws and Regulation) 工 會(huì) (Union Procedures and Requirements) 勞動(dòng) 力 (Labor Force Composition) 國(guó)內(nèi) 外 經(jīng)濟(jì) Economic Conditions (International and Domestic) 地理位 置 (Geographic Location) 競(jìng)爭(zhēng) 力 (Company Competitiveness) Situational Analysis (Internal) Business HR Implications What business are we in? What people do we need? Culture and value system How do we change? -appropriate not appropriate Strategic direction Who will we need in future? New businesses What systems and procedures might New markets be developed? Strengths How far related to existing use of HR? Weaknesses (e.g. skills base ) Opportunities Demand and supply in the labor market? Threats Critical關(guān)鍵的 success factors How far do these depend on employees, rather than other factors? Organizational tasks Staff utilization Labor costs Environmental factors (trends in technology and markets, threats or opportunities) Staff turnover人員流動(dòng) Production levels Demand Factors in Forecasting demand