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IntroductiontoBusinessEnglishPowerPointChapter5-HumanResourceManagementThedefinitionandimportanceofhumanresourcemanagementHumanresourceplanningRecruitmentandSelectionEmployeetraininganddevelopmentPerformancemanagementSalaryandbenefitsmanagementcontents目錄01ThedefinitionandimportanceofhumanresourcemanagementHumanresourcemanagement(HRM)isthestrategicandplannedprocessofacquisition,development,utilization,andmaintainingatalentworkforcewithinanorganizationItencompassesallthepeoplerelatedactivitiesinvolvedinmanaginganorganization'smostvaluableassets:itsemployeesHRMprofessionalsareresponsibleforvarioustasks,includingrecruitmentandselection,employeetraininganddevelopment,performancemanagement,compensationandbenefits,employeerelationships,andlegalcomplianceDefinitionImportanceHRMisessentialforthesuccessofanyorganizationasitensuresthattherightpeopleareintherightpositions,performingattheirbestandachievingthedesiredresultsEffectiveHRMpracticescansignificantlyimpactanorganization'sbottomlinebyimprovingemployeemorality,reducingturnover,andattractingtoptalentHRMalsoplaysacriticalroleinaligningemployeeswiththeorganization'sgoalsandvalues,ensuringthatthecompany'sstrategiesareeffectivelyimplementedFinally,HRMisresponsibleformaintainingapositiveworkenvironmentthatfostersinnovation,creativity,andemployeeengagement,leadingtofurtherorganizationalsuccess02HumanresourceplanningIdentifythecurrentandfutureskillsandcompetenciesrequiredfortheorganizationAnalyzethecurrenthumanresourcestodeterminethegapbetweenthecurrentskillsandtherequiredskillsDeterminethetraininganddevelopmentneedstobridgethisgapDemandforecastDefinethejobrequirementsandqualificationsforeachpositionIdentifypotentialsourcesforrecruitmentsuchasjobboards,careerfairs,socialmedia,referrals,etcDeveloparecruitmenttimelinetoensuretimelyhiringRecruitmentplanProvideopportunitiesforemployeestodeveloptheirskillsandcompetenciesthroughvarioustrainingprogramsandworkshopsIdentifythetrainingneedsofemployeesbasedontheirjobrolesandresponsibilitiesDeveloptrainingprogramsandcoursesthatalignwiththeorganization'sgoalsandobjectivesTrainingandDevelopmentPlan03RecruitmentandSelectionUseonlinejobboardsornewspaperclassificationstoattractcandidatesJobboardsandclassificationsUtilizeplatformslikeLinkedInorFacebooktoreachawideaudienceSocialmediaEncouragecurrentemployeestorecommendedcandidatesEmployeereferralsPartnerwitheducationalinstitutionstoattractnewtalentUniversitiesandcollegesRecruitmentchannelsInterviewskillsPrepareResearchthecompanyandtheposition,andpreparequestionsforcandidatesListenactivityListenattentiontocandidates'answersandaskfollow-upquestionsAssessskillsandattitudeEvaluatecandidates'skills,experience,andattitudeduringtheinterviewProvidefeedbackProvideconstructivefeedbacktocandidatesontheirperformanceAssesscandidates'skillsandexperienceagainstthejobrequirementsSkillsandexperienceAdvisorcandidates'salaryexpectationsinrelationtotheposition'scompensationpackageSalaryrequirementsDeterminecandidates'alignmentwiththecompany'svaluesandcultureCulturalfitIdentifycandidateswhohavethepotentialtogrowwithintheorganizationPotentialforgrowthSelectioncriteria04Employeetraininganddevelopment03EmployeesurveysCollectingfeedbackfromemployeesontheirtrainingneedsandpreferences01IdentifyingskillsgapsIdentifyingtheskillsandknowledgethatemployeescurrentlypossessandthoserequiredfortheirjobperformance02JobanalysisUnderstandingthejobrequirementsandthetasksandresponsibilitiesofeachemployeeTrainingneedsanalysisDesigningtrainingprograms01Developingtrainingprogramsthataddresstheidentifiedneeds,includingclassroombasedtraining,onlinecourses,andonthejobtrainingSchedulingtraining02Schedulingthetrainingsessions,ensuringthattheyareconsideredforemployeesanddonotdisruptbusinessoperationsTrainingdelivery03Implementingthetrainingprograms,ensuringthattheyarepresentedinaclearandengagingmanualTrainingPlanandImplementationJobrotationGivingemployeestheopportunitytoworkindifferentpositionswithinthecompanytogaincrossfunctionalexperiencePerformancerecommendationsRegularlyevaluatingemployees'performanceandprovidingfeedbackontheirprogressPromotionopportunitiesCreatingopportunitiesforemployeestoadvancewithinthecompany,suchaspromotionsortakingonmoreresponsibilitiesEmployeeCareerDevelopmentPlan05PerformancemanagementKeyperformanceindicators(KPIs):specificandmeasurabletargetsthatalignwiththecompany'sgoalsandvaluesOrganizationalcitizenshipbehavior:assessmentofanemployee'swillingnesstogoaboveandbeyondtheirjobdescriptiontocontributetotheorganizationLeadershipskills:evaluationofanemployee'sabilitytoleadandmotivateothersJobrelatedperformance:evaluationbasedonthefulfillmentofresponsibilitiesandjobrequirementsPerformanceevaluationcriteriabasedonpredefinedcriteriaandmetricsObjectiveevaluationSubjectiveevaluation360degreefeedbackSelfevaluationbasedontheauditor'sopinionandexperienceincludesfeedbackfromtheemployee'scolleges,subsidiaries,andsupervisorsTheemployee'sownassessmentoftheirperformancePerformanceevaluationmethodsTimelyfeedbackprovidingfeedbackinatimelymannertoallowforimmediatecoursecorrectionorcancellationofsuccessesfocusingonareaswhereimprovementisneeded,ratherthanjustpointingoutweaknessesorfailuresCreatingaplanforprofessionaldevelopmentbasedonperformancefeedbackacknowledgingoutstandingperformancewithappropriaterewardsandincentivemechanismsConstructivecriticismDevelopmentplansRecognitionandrewardsPerformancefeedbackandimprovement06SalaryandbenefitsmanagementMarketsurveyConductingamarketsurveytounderstandthesaleslevelsandtrendsintheindustry,whichhelpstosetcompetitivesalesforemployeesJobevaluationAssessingthevalueandimportanceofdifferentjobswithintheorganizationtodetermineappropriatesalaryrangesfordifferentpositionsPerformancebasedpayLinkingaportofsalarytoemployeeperformancetomotivateemployeestoachievebetterresults010203Salarysystemdesign

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