人力資源管理英語(yǔ)七單元

演講人：日期：人力資源管理英語(yǔ)七單元目錄CONTENTSUnitOverviewandLearningObjectivesRecruitmentandSelectionTrainingandDevelopmentPerformancemanagementandproactivemeasuresSalaryandbenefitsmanagement01UnitOverviewandLearningObjectives

IntroductiontoUnitContentThisunitintroducesthefundamentalconceptsandpracticesofHumanResourceManagement(HRM)ItcoversvariousHRMfunctionssuchasrecruitment,selection,training,performancemanagement,andcompensationTheunitalsoexploresthestrategicroleofHRMinorganizationalsuccessandthechallengesfacedbyHRprofessionalsTounderstandthebasicprinciplesandfunctionsofHRMTorecommendtheimportanceofaligningHRMstrategieswithorganizationalgoalsTodevelopskillsinanalyzingandevaluatingHRMpracticesindifferentorganizationalcontextsTobeabletocriticallydiscusscurrenttrendsandchallengesinHRMLearningobjectivesandrequirementsThestrategicandcollaborativeapproachtothemanagementofanorganization'smostvaluableassets-thepeopleworkingtherewhoindividuallyandcollectivelycontributetotheachievementoftheobjectivesoftheorganizationTheprocessofattractingindividualsonatimelybasis,insufficientnumbersandwithappropriatequalifications,andencouragingthemtoapplyforjobswiththeorganizationTheprocessofchoosingfromamongjobapplicationsonthebasisofcertificatecriteriainordertofilljobvacanciesintheorganizationHumanResourceManagement(HRM)RecruitmentSelectionKeytermsandconceptsTrainingandDevelopment01Activitiesdesignedtoimprovecurrentorfutureperformancebychangingattributes,increasingknowledge,ordevelopingskillsPerformanceManagement02Acontinuousprocessofidentifying,measuring,anddevelopingtheperformanceofindividualsandteamsandaligningperformancewiththestrategicgoalsoftheorganizationCompensation03Thetotalrewardsthatemployeesreceiveinreturnfortheircontributionstotheorganization,includingbasepay,incentives,benefits,andotherformsofrecognitionKeytermsandconcepts02RecruitmentandSelectionThisinvolvesidentifyingtheneedfornewemployees,determiningthejobrequirements,andspecifyingthequalificationsneededDevelopingacommissionplanThiscanbedonethroughvariouschannelssuchasjobboards,socialmedia,andprofessionalnetworksAdvertisingthejobOncethejobisadvertised,interestedcandidatescanapplybysubmittingtheirresumesandcoverlettersCollectingapplicationsHRprofessionalsscreentheapplicationstoidentifycandidateswhomeetthejobrequirementsandqualificationsEvaluatingapplicationsRecruitmentprocessandstrategyResumescreeningHRprofessionalscarefullyreviewresumestoidentifycandidateswiththerequiredskills,experience,andqualificationsAssessmenttestsThesemayincludeskillstests,personalitytests,andaptitudeteststoassesscandidates'abilitiesandsuitabilityforthejobInterviewCandidateswhopasstheresumescreeningandassessmenttestsareinvitedforaninterviewtoassesstheircommunicationskills,problem-solvingabilities,andfitwiththecompanycultureSelectionmethodsandtechniquesReferencechecksEmployersmaycontactcandidates'referencestoverifytheirworkhistoryandperformanceSelectionmethodsandtechniquesSchedulinginterviewsHRprofessionalscoordinatewithcandidatestoscheduleinterviewsataconvenienttimeforbothpartiesPreparingforinterviewsCandidatesshouldresearchthecompany,prepareanswerstocommoninterviewquestions,anddressappropriatelyfortheinterviewConductinginterviewsInterviewsshouldbeconductedinaprofessionalandattentiveManner,withallcandidatesreceivingthesametreatmentandquestionsInterviewarrangementsandpreparationsFollowingupafterinterviewsHRprofessionalsshouldfollowupwithcandidatestoinformthemoftheoutcomeoftheinterviewandnextstepsintheprocessInterviewarrangementsandpreparations03TrainingandDevelopmentIdentifyingskillsgapsandperformanceissuesThroughjobanalysis,performanceexpectations,andfeedbackfromemployeesandmanagers,HRprofessionalscanidentifytheskillsandknowledgethatemployeeslackandtheareawheretheyneedimprovementAssessingtrainingneedsBasedontheidentifiedskillsgapsandperformanceissues,HRprofessionalscanassessthetrainingneedsofindividualemployeesorgroupsofemployeesFormulatingatrainingplanAfterassessingthetrainingneeds,HRprofessionalscandevelopadetailedtrainingplanthatoutlinestheobjectives,content,methods,andscheduleofthetrainingprogramTrainingneedsanalysisandplanformulationSelectingappropriatetrainingmethodsHRprofessionalscanchoosefromavarietyoftrainingmethods,suchasclassroomtraining,onlinetraining,onthejobtraining,andsimulations,basedonthelearningobjectivesandpreferencesoftheemployeesMonitoringtheimplementationprocessHRprofessionalsshouldcloselymonitortheimplementationofthetrainingprogramtoensurethatitisbeingconductedasplannedandthatanyissuesorproblemsarepromptlyaddressedEvaluatingtheeffectivenessofthetrainingAfterthetrainingprogramiscompleted,HRprofessionalsshouldevaluateitseffectivenessbyassessingtheimprovementinemployees'skills,knowledge,andperformanceSelectionoftrainingmethodsandmonitoringofimplementationprocessDevelopingindividualdevelopmentplansHRprofessionalscanworkwithemployeestodevelopindividualdevelopmentplansthatoutlinetheircareergoals,strengths,weaknesses,anddevelopmentneedsDesigningcareerpathsHRprofessionalscanalsodesigncareerpathsthatprovideemployeeswithopportunitiesforgrowthandadvancementwithintheorganizationEmployeedevelopmentplanningandcareerpathdesignOfferingdevelopmentopportunitiesHRprofessionalsshouldprovideemployeeswithdiversedevelopmentopportunities,suchastraining,mentoring,andjobrotations,tohelpthemacquirenewskillsandknowledgeandpreparethemforfuturerolesEncouragingcontinuouslearningHRprofessionalsshouldallocateemployeestoengageincontinuouslearningandprofessionaldevelopmentbyprovidingresources,support,andincentivesEmployeedevelopmentplanningandcareerpathdesign04Performancemanagementandproactivemeasures單擊此處添加正文，文字是您思想的為了最終呈現(xiàn)發(fā)布的。單擊此處添加正文文字是您思。文字是您思。單擊此處添加正文文字是您思。文字是您思。4行*21字Conductingregularreviewsandfeedbacksessions:SchedulingperiodicreviewstoassessemployeeperformanceandprovidefeedbackforimprovementMonitoringandadjustingthesystem:ContinuouslymonitoringtheperformancemanagementsystemandmakingadjustmentsasneededtoensureitseffectivenessSettingupaperformancemanagementteam:Designingateamresponsiblefordeveloping,implementing,andmonitoringtheperformancemanagementsystemEstablishmentandimplementationprocessmonitoringofperformancemanagementsystemComparativeevaluationmethodsUsingranking,forceddistribution,orpaidcomparisontoevaluateemployeeperformancerelatedtoothersObjectiveevaluationmethodsRelyingonquantifiabledatasuchassalesfigures,productionoutput,orerrorratestoassessperformance360degreefeedbackGatheringfeedbackfrommultiplesources,includingsupervisors,peers,andsubsidiaries,toprovideacomprehensiveevaluationofanemployee'sperformanceSelectionofperformanceevaluationmethodsandanalysisofapplicationscenariosBehavioralevaluationmethodsFocusingonspecificbehaviorsorcompetenciesdemonstratedbyemployeesduringtheevaluationperiodSelectionofperformanceevaluationmethodsandanalysisofapplicationscenariosMonetaryincentivesOfferingbonuses,commissions,orotherformsoffinancialrewardstomotivateemployeesNonmonetaryincentivesProvidingrecognition,promotionopportunities,orothernon-financialrewardstoemployeeperformanceIndividualandteamincentivesDesigningincentiveplansthatrewardindividualandteamperformancetofostercollaborationandcompetitionDesignandeffectivenessevaluationofincentivemeasuresDesignandeffectivenessevaluationofincentivemeasuresEvaluatingintrinsiceffectivenessRegularlyassessingtheimpactofintrinsicmeasuresonemployeemotivation,satisfaction,andoverallperformancetoensuretheireffectiveness05SalaryandbenefitsmanagementAlignmentwithbusinessstrategyThesalaryandbenefitssystemshouldsupporttheoverallbusinessstrategyandobjectivesoftheorganizationInternalequityThesystemshouldensurethatemployeesarepaidfairandequitablybasedontheircontributions,skills,andresponsibilitieswithintheorganizationExternalcompetitivenessThesystemshouldbedesignedtoattractandretaintalentbyofferingcompetitivesavingsandbenefitscomparedtotheexternalmarketPrinciplesandstrategicchoicesforconstructingasalaryandbenefitssystemPrinciplesandstrategicchoicesforconstructingasalaryandbenefitssystemIncentiveandmotivationThesystemshouldmotivateemployeestoperformbetterandachieveorganizationalgoalsthroughperformancebasedrewardsandrecognition01Afixedamountpaidtoemployeesfortheirregularwork,manuallydeterminedbyjoblevel,skills,andexperienceBasicsalary02Additionalpaymentsmadetoemployeesbasedonthei