人力资源管理专业英语chp.01-An-Overview-of-Human-Resource-Man.ppt

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1、Unit 1An Overview of Human Resource ManagementWarm up:Give your Answers Why is human resource management necessary?What makes employees maximally productive and valuable to the organization?In this unit,we will discuss:EVOLUTION OF HR ManagementSCIENTIFIC MANAGEMENTFrederick Taylor,Henry Gantt,Frank

2、&Lillian Gilbreth INDUSTRIAL/ORGL PSYCHOLOGYMunsterberg,Scott,CattellHUMAN RELATIONS MOVEMENTHawthorne Studies,Mayo,Follett,LewinGROWTH OF GOVERNMENTAL REGULATIONSWages(1930s),Unionization(1940s),Employment(1960s)PROFESSIONALIZATION OF HR MANAGEMENTProfessional HR Societies&HRCI(Certification Instit

3、ute)1Human Resource ManagementHuman Resource DevelopmentCompensationStaffingEmployee and Labor RelationsSafety and Health Human Resource Management FunctionsFUNCTIONAL AREAS WITHIN HRFUNCTIONAL AREAS WITHIN HREMPLOYMENT/STAFFINGRECRUITMENTSELECTIONTRAINING AND DEVELOPMENT APPRAISALEDUCATION AND DEVE

4、LOPMENTCOMPENSATIONSALARIES,WAGES AND BENEFITSINCENTIVE PLANSEMPLOYEE RELATIONSGRIEVANCE RESOLUTIONUNION RELATIONSHR PLANNING AND RESEARCHFORECASTINGJOB ANALYSISATTITUDE SURVEYSVALIDATION STUDIESEmployment/Staffing Staffing-Process through which organization ensures it always has proper number of em

5、ployees with appropriate skills in right jobs at right time to achieve organizational objectivesJob analysis-Systematic process of determining skills,duties,and knowledge required for performing jobs in organizationHuman resource planning-Systematic process of matching the internal and external supp

6、ly of people with job openings anticipated in the organization over a specified period of time.Recruitment-Process of attracting individuals on a timely basis,in sufficient numbers,and with appropriate qualifications,to apply for jobs with an organization Selection-Process of choosing from a group o

7、f applicants the individual best suited for a particular position and the organization CompensationDirect Financial Compensation-Pay that person receives in form of wages,salaries,bonuses,and commissions.Indirect Financial Compensation(Benefits)-All financial rewards not included in direct compensat

8、ion such as paid vacations,sick leave,holidays,and medical insurance.Nonfinancial Compensation-Satisfaction that person receives from job itself or from psychological and/or physical environment in which person works.Safety and HealthEmployees who work in safe environment and enjoy good health are m

9、ore likely to be productive and yield long-term benefits to organization.Safety-Involves protecting employees from injuries caused by work-related accidentsHealth-Refers to employees freedom from illness and their general physical and mental well beingHuman Resource ResearchHuman resource research p

10、ervades all HR functional areas.Forecasting and PlanningJob AnalysisAttitude SurveysValidation StudiesCompensation SurveysWho Performs Human Resource Management Tasks?Human Resource ManagersLine Managers and SupervisorsHR Shared Service CentersOutsider vendors via outsourcing Professional Employer O

11、rganizations(Employee Leasing)AMA SARATOGA STUDYHow are HR Departments Changing?How are HR Departments Changing?ONLY 30%STILL DO ALL STANDARD IN-HOUSE HR FUNCTIONS 32%HAVE ESTABLISHED AN IN-HOUSE“UNIVERSITY”ONLY 27%HAVE RETAINED THE TRAINING AREA“AS IS”BENEFITS HAVE BEEN OUTSOURCED OR MOVED TO SHARE

12、D SERVICE CENTERSSTAFFING IS BEING DELEGATED BACK TO LINE MANAGERSRATIO OF EMPLOYEES SERVED PER HR EMPLOYEE HAS INCREASED Traditional Human Resource Functions in a Large FirmPresident and CEOVice President,MarketingVice President,OperationsVice President,FinanceVice President,Human ResourcesManager,

13、Training and DevelopmentManager,CompensationManager,StaffingManager,Safety and HealthManager,Labor RelationsA Possible Evolving HR Organization ExamplePresident and CEOVice President,OperationsVice President,Strategic Human ResourcesVice President,FinanceDirector of Safety and HealthTraining&Develop

14、ment(Outsourced)Compensation(Shared Service Centers)Staffing(more involvement of Line Managers,etc)Vice President,MarketingTOP HRM CONCERNS:A SURVEY TOP HRM CONCERNS:A SURVEY (Helman)(Helman)84%COMPENSATION80%SUCCESSION PLANNING68%MANAGEMENT STAFFING40%HR STRATEGIC PLANNING40%EMPLOYEE COMMUNICATIONS

15、34%WORKFORCE MANAGEMENT28%BENEFITS26%PERFORMANCE EVALUATION24%EMPLOYEE RELATIONS20%PERSONNEL POLICIES18%LABOR RELATIONS16%TRAINING AND DEVELOPMENT4%EEO/AFFIRMATIVE ACTION9%OTHERCURRENT TRENDS IN HREMPHASIS ON STRATEGIC PLANNING&SUCCESSIONVP of HR is a Strategic Manager,Management Succession Planning

16、EMPHASIS ON COST-RELATED ISSUES/COST CONTROLGlobal Competition,Outsourcing and Downsizing NEW SPECIALTIES EMERGING IN HRHR Planning,International HR,Employee Assistance ProgramsGROWTH OF GOVERNMENTAL REGULATIONSWages(1930s),Unionization(1940s),Employment(1960s)PROFESSIONALIZATION OF HR MANAGEMENTPro

17、fessional HR Societies&HRCI(Certification Institute)THE INTERNET REVOLUTIONElectronic Recruiting,Records Management,and HRIS EXTERNAL ENVIRONMENTAL FACTORS EXTERNAL ENVIRONMENTAL FACTORS THAT IMPACT HRMTHAT IMPACT HRMGOVERNMENT REGULATIONSFederal,State and LocalLABOR FORCE DEMOGRAPHICSWomen with Chi

18、ldrenWorkforce Diversity and ImmigrantsOlder WorkersPeople with DisabilitiesYoung Persons with Limited SkillsTECHNOLOGICAL ADVANCEMENTAutomation,Obsolescence and RenewalGLOBAL COMPETITION AND CUSTOMER EXPECTATIONSECONOMIC CONDITIONS AND CYCLESOTHER PUBLICS Unions,Communities,Shareholders,etc.Thank you!