对组织内人力资源的管理(ppt 76)(4.27MB)

HumanResourceManagementPart3:TrainingandDevelopmentPowerPointbyCheng-Chiang(Johnnie)ChenDa-YehUniversityChapter5TrainingandDevelopingEmployees•Humanresourcemanagement(HRM):Themanagementfunctionthatisconcernedwithgetting,training,motivating,andkeepingcompetentemployees.•對組織內人力資源的管理，一般指企業內所有人力資源的取得，運用和維護等過程。ManagersandtheHumanResourceManagementProcessPersonnelmanagementVS.Humanresourcemanagement•人事管理–被動、消極–偏重日常事務的執行、缺乏規劃–滿足組織利益與工作要求為目標–獨立於其他企業功能–一般人事流程的管理–訓練以工作技能為主–將人士支出視為不可避免的費用•人力資源管理–主動、積極–具有長期導向之規劃–尋求組織與員工工作均衡–與企業功能緊密結合–兼具組織發展(OD)的功能–強調人力資源發展–將人力資源視為企業的長期投資HumanResourceManagementProcessHumanResourcePlanningRecruitmentorDownsizingSelectionofEmployeesOrientationTrainingandDevelopmentPerformanceAppraisalsSafetyandHealthCompensationandBenefitsCompetentHigh-PerformingWorkersTheStrategicHRMProcessSafetyandhealthCompensationandbenefitsPerformanceappraisalsIdentificationandselectionofcompetentemployeesAdaptedandcompetentemployeeswithup-to-dateskills,knowledge,andabilitiesCompetentandhigh-performingemployeeswhoarecapableofsustaininghighperformanceoverthelongtermTraininganddevelopmentStrategichumanresourceplanningRecruitmentanddownsizingSelectionOrientationUnionsReengineeringGlobalizationDiversityEnvironmentDownsizingRestructuringLegislation人力資源管理程序•圖6-1TheLegalEnvironmentofHRMAffirmativeActionEmploymentTrainingRetentionHumanResourcePlanningMakingaFutureAssessmentMakingaCurrentAssessmentDesigningaFutureProgramEmploymentplanning•Humanresourceinventoryreport:Areportlistingthename,education,training,prioremployer,languagesspoken,andthelikeofeachemployeeintheorganization.•Jobanalysis:Anassessmentofthekindsofskills,knowledge,andabilitiesneededtosuccessfullyperformeachjobinanorganization-決定工作職責與性質.•Jobdescription(工作說明書):Awrittenstatementofwhatajobholderdoes,howitisdone,andwhyitisdone-說明工作內容及方法.•Jobspecification(工作規範):Astatementoftheminimumacceptablequalificationsthatanincumbentmustpossesstoperformagivejobsuccessfully-說明擔任此工作的人所需要的資格與條件PopularJobAnalysisMethodsTraditionalRecruitingSourcesInternalSearchesEmployeeReferralsEmployeeLeasingTempServicesEmploymentAgenciesAdvertisementsSchoolPlacementRecruitmentandselection•Recruitment:Theprocessoflocating,identifying,andattractingcapableapplicants.•Selectionprocess:Theprocessofscreeningjobapplicantstoensurethatthemostappropriatecandidatesarehired.•Reliability:Thedegreetowhichaselectiondevicemeasuresthesamethingconsistently.•Validity:Theprovenrelationshipbetweenaselectiondeviceandsomerelevantcriterion.•Performance-simulationtests:Selectiondevicesthatarebasedonactualjobbehaviors;worksamplingandassessmentcenters.RejectErrorCorrectDecisionAcceptErrorCorrectDecisionSelectionDecisionAcceptRejectSuccessfulUnsuccessfulSelectionDecisionOutcomesSelectionDevicesPerformanceSimulationsWrittenTestsFiringLayoffsandAttritionTransfersReducedWorkweeksJobSharingEarlyRetirementsDownsizingOptionsTheEffectivenessofInterviews•Priorknowledgeaboutanapplicant•Attitudeoftheinterviewer•Theorderoftheinterview•Negativeinformation•Thefirstfiveminutes•Thecontentoftheinterview•Thevalidityoftheinterview•StructuredversusunstructuredinterviewsSelectionDevices(cont’d)•WrittenTests–Renewedemployerinterestintestingapplicantsfor:•Intelligence:trainabletodothejob?•Aptitude:coulddojob?•Ability:candothejob?•Interest(attitude):would/willdothejob?•Integrity:trusttodothejob?–Testsmustbeshowvalidatedconnectiontojob-relatedperformancerequirements.SelectionDevices(cont’d)•Performance-SimulationTests–Basedonjob-relatedperformancerequirements–Yieldvalidities(correlationwithjobperformance)superiortowrittenaptitudeandpersonalitytests.Well-MatchedApplicantsRealisticExpectationsIncreasedCommitmentRealisticJobPreviewsOrientation,Training,andDevelopment•Orientation(引導-新生訓練):Theintroductionofanewemployeetothejobandtheorganization.對新進員工提供公司的基本資訊，使員工能早一點進入工作狀況•Orientation的技術–舉辦座談會，雙向溝通–樹立良好企業文化和組織氣候–培養直線主管與新進員工的關係，建立師徒制–即早回饋新進員工的績效表現•Training:提供新進員工或現職員工工作所需的技能•Development:長期性培養，訓練現在的管理者與未來的管理者，解決組織問題之觀念性能力EmployeeOrientationSmoothInsider-OutsiderTransitionImproveWorkPerformanceMinimizeResignationsLearningtheRopes•RealisticOrientationProgramsfornewEmployees’Stress(ROPES)•Warnaboutdisappointments•Howtocopeiskey•SupervisorsshouldmonitornewcomersTraining101•Teachingnewemployeesthebasicskillstheyneedtoperformtheirjobs•Thehallmarkofagoodmanager•LackofproductivityWhyTrainingIsBooming•NOTjusttechnicaltraininganymore–over$19billionspentlastyearonoutsidetraining–Teambuilding–Decisionmaking–Communication–Customerservice–Technologyandcomputerskills•Traininghelpsmanagementmeetstrategicgoals5StepTrainingandDevelopmentProcessNeedsanalysisInstructionaldesignValidationImplementEvaluation&follow-upDeterminingiftrainingisneededWhatdeficiencies,ifany,dojobholdershaveintermsofskills,knowledge,orabilitiesrequiredtoexhibittheessentialandnecessaryjobbehaviors?Whatbehaviorsarenecessaryforeachjobholdertocompletehisorherjobduties?Whataretheorganization’sstrategicgoals?Whattasksmustbecompletedtoachieveorganizationalgoals?Isthereaneedfortraining?TrainingandDevelopm