一切用于吸引和保留员工

1Thewrittenmaterialsinthispower-pointpresentationareforrestrictedinternalcirculationandshallbeonlyusedforintendedteachingandclassroomdiscussionforChinaAgriculturalUniversity/ICBLutonProgram,andtheirfullorpartialreproductionbyanymeansbyanyunauthorizedpersonsarestrictlyprohibited.Importantnotice:DrOthmanBusuCAU–ICBUniversityofLuton2HumanResourceManagementChapter9*HumanresourcemanagementistheresponsibilityofallthosewhomanagepeopleaswellastheHRspecialists.*Itisthatpartofmanagementthatinvolves:1.Planningforhumanresourceneeds,includingrecruitmentselection,traininganddevelopment,promotionandtransfer,redundancyandretirement.2.Providingwelfareandsafety,wageandsalaryadministration,collectivebargaininganddealingwithmostaspectsofindustrialrelations.3.Maintainingwaysinwhichorganizationsestablish,manage,anddeveloprelationshipsinternallywithotherdepartmentsthroughHRpoliciesandpractices3Chapter9Page359Thesystemsapproachtomanagement4WhatisHumanResourceManagement?Allactivitiesusedtoattractandretainemployees,and一切用于吸引和保留员工，Toensuretheemployeesperformatthehighestlevelpossibleinmeetingorganizationalgoals.用于保证员工在实现组织目标过程中发挥最佳水平Theprocessfunction:Acquiring,training,appraising,andcompensatingemployeesandattendingtotheirlaborrelations,healthandsafety,andfairnessconcerns.（索取，培训，评价，补偿员工以及注重劳动力关系，健康，公平）5KEYAREASINHUMANRESOURCEMANAGEMENT1.MANPOWERPLANNING2.RECRUITMENT3.JOBDESIGN4.SELECTIONANDEMPLOYMENT5.TRAININGANDDEVELOPMENT6.PERFORMANCEAPPRAISAL7.PROMOTIONANDTRANSFER8.WAGEANDSALARYADMINISTRATION9.WELFAREANDHEALTHSERVICES10.HEALTHANDSAFETYATWORK11.INDUSTRIALRELATIONSNote:Onlyareasfrom1~8willbediscussedindetails,andtheseareformedas5componentsofaHRMsystem,withindustrialrelations,welfare,employeeservices,healthandsafetyincludedaspartofthesystem.6ComponentsofaHRMSystem人力资源管理系统组成Recruitment&Selection招聘Training&Development培训和发展PerformanceAppraisal&Feedback业绩评估和回馈Pay&Rewards薪酬和奖励ManpowerPlanning人力资源规划Health&SafetyatWorkIndustrialRelationsWelfare&EmployeeServices7HRMistheResponsibilityofallManagers.EffectsofPoorHRManagement!（低级管理的结果）ThewrongpersonHighturnoverPoorresultsUselessinterviewsLegalactionsSafetyissuesSalaryinequalitiesPoortrainingUnfairlaborpractices8WhoisResponsibleforHRM?谁对人力资源管理负责HRProfessionals人力资源专业人员LineManagers基层管理者9HRProfessionals’Responsibilities人力资源专业人员的职责EstablishHRMprocedures建立人力资源管理程序Develop/chooseHRMmethods开发/选择人力资源管理方法Monitor/evaluateHRMpractices监督/评价人力资源管理实务Advise/assistmanagersonHRM-relatedactivities建议/协助管理者与人力资源管理有关的活动LineManagers’Responsibilities基层管理者的职责ImplementHRMpractices实施人力资源实务ProvideinputforHRMpractices对人力资源实务的投入10MANPOWERPLANNINGHumanresource(manpower)planning人力资源规划“processofidentifyingandrespondingtoorganizationalneedsandchartingnewpolicies,systems,andprogramsthatwillassureeffectivehumanresourcemanagementunderchangingconditionsinthefuture”识别和反映公司需求将新的方针、系统和计划制成图表保证在变化的情况下有效的人力资源管理的过程gettingtherightpeopleattherightplaceattherighttime在适当的时间、适当的地点获得适当的人员11HumanResourcePlanning人力资源规划Demand需求Supply供应Gap?HRNeeds间断人力资源需求12PlanningforHumanResources人力资源规划AllactivitiesofforecastingcurrentandfutureHRmanpowerneeds.所有对当前和未来人力资源需求预测的活动–Demandforecasts:需求预测Estimatethenumberofpeople&qualificationsthefirmwillneed.评估公司所需人员的数目和条件–Supplyforecasts:供应预测Estimatetheavailabilityandqualificationsofcurrentworkersandthoseinthelabormarket.评估在职人员和劳动力市场上人员的可用性及其条件13DemandForecasting需求预测Statisticalapproaches统计方法Trendanalysis趋势分析Ratioanalysis比率分析Regressionanalysis回归分析Judgmentalmethods判断办法Groupbrainstorming群组脑筋激荡法Salesforceestimates销售人员预估法14TrendAnalysis趋势分析Sales1200014500132001910022000销售No.ofEmps.300393342511650员工数20002001200220032004Ifyoursalesforecastwillbe30000nextyear,howmanyemployeesyou’llbeneededin2005?=15RatioAnalysis比率分析#patients病人=100#nurses护士=25patient病人/nurse护士ratio比率=4/1Ifthereare315patients,howmanynursesareneeded?如果有315个病人，需要多少护士？3154=79nurses16RegressionAnalysis回归分析#Employees雇员数#Customers顾客数501001507550250Ifyourcompanyexpectsthecustomerswillbeincreasedto200nextyear,whatwillbeyourmanpowerforecast?17StepstoSupplyForecasting步入供给预测Grouppositionsbytitle,function,andlevelofresponsibility用职称、职能和责任水平进行职位编组Estimatewithineachjobgrouphowmanyofcurrentemployeesremain,movetoanotherposition,orleavetheorganization预估在每个工作组中的现有员工中多少个保留、移向其他位置或离开公司18ForecastingLaborSupply预测劳动力供给BeginningInventory125开始清单-Quits辞职5-Retirements退休2-DemotionsOut降级离去1Total总计117+TransfersIn调入3+PromotionsIn晋升2ForecastedInternalSupply122内部供给预测19DealingwithanOversupplyofPersonnel人员供给过剩处理Freezehiring冻结雇佣Restrictovertime限制超时Retrain/redeploy重新培训/调动Switchtopart-timeemployees转成兼职员工Useunpaidvacations采用无薪休假Useashorterworkweek采用缩短的工作周Usepayreductions采用减少工资Usesabbaticals采用周期性休息Encourageearlyretirements鼓励提前退休20DealingwithanUndersupplyofPersonnel人员供给不足处理Hireadditionalworkers雇佣另外的工人Improveproductivitythroughtraining通过培训提高生产力Useovertime采用超时Addadditionalshifts增加另外的班次Reassignjobs重新分配工作Usetemporaryworkers使用短期工人Improveretention改善留置率21Recruitment&Selection招聘和甄选ManpowerPlanning人力资源规划JobAnalysis工作分析DetermineRecruitment&SelectionNeeds确定招聘和筛选需要Theproc