2011-罗宾斯-管理学-11版-英文PPT-12

Chapter12WhyHumanResourcesIsImportant:TheHRMProcess•Explainhowanorganization’shumanresourcescanbeasignificantsourceofcompetitiveadvantage.•Listeightactivitiesnecessaryforstaffingtheorganizationandsustaininghighemployeeperformance.•DiscusstheenvironmentalfactorsthatmostdirectlyaffecttheHRMprocess.HumanResourcePlanning;Recruitment/Decruitment;Selection;Orientation;Training•Contrastjobanalysis,jobdescription,andjobspecification.•Discussthemajorsourcesofpotentialjobcandidates.•Describethedifferentselectiondevicesandwhichworkbestfordifferentjobs.•Tellwhatarealisticjobpreviewisandwhyit’simportant.•Explainwhyorientationissoimportant.•Describethedifferenttypesoftrainingandhowthattrainingcanbeprovided.EmployeePerformanceManagement;Compensation/Benefits;CareerDevelopment•Describethedifferentperformanceappraisalmethods.•Discussthefactorsthatinfluenceemployeecompensationandbenefits.•Describeskill-basedandvariablepaysystems.•Describecareerdevelopmentfortoday’semployees.CurrentIssuesinHumanResourceManagement•Explainhowmanagerscanmanagedownsizing.•Discusshowmanagerscanmanageworkforcediversity.CurrentIssuesinHumanResourceManagement(cont’d)•Explainwhatsexualharassmentisandwhatmanagersneedtoknowaboutit.•Describehoworganizationsaredealingwithwork-lifebalances.AsanecessarypartoftheorganizingfunctionofmanagementSelecting,training,andevaluatingtheworkforceAsanimportantstrategictoolHRMhelpsestablishanorganization’ssustainablecompetitiveadvantage.AddsvaluetothefirmHighperformanceworkpracticesleadtobothhighindividualandhighorganizationalperformance.Self-managedteamsDecentralizeddecisionmakingTrainingprogramstodevelopknowledge,skills,andabilitiesFlexiblejobassignmentsOpencommunicationPerformance-basedcompensationStaffingbasedonperson–jobandperson–organizationfitFunctionsoftheHRMProcessEnsuringthatcompetentemployeesareidentifiedandselected.Providingemployeeswithup-to-dateknowledgeandskillstodotheirjobs.Ensuringthattheorganizationretainscompetentandhigh-performingemployeeswhoarecapableofhighperformance.EmployeeLaborUnionsOrganizationsthatrepresentworkersandseektoprotecttheirintereststhroughcollectivebargaining.CollectivebargainingagreementAcontractualagreementbetweenafirmandaunionelectedtorepresentabargainingunitofemployeesofthefirminbargainingforwage,hours,andworkingconditions.GovernmentalLawsandRegulationsLimitmanagerialdiscretioninhiring,promoting,anddischargingemployees.AffirmativeAction:therequirementthatorganizationstakeproactivestepstoensurethefullparticipationofprotectedgroupsinitsworkforce.1963EqualPayAct1964CivilRightsAct,TitleVII(amendedin1972)1967AgeDiscriminationinEmploymentAct1973VocationalRehabilitationAct1974PrivacyAct1978MandatoryRetirementAct1986ImmigrationReformandControlAct1988WorkerAdjustmentandRetrainingNotificationAct1990AmericanswithDisabilitiesAct1991CivilRightsActof19911993FamilyandMedicalLeaveActof19931996HealthInsurancePortabilityandAccountabilityActof19962003FairandAccurateCreditTransactionsAct2004FairPayOvertimeInitiativeHumanResource(HR)PlanningTheprocessbywhichmanagersensurethattheyhavetherightnumberandkindsofpeopleintherightplaces,andattherighttimes,whoarecapableofeffectivelyandefficientlyperformingtheirtasks.Helpsavoidsuddentalentshortagesandsurpluses.StepsinHRplanning:AssessingcurrenthumanresourcesAssessingfutureneedsforhumanresourcesDevelopingaprogramtomeetthosefutureneedsHumanResourceInventoryAreviewofthecurrentmake-upoftheorganization’scurrentresourcestatusJobAnalysisAnassessmentthatdefinesajobandthebehaviorsnecessarytoperformthejobKnowledge,skills,andabilities(KSAs)Requiresconductinginterviews,engagingindirectobservation,andcollectingtheself-reportsofemployeesandtheirmanagers.JobDescriptionAwrittenstatementofwhatthejobholderdoes,howitisdone,andwhyitisdone.JobSpecificationAwrittenstatementoftheminimumqualificationsthatapersonmustpossesstoperformagivenjobsuccessfully.SupplyofEmployeesDemandforEmployeesFactorsAffectingStaffingStrategicGoalsForecastdemandforproductsandservicesAvailabilityofknowledge,skills,andabilitiesRecruitmentTheprocessoflocating,identifying,andattractingcapableapplicantstoanorganizationDecruitmentTheprocessofreducingasurplusofemployeesintheworkforceofanorganizationE-recruitingRecruitmentofemployeesthroughtheInternetOrganizationalwebsitesOnlinerecruitersSelectionProcessTheprocessofscreeningjobapplicantstoensurethatthemostappropriatecandidatesarehired.WhatisSelection?Anexerciseinpredictingwhichapplicants,ifhired,willbe(orwillnotbe)successfulinperformingwellonthecriteriatheorganizationusestoevaluateperformance.Selectionerrors:RejecterrorsforpotentiallysuccessfulapplicantsAccepterrorsforultimatelypoorperformersValidity(ofPrediction)Aprovenrelationshipbetweentheselectiondeviceusedandsomerelevantcriterionforsuccessfulperformanceinanorganization.Hightestsscoresequatetohighjobperformance;lowscorestopoorperformance.Reliability(ofPrediction)Thedegreeofconsistencywithwhichaselectiondevicemeasuresthesamething.Individualtestscoreso