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2000-1王青-管理学院-上海交通大学4-14HumanResourceManagement1ConceptofOB2ConceptofHR3ProcessofHRM4developyourmanagementcareer2000-1王青-管理学院-上海交通大学4-2OrganizationalBehavior(OB)•ConceptofOrg.Behavior:Thestudyoftheactionsofpeopleatwork.•FocusofOB•ChallengeofUnderstandingOB•GoalofOB2000-1王青-管理学院-上海交通大学4-3FocusofOB•Individualbehavior:includesuchtopicas•Attitude,Personality,Perception,Learning,Motivation•Groupbehavior•Norms,roles,teambuilding,conflict2000-1王青-管理学院-上海交通大学4-4Challengeofob2000-1王青-管理学院-上海交通大学4-5GoalofOB•GoalsofOBaretoexplainandtopredictbehavior•Bystudytheiremployee`sbehavior,themanagerisabletoexplainwhyemployeesengageinsomebehaviorsratherthanothersandtoexplainhowemployeeswillrespondtovariousactionthemanagermighttake.2000-1王青-管理学院-上海交通大学4-6Norms•Acceptablestandardssharedbyagroup`smembers.2000-1王青-管理学院-上海交通大学4-7Roles•Asetofbehaviorpatternsexpectedofsomeoneoccupyingagivenpositioninasocialunit.•Individualplaymultipleroles,adjustingtheirrolestothegroupwhichtheybelongingatthattime.-----roleconflict2000-1王青-管理学院-上海交通大学4-8Attitude•Concept:evaluativestatementsconcerningobjects,people,events•Job-relatedAttitude•CognitiveDissonanceTheory2000-1王青-管理学院-上海交通大学4-9Job-relatedAttitude•JobSatisfaction:Aperson`sgeneralattitudetowardhisorherjob.•JobInvolvement:Thedegreetowhichanemployeeidentifieswithhisjob.•Org.Commitment:Aemployee`sloyaltytohisjob.2000-1王青-管理学院-上海交通大学4-10Personality•Acombinationofpsychologicaltraitsthatclassifiesapersonquiet,passive,ambitious.•LocusofControl:•Internal•External2000-1王青-管理学院-上海交通大学4-11Perception•Theprocessoforganizingandinterpretingsensoryimpressionsinordertogivemeaningtotheenvironment.•Referstohowapersonseestheworld.2000-1王青-管理学院-上海交通大学4-12Perceptionchart2000-1王青-管理学院-上海交通大学4-13Learning•Anyrelativelypermanentchangeinbehaviorthatoccursasaresultofexperience.•Sociallearning:learnbyobservationanddirectexperience.(Modelstudy)2000-1王青-管理学院-上海交通大学4-142HumanResourceManagement•HumanResourceManagement:•Includesallactivitiesusedtoattract&retainemployeesandtoensuretheyperformatahighlevelinmeetingorganizationalgoals.•LegalEnvironmentofHRM2000-1王青-管理学院-上海交通大学4-15HRMLegalEnvironment•ManagementofHRisacomplexarea.Therearemanyfederal,stateandlocalregulations.•EqualEmploymentOpportunity(EEO):ensuresallcitizenshaveequalopportunityforemploymentwithoutregardtosex,age,race,origin,religion,ordisabilities.•EqualEmploymentOpportunityCommission(EEOC)enforceslaws.•Managersmusttakestepstoensurediscriminationdoesnotoccur.2000-1王青-管理学院-上海交通大学4-16人力资源管理过程2000-1王青-管理学院-上海交通大学4-173ProcessofHRM•HumanResourcePlanning•Recruitment&Decruitment•Selection&Orientation•Training&Development•PerformanceAppraisal&Feedback•Pay&Reward•LaborRelation2000-1王青-管理学院-上海交通大学4-18HumanResourcePlanning•HRPlanningincludesallactivitiesmanagersdotoforecastcurrentandfutureHRneeds.:Supplyforecastsestimatetheavailabilityandqualificationsofcurrentworkersandthoseinthelabormarket•Including:•JobAnalysis•JobDesign2000-1王青-管理学院-上海交通大学4-19JobAnalysis•Jobanalysisdeterminesthetasks,dutiesandresponsibilitiesofthejob.•Ajobanalysisshouldbedoneforeachjobintheorganization.•Jobanalysiscanbedoneby:•Currenttrendsaretowardflexiblejobswheredutiesarenoteasilydefinedinadvance.2000-1王青-管理学院-上海交通大学4-20JobDesign•JobDesign:grouptasksintospecificjobs.•Jobsimplification:reductionofthetaskseachworkerperforms.•Jobenlargement:increasetasksforagivenjobtoreduceboredom.•Jobenrichment:increasesthedegreeofresponsibilityaworkerhasoverajob.2000-1王青-管理学院-上海交通大学4-21Recruitment&SelectionHumanResourcesPlanningJobAnalysisDeterminerecruitment&selectionneedsFigure10.22000-1王青-管理学院-上海交通大学4-22Recruitment•Developapoolofqualifiedapplicants.•ExternalRecruiting:managerslookoutsidethefirmforpeoplewhohavenotworkedatthefirmbefore.•InternalRecruiting:positionsfilledwithinthefirm.P1342000-1王青-管理学院-上海交通大学4-23ExternalRecruitingWay•Referralsfromcurrentemployees•Newspaperadvertisement•Privateemploymentagency•Publicemploymentagency•Educationinstitution•OntheInternet.•Externalrecruitmentisdifficultsincemanynewjobshavespecificskillneeds.P1342000-1王青-管理学院-上海交通大学4-24OutsourcingTrend•Outsourcing:managerscandecidetocontractwithoutsideworkersratherthanhiringthem.•Outsourceproblems:managerslosecontroloveroutput.•Unionstypicallyareagainstoutsourcingthathaspotentialtoeliminatemember’sjobs.2000-1王青-管理学院-上海交通大学4-25InternalRecruitingWay•Internalrecruitinghasseveralbenefits:•Workersknowthefirm’sculture,maynothavenewideas.•Managerslikelyalreadyknowthecandidates.•Internaladvancementcanmotivateemployees.2000-1王青-管理学院-上海交通大学4-26optiondescriptionFiringPermanentinvoluntaryterminationLayoffsTemporaryinvoluntarytermination;maylastonlyafewdaysorextendtoyearsattritionNotfillingopeningscreatedbyvoluntaryresignationsornormalretirementsTransfersMovingemployeeseitherlaterallyordownward;usuallydoesnotreducecostsbutcanreduceintra-organizationalsupply-demandimbalancesReducedworkweeksMovingemployeesworkfewerhoursperweek,sharejobs,orperformtheirjobsonapart-timebasisEarlyretirementsProvidingincentivestoolderandmoresenioremployeesforretiringbeforetheirnor