Human Resource Management.pptVIP免费

McGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.1-1McGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.1-2HumanResourceHumanResourceManagementManagementHumanResourceHumanResourceManagementManagementchapterchapter1McGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.1-3HumanResourceManagementHumanResourceManagementThefunctionperformedinorganizationsthatfacilitatesthemosteffectiveuseofpeople(employees)toachieveorganizationalandindividualgoals.McGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.1-4HumanResourceManagement(HRM)HumanResourceManagement(HRM)Activities:Activities:(1of2)(1of2)Equalemploymentopportunity(EEO)complianceJobanalysisHumanresourceplanningEmployeerecruitment,selection,motivation,andorientationMcGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.1-5HumanResourceManagement(HRM)HumanResourceManagement(HRM)Activities:Activities:(2of2)(2of2)PerformanceevaluationandcompensationTraininganddevelopmentLaborrelationsSafety,health,andwellnessMcGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.1-6FourdescriptionsoftheHRMfunction:FourdescriptionsoftheHRMfunction:1.Itisaction-oriented2.Itispeople-oriented3.Itisglobally-oriented4.Itisfuture-orientedMcGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.1-7ScientificManagementWelfareWorkIndustrialPsychologyHumanRelationsHistoricalFoundationsofHRMHistoricalFoundationsofHRMMcGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.1-8StrategicImportanceofHRMStrategicImportanceofHRMTheincreasedstrategicimportanceofHRMmeansthat:HumanresourcespecialistsmustshowthattheycontributetothegoalsandmissionofthefirmTheactions,language,andperformanceoftheHRMfunctionmustbe:MeasuredPreciselycommunicatedEvaluatedMcGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.1-9ThenewstrategicThenewstrategicpositioningofHRMpositioningofHRMmeansthatmeansthataccountabilitymustaccountabilitymustbetakenseriouslybetakenseriouslyMcGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.1-10KeyStrategicHRMConceptsThatMustBeKeyStrategicHRMConceptsThatMustBeApplied:Applied:(1of2)(1of2)Analyzingandsolvingproblemsfromaprofit-orientedpointofviewAssessingandinterpretingcostsorbenefitsofHRMissuesUsingplanningmodelsthatincluderealistic,challenging,specific,andmeaningfulgoalsMcGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.1-11KeyStrategicHRMConceptsThatMustBeKeyStrategicHRMConceptsThatMustBeApplied:Applied:(2of2)(2of2)PreparingreportsonHRMsolutionstoproblemsencounteredbythefirmTrainingthehumanresourcesstaffEmphasizingthestrategicimportanceofHRMEmphasizingtheimportanceofcontributingtothefirm’sprofitsMcGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.1-12IftheHRMfunctionisIftheHRMfunctionistobesuccessful,tobesuccessful,managersinothermanagersinotherfunctionsmustbefunctionsmustbeknowledgeableandknowledgeableandinvolvedinvolvedMcGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.1-13HRMandOrganizationalEffectivenessHRMandOrganizationalEffectivenessPerformanceLegalcomplianceEmployeesatisfactionAbsenteeismTurnoverTrainingeffectivenessTrainingreturnoninvestmentGrievanceratesAccidentratesMcGraw-Hill/Irwi...