人力资源15.doc

人力资源
What will be covered are as follows:
• Chapter 1: Managing human Resources Today
• Chapter 2: Recruiting 招募
• Chapter 3:Testing and Selecting Employees
• Chapter 4:Traning and Developing Employees
• Chapter 5: performance Management and Appraisal
• Chapter 6: Compensating Employees 薪酬
Managing Human Resources Today
When you finish studying this chapter, you should be able to:
• Answer the question “What is human resource management?”
• Describe the nature of strategic planning
• Give examples of human resource management’s role as a strategic partner
WHAT IS HUMAN RESOURCE MANAGEMENT
• Human resource (HR) management refers to the practices and policies you need to carry out the personnel aspects of your management job, specifically, acquiring, training, appraising, rewarding, and providing a safe and fair environment for your company’s employees.为了完成管理工作中人事方面的任务所需要掌握的各种惯例和方针政策，特别是聘用，培训，评估，奖励及为员工提供一个安全且公平的环境
practices and policies
• Conducting job analyses 进行工作分析
• recruiting job candidates 招募
• Selecting job candidates
• Orienting, training and developing new employees 引导,培训和开发新员工
• Managing wages and salaries
• Providing incentives and benefits 提供奖金和福利
• Appraising performance 绩效评估
• Is HRM only important to human resource managers? Why Is HR Management Important to All Managers?
Personnel mistakes you don’t want to make -
• Hiring the wrong person for the job
• Experiencing high turnover 员工流动率高
• Finding employees not doing their best 工作不尽力
• Lack of training to undermine your department’s effectiveness

Q:A company is out of business. What do you think about the reason? The root reason?
.Recruiting good and qualified employees
• Maintaining a good workforce

Line Versus Staff Authority 职权
Authority is the right to make decisions, to direct the work of others, and to give orders
• Line managers直线管理人员 are authorized to direct the work of subordinates 下属
• in charge of accomplishing the organization’s basic goals
• Staff managers 职能管理人员 assist and advise line managers in accomplishing these goals
• Q:Line managers or Staff managers?
.Production managers
• Sales managers
• HR managers
Q: All of them has HR responsibilities?
Line Managers’ HR Responsibilities
• Placing the right person in the right job
• Starting new employees in the organization
• Training employees (both new and old) for jobs that are new to them
• Improving the job performance of each person
What are those factors that caused companies to increasingly focus on HRM?
• Globalization refers to the tendency of firms to extend their sales, ownership, and/or manufacturing to new markets abroad
.World economy integration: NAFTA (the North American Free Trade Agreement北美自由贸易协定), EU (European Union)
How are NIKI shoes available in USA?
Globalization
->more competition
->larger market share
->offer better products and service
->more productive employees/do things better and less expensively

• E.g. Carrier Corporation is the world’s largest manufacturer of air conditioners.

• The time required to get an order (订单) entered into the system and confirmed by its retailers has gone from six days to six minutes.
Why?
Internet? What does this tell us?
.Technology changes the nature of work
– From “brawn (肌肉)to brains”
– Technologically demanding

Workforce--workforce demographics 人口统计数据 are changing
.Between 1992 and 2005, workers classified as Asian will jump by just over 71%. (minority –group members)
• Women represented 46% of the workforce in 1994, and 47.8% by 2005.About two-thirds of all single mothers are in the workforce today, almost 45% of mothers with children under three years old.
• The median age of the labor force in 1995 was 37.8 and rose to 40.5 by 2005.
HR’S STRATEGIC CHALLENGES
• The central challenge facing HR is to provide a set of services that make sense in terms of the company’s strategy.
• A strategy is the company’s plan for how it will balance its internal strengths and weaknesses with external opportunities and threats in order to maintain a competitive advantage 竞争优势
• E.g. ｓｔａｒｂｕｃｋｅｒ
• Competitive advantage 竞争优势means “any factors that allow an organization to differentiate its product or service from those of its competitors to increase market share市场份额”
Dell
• What’s Dell’s Strategy?
• -> Low Cost 低成本
• How to execute this strategy?
– Direct Sale：　
A typical Supply Chain : 供应链参与者(成员)
• Suppliers(供应商)->Producers(生产商)->Wholesalers(批发商)->Retailers(零售商)->End Users(最终用户)
– Directly sell to end users without any intermediaries

Managers engage in three levels of strategic planning:
Corporate-level Strategies (公司战略)
Business-level Strategies (业务战略)
Function-level Strategies (职能战略)
• Corporate-level Strategies
Diversification strategy:
--- expand by adding new products lines
Consolidation strategy :
--- reducing the company’s size
Geographic expansion strategy :
------- take the business abroad

Business-level strategies
Competitors?
• Who are Frito-lay’s competitors?
• Procter and Gamble's
Pringles
Strategies can be used to stay competitive advantages
1. Low cost plan e.g. Wal-mart
1. Core competency核心竞争力-technology : CPU producers
2. Highly committed employees (something hard to be copied)

The Strategic Future of the HR Department  
Why downsizing?
• Reduce the layers of management to increase decision making speed and get closer to the customers
• Reduce costs
• Increase productivity
Why outsourcing? To reduce the costs
Recruitment
This is the most popularly outsourced process of HRM.
ch3Personnel Planning and Recruiting
When you finish studying this chapter, you should be able to:
• Conduct a job analysis.
• Explain the process of forecasting personnel requirements.
• Compare methods for recruiting job candidates.
• Explain how to use application forms to predict job performance
Job Analysis
• What is job analysis?
– The procedure through which you determine the duties of jobs and the characteristics of the people who should be hired for them
.Why does it play a central role in HRM?
– Used to develop job descriptions 工作描述and job specifications工作规范
• job descriptions: What the job entails
• job specifications: What kind of people to be hired
– The very beginning of the hiring process
• Who conducts the job analysis?
• A supervisor or a HR specialist
• Job incumbents在职者
Methods of Collecting Job Analysis Information
• Interviews
• Questionnaires
• Observation
• Participant Diary/Logs
Interviews
• Most widely used method
• Allows the worker to report activities and behavior that might not otherwise surface
• distortion of information (Exaggeration)
Questionnaires
A typical job analysis questionnaire would have a mix of open-ended and structured questions
Observation
• Useful when jobs consist mainly of observable physical activity e.g. assembly-line worker
• Not suitable for a lot of unmeasurable mental activities(lawyer, designer,)
Participant Diary/Logs  
• For every activity the employee engages in, he or she records the activity, along with the time in a log.
• Some employees may exaggerate some activities and underplay 轻描淡写others
Writing Job Descriptions编写工作说明书
Written statement of:
• what the jobholder 工作者does
• how the jobholder does it
• under what conditions the job
is performed.
Job Descriptions Sample
• Job Identification 
– Job title  职位
• Job Summary
– Describe the nature of the job by listing major activities  
• Relationships
– Report to
– Supervise
– Work with
– Outside the company
• Responsibilities and Duties
• Authority
• Working Conditions and Physical Environment  
Q: Which is the heart of the job descriptions?
• What are job descriptions used for?
– The basis for deciding what types of people to recruit :Helpful to write a job specification that lists the knowledge, abilities, and skills needed to perform the job satisfactorily.
– The basis for developing training programs
– The basis for determining how much to pay for various jobs
• Using the Internet to write job descriptions
• Check out the website http://online.onetcenter.org
http://www.jobdescription.org (marketing manager)
• Use the wizard 导向 to customize 定制the generic description for this position
Writing Job Specifications编写工作规范
• Your goal is to identify those personal traits and skills—or human requirements—that predict which candidate would do well on the job and which would not.
Writing Job Specifications
• It is relatively straightforward for junior or senior-level jobs 中级或高级水平的工作that require experiences.
– Length of previous experiences
– Previous job performance 业绩
– Quality of relevant training
• It is more complex for entry-level positions 初级水平的工作with no experiences
– Some requirements should be listed to imply some potential for performing the job or having the ability to get quickly trained for the job
Workforce planning and Forecasting
Workforce planning (Personnel planning)人事计划 is the process of formulating plans to fill the employer’s future openings, based on projecting:
(1) the positions that are expected to be open
(2) whether these will be filled by inside or outside candidates
Like all good plans, management builds personnel plans on premises假设 -basic assumptions about the future.

Forecasting generates these premises

What to forecast?
• Personnel needs
• The supply of inside candidates
• The supply of outside candidates
Forecasting Personnel Needs
1. forecast revenues收入 first
2. estimate the size of the staff required to achieve this volume
Some personnel forecasting tools
1. Trend analysis involves studying your firm’s employment levels over the past five years or so to predict future needs
• To identify employment trends that might continue into the future

Some personnel forecasting tools
2. Ratio analysis - making forecasts based on the ratio between some causal factor and the number of employees required
Example:
.K (constant 常量) =———————————
.Q: If a sales person usually can generate $500,000 in sales, how many employees are needed in order to achieve $3,000,000 in sales?
Some personnel forecasting tools
3. Scatter plot :散布式绘图法Relationship
• graphically show how two variables are related
• Figure 3.3 P38
• E.g. The director of nursing and the human resource director want to forecast the requirement for RNs (registered nurses). How to determine the relationship between size of hospital( in terms of number of beds) and number of nurses required?
What about 1200 beds?
Forecasting the supply of Internal candidates
• Computerized Information Systems:
– Employees fill out a web-based survey in which they describe their background and experience.
– When a manager needs a qualified person to fill a position, he or she describes the position and then enters this information into the computer.
– After scanning its bank of possible candidates, the program presents the manager with a listing of qualified candidates.
• Succession Planning接班人计划 & the supply of Internal candidates
Succession planning refers to the process of planning how to fill the company’s most important top executive positions.
Forecasting the Supply of External Candidates
• local market conditions (the growth of computer forecasting general economic conditions (the expected prevailing rate of unemployment失业率)
.firms prompted low unemployment in some cities
. the availability of potential job candidates in specific occupations
RECRUITING
RECRUITING is important and complicated. Why?
How many people?
When to recruit?
What recruiting source?( internal ,external)
What to attract more candidates? (salary, benefits)
Recruiting Sources
• First choice: Current employees ( internal recruiting)
• Job posting in the company’s intranet by HR Department - posting the open job and listing its attributes, such as qualifications, supervisor, working schedule, and pay rate
• The transfer and promotion of qualified inside candidates/send someone to work abroad

Recruiting Sources
Employee referrals员工推荐 - announcements of openings and requests for referrals are made on the organization’s bulletin and posted on walls
Pros
• Current employees usually do provide accurate information about the job applicants.
• new employees may come with a more realistic picture of what working in the firm is really like and stays longer
• may also result in higher-quality candidates
Cons
• Current employees are not satisfied if the referral is rejected
• Discrimination happens
Recruiting Sources
• Employee referral programs are popular
15% of the employees are get hired through referral
– Quality people know quality people.
– Cash award for referring candidates

• referral incentive 奖金
– Who pays the referral incentive?
– Who gets the referral incentive?
Advertising
• Know how to choose the media
• Selection of the best media depends on the type of positions for which you’re recruiting
– Local newspaper ->blue-collar jobs
– Professional journals(American banker)àbankers or educators
Drawback?
Employment Agencies 就业服务机构
three basic types
(1) those operated by federal国家, state州, or local governments;
agencies exist in every state
Aided and coordinated by U.S. Department of Labor美国劳动部.
A major source of blue-collar and white-collar workers
(2) those associated with nonprofit organizations非赢利性组织
e.g. Many public welfare agencies try to place people who are in special categories (physically disabled or war veterans 老兵)
) privately owned agencies: a fee for each applicant they place 申请人被录用
• Why do you turn to a private employment agency?
1. You firm does not have its own HR departments.
2. Find it difficult to generate a large pool of candidates
3. Positions must be filled quickly

Temporary Workers  
• part-time or just-in-time workers
• Reasons to become popular in recent years
– usually aren’t paid any benefits –saving the employer’s money
– More productive（get paid when working)
• Hire special agencies to manage the temporary workforces
E.g. New-York based MasterCard, for instance, has a temporary workforce of 200 to 400 workers on any given day, and retained Manpower, INC., a large temporary staffing agency, to coordinate the hiring, training and paperwork 文书工作of temporary workers.
4.Executive recruiters (also called headhunters) are special employment agencies retained by employers to seek out top-management talent 高层管理人才for their clients ($80,000)
• Employer pays the fee but save their time of recruitment and selection
• Pitfalls陷阱: They will persuade you to hire a candidate than in finding on who will do the job you want
College Recruiting 校园招聘
Two goals for recruiters招聘人员:
• Screening 选拔
• A great opportunity to advertise their company and try to attract