人力资源管理2（英文版）劳务市场现有问题 21

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HumanResourceManagementHumanResourceManagementGoals

Activitiesundertakentoattract,develop,andmaintainaneffectiveworkforcewithinanorganization.DevelopanEffectiveWorkforceTrainingDevelopmentAppraisalMaintainanEffectiveWorkforceWageandsalaryBenefitsLaborrelationsTerminationsHRMplanningJobanalysisForecastingRecruitingSelectingAttractanEffectiveWorkforceOSHAHumanResourceManagement

ThreePartsAllmanagersareresourcemanagers.Employeesareviewedasassets.Matchingprocess,integratingtheorganization’sgoalswithemployees’needs.ChaseManhattenBankHumanResourceManagersFindRecruitNurtureTrainRetainHumanResourceStrategyProvidethecorrectmixofemployeesandskillsneededtomeetcompetitiveconditions.Cutcostsandimproveefficiency.Improvequality,productivity,andcustomerservice.TightLaborMarketReasonsEconomicDownsizingRestructuringSocialFactorsDemographicReengineeringFederalLegislationPointofthelawsistostopdiscriminatorypractices.EEOLegislationAttempts:videemploymentopportunitieswithoutregardtorace,religion,nationalorigin,andsex.ensurefairtreatmentforemployeesofallages.avoiddiscriminationagainstdisabledindividuals.Todefineenforcementagenciesfortheselaws.EqualEmploymentOpportunityCommissionMajorFederalLawsRelatedtoHumanResourceManagementNewWaysofWorkinginthe

21stCentury21stCenturyWorkerAdventofTeamsTelecommutingOutsourcingInterimorcontingencyworkerstosavemoneyLifelongEmployabilityEmployer’sobligationtoprovideopportunityforself-improvementHumanResourcePlanning

Humanresourceplanningbeginswithseveralquestions:Whatnewtechnologiesareemerging?Whatisthevolumeofthebusinesslikelytobe?Whatistheturnoverrate?Theforecastingofhumanresourceneedsandtheprojectedmatchingofindividualswithexpectedvacancies.AttractinganEffectiveWorkforceChooseRecruitingSourcesWantadsHeadhuntersStateagencyreferralsHRPlanningRetirementsGrowthResignationsSelecttheCandidateApplicationInterviewTestsWelcomeNewEmployeeEmployeeContributionsAbilityEducationCreativityCommitmentExpertiseCompanyInducementsPayandbenefitsMeaningfulworkAdvancementTrainingChallengeMatchModeMatchwithSprintRecruitingInternalrecruitingor“promote-from-within.”Externalrecruitingisrecruitingfromoutsidetheorganization.Realisticjobpreviewsgiveapplicantsallpertinentandrealisticinformation-positiveandnegative-aboutthejob.Activitiesorpracticesthatdefinethecharacteristicsofapplicantstowhomselectionproceduresareultimatelyapplied.InternalRecruitingAdvantagesLesscostlythanandexternalsearch.Higheremployeecommitment,development,andsatisfaction.Offersopportunitiesforinternalcareeradvancements.CiscoSystemsSelectionJobdescriptionalistingofdutiesanddesirablequalificationsSelectiondevicesapplicationforminterviewpaper-and-penciltestassessmentcenterDeterminingtheskills,abilities,andotherattributesapersonneedstoperformaparticularjob.InterviewingaJobApplicantPreparearoadmap.Useopen-endedquestionsinwhichtherightanswerisnotobvious.Donotaskquestionsthatarenotrelevanttothejob.Knowwhatyouwant.Allowenoughtimesothattheinterviewwillnotberushed.Listen--don’ttalk.Developingan

EffectiveWorkforceOrientationTrainingClassroomTrainingProgrammedand Computer-Assisted InstructionConferenceandCase DiscussionGroupsPerformanceAppraisalHRMprofessionalsconcentrateontwothings:Theaccurateassessmentofperformance.Trainingmanagerstoeffectivelyusetheperformanceappraisalinterview.Thestepsofobservingandassessingemployeeperformance,recordingtheassessment,andprovidingfeedbacktotheemployee.AssessingPerformanceAccurately360-degreefeedback:usesmultipleraterstoappraiseemployeeperformance.Haloerror:errorthatoccurswhenanemployeereceivesthesameratingonalldimensions.Homogeneity:ratingerrorthatoccurswhenaratergivesallemployeesasimilarrating.Behaviorallyanchoredratingscale(BARS):ratingtechniquethatrela