Introduction to BusineIntroduction to Business Englishss EnglishChapter 5 Chapter 5

Human Resources ManageHuman Resources Managementment

Introduction to BusineIntroduction to Business Englishss EnglishChapter 5 Chapter 5

Human Resources ManageHuman Resources Managementment

Chapter 5 (A)Chapter 5 (A)Chapter 5 (A)Chapter 5 (A)

Recruiting, Training & DevelopmenRecruiting, Training & DevelopmenttRecruiting, Training & DevelopmenRecruiting, Training & Developmentt

Human Resource PlanningHuman Resource PlanningHuman Resource PlanningHuman Resource Planning

What is HR ManagementWhat is HR ManagementWhat is HR ManagementWhat is HR Management

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Can you just imagine an organization without people?Can you just imagine an organization without people?

No employees, no supervisors, no managers, executives,No employees, no supervisors, no managers, executives,or owners, just pretty tough assignment.or owners, just pretty tough assignment.

Can the company still exist, run or develop without people?Can the company still exist, run or develop without people?

P&G believes: “our success is because of our people.”P&G believes: “our success is because of our people.”““We attract and recruit the finest people in the world.”We attract and recruit the finest people in the world.”

In Business, “HR” refers to the In Business, “HR” refers to the productivity of peopleproductivity of people. . People can provide People can provide labor and skillslabor and skills to the company. to the company.

““Human capital”,Human capital”, “Intellectual assets”“Intellectual assets”

HRM, Dept. of HR, RecruitingHRM, Dept. of HR, Recruiting

Can you just imagine an organization without people?Can you just imagine an organization without people?

No employees, no supervisors, no managers, executives,No employees, no supervisors, no managers, executives,or owners, just pretty tough assignment.or owners, just pretty tough assignment.

Can the company still exist, run or develop without people?Can the company still exist, run or develop without people?

P&G believes: “our success is because of our people.”P&G believes: “our success is because of our people.”““We attract and recruit the finest people in the world.”We attract and recruit the finest people in the world.”

In Business, “HR” refers to the In Business, “HR” refers to the productivity of peopleproductivity of people. . People can provide People can provide labor and skillslabor and skills to the company. to the company.

““Human capital”,Human capital”, “Intellectual assets”“Intellectual assets”

HRM, Dept. of HR, RecruitingHRM, Dept. of HR, Recruiting

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Campus recruiting, a part of HRM, has been the main job-hunting channel Campus recruiting, a part of HRM, has been the main job-hunting channel for graduates-to-be. Every year, major business organizations set up for graduates-to-be. Every year, major business organizations set up stands in colleges and universities to recruit employees for the position.stands in colleges and universities to recruit employees for the position.

RecruitingRecruiting→Selection →reading application form→Selection →reading application form job interview /skill testjob interview /skill test

A successful job interview→neat appearanceA successful job interview→neat appearance polite behavior, clear expressionpolite behavior, clear expression question answeringquestion answering---key---key

Campus recruiting, a part of HRM, has been the main job-hunting channel Campus recruiting, a part of HRM, has been the main job-hunting channel for graduates-to-be. Every year, major business organizations set up for graduates-to-be. Every year, major business organizations set up stands in colleges and universities to recruit employees for the position.stands in colleges and universities to recruit employees for the position.

RecruitingRecruiting→Selection →reading application form→Selection →reading application form job interview /skill testjob interview /skill test

A successful job interview→neat appearanceA successful job interview→neat appearance polite behavior, clear expressionpolite behavior, clear expression question answeringquestion answering---key---key

Q1: Are you willing to work without any reward?Q1: Are you willing to work without any reward?Q2: What is your biggest weakness?Q2: What is your biggest weakness?Q3: How long do you plan to work in our company?Q3: How long do you plan to work in our company?

Q1: Are you willing to work without any reward?Q1: Are you willing to work without any reward?Q2: What is your biggest weakness?Q2: What is your biggest weakness?Q3: How long do you plan to work in our company?Q3: How long do you plan to work in our company?

Lead-in activities---Campus recruitingLead-in activities---Campus recruiting

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Q1: Are you willing to work without any reward?Q1: Are you willing to work without any reward?---Question designed to test your working attitude, salary attitude.---Question designed to test your working attitude, salary attitude.---“Yes” or “No”---statement to support your answer.---“Yes” or “No”---statement to support your answer.--- --- “Yes.”“Yes.” “I cherish the chance to work in this company.” “I cherish the chance to work in this company.”““Graduates or newcomers do not have the right to negotiate salary or Graduates or newcomers do not have the right to negotiate salary or fringe benefit.”fringe benefit.” “ “If I’m good enough, I’ll get what deserved to me.”If I’m good enough, I’ll get what deserved to me.”““NO.”NO.” “Reward can encourage/motivate employees to work.” “Reward can encourage/motivate employees to work.” “ “Payment can prove my value.”Payment can prove my value.”

Q2: What is your biggest weakness?Q2: What is your biggest weakness?---self-analysis---relation with the job---overcome it/turn to strength---self-analysis---relation with the job---overcome it/turn to strength““lack of experience”, “too cowardly to do self presentation”lack of experience”, “too cowardly to do self presentation”““impatience to do things”, “too active/talkative”…impatience to do things”, “too active/talkative”…

Q3: How long do you plan to work in our company?Q3: How long do you plan to work in our company?---Do not say exact time limit, like one, two or five years.---Do not say exact time limit, like one, two or five years.---Working attitude.---Working attitude.---work hard, contribute all the energy to work every day.---work hard, contribute all the energy to work every day.

Q1: Are you willing to work without any reward?Q1: Are you willing to work without any reward?---Question designed to test your working attitude, salary attitude.---Question designed to test your working attitude, salary attitude.---“Yes” or “No”---statement to support your answer.---“Yes” or “No”---statement to support your answer.--- --- “Yes.”“Yes.” “I cherish the chance to work in this company.” “I cherish the chance to work in this company.”““Graduates or newcomers do not have the right to negotiate salary or Graduates or newcomers do not have the right to negotiate salary or fringe benefit.”fringe benefit.” “ “If I’m good enough, I’ll get what deserved to me.”If I’m good enough, I’ll get what deserved to me.”““NO.”NO.” “Reward can encourage/motivate employees to work.” “Reward can encourage/motivate employees to work.” “ “Payment can prove my value.”Payment can prove my value.”

Q2: What is your biggest weakness?Q2: What is your biggest weakness?---self-analysis---relation with the job---overcome it/turn to strength---self-analysis---relation with the job---overcome it/turn to strength““lack of experience”, “too cowardly to do self presentation”lack of experience”, “too cowardly to do self presentation”““impatience to do things”, “too active/talkative”…impatience to do things”, “too active/talkative”…

Q3: How long do you plan to work in our company?Q3: How long do you plan to work in our company?---Do not say exact time limit, like one, two or five years.---Do not say exact time limit, like one, two or five years.---Working attitude.---Working attitude.---work hard, contribute all the energy to work every day.---work hard, contribute all the energy to work every day.

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Human Resource ManagementHuman Resource Management

---to get the right people in the right position---to get the right people in the right position

---the key to the lock---the key to the lock

---12 fields: ---12 fields: HR planning, recruitment, selection,HR planning, recruitment, selection, socialization, training & development, socialization, training & development, performance appraisal, promotions, transfers,performance appraisal, promotions, transfers, demotions, separations, compensationdemotions, separations, compensation

Human Resource ManagementHuman Resource Management

---to get the right people in the right position---to get the right people in the right position

---the key to the lock---the key to the lock

---12 fields: ---12 fields: HR planning, recruitment, selection,HR planning, recruitment, selection, socialization, training & development, socialization, training & development, performance appraisal, promotions, transfers,performance appraisal, promotions, transfers, demotions, separations, compensationdemotions, separations, compensation

What is HRM?

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Human Resource Planning:Human Resource Planning:

HRP is designed to ensure that personnel needs will be HRP is designed to ensure that personnel needs will be constantly and appropriately met.constantly and appropriately met.

What are the basic aspects in HRP?

① planning for future needs; ② planning for future balance; ③ planning for recruiting or laying off employees; ④ planning for the development of employees.

Human Resource Planning:Human Resource Planning:

HRP is designed to ensure that personnel needs will be HRP is designed to ensure that personnel needs will be constantly and appropriately met.constantly and appropriately met.

What are the basic aspects in HRP?

① planning for future needs; ② planning for future balance; ③ planning for recruiting or laying off employees; ④ planning for the development of employees.

What is HRP?

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Human Resource Planning

To be effective, what factors must the managers of a human resource program consider?

HRP is accomplished through analysis of both internalHRP is accomplished through analysis of both internalfactors and factors in the environment.factors and factors in the environment.

Internal factors--- Internal factors--- organization’s human resource needs; ① ① current and expected skill needs;current and expected skill needs; ② ② vacancies;vacancies; ③ ③ departmental expansions and reductions.departmental expansions and reductions.

External factors-- External factors-- economic environment of the future. ① ① labor market;labor market; ② ② financial & economic environment.financial & economic environment.

To be effective, what factors must the managers of a human resource program consider?

HRP is accomplished through analysis of both internalHRP is accomplished through analysis of both internalfactors and factors in the environment.factors and factors in the environment.

Internal factors--- Internal factors--- organization’s human resource needs; ① ① current and expected skill needs;current and expected skill needs; ② ② vacancies;vacancies; ③ ③ departmental expansions and reductions.departmental expansions and reductions.

External factors-- External factors-- economic environment of the future. ① ① labor market;labor market; ② ② financial & economic environment.financial & economic environment.

What is HRP?What is HRP?What is HRP?What is HRP?

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Plant Location

Recruitment: to provide enough people to let managers to select qualified employees.

a.Job analysis: 职位分析 a process to identify and determine in detail the particular job duties and requirement and the relative importance of these duties for a given job.Job description: 职位描述 a written statement of job content, listing the objectives, responsibilities, main tasks of the job, working environment, etc.Job specification: 职位要求 / 雇佣条款 to define the specific skills, education,experience, and qualifications that an individual must have.

b. HR Forecastingc. HR considerationd. HR recruiting channels: hiring from outside: campus recruiting, agency, ads, rivals promoting from within

Recruitment: to provide enough people to let managers to select qualified employees.

a.Job analysis: 职位分析 a process to identify and determine in detail the particular job duties and requirement and the relative importance of these duties for a given job.Job description: 职位描述 a written statement of job content, listing the objectives, responsibilities, main tasks of the job, working environment, etc.Job specification: 职位要求 / 雇佣条款 to define the specific skills, education,experience, and qualifications that an individual must have.

b. HR Forecastingc. HR considerationd. HR recruiting channels: hiring from outside: campus recruiting, agency, ads, rivals promoting from within

RecruitmentRecruitment RecruitmentRecruitmentWhat is Recruitment?What is Recruitment?What is Recruitment?What is Recruitment?

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What is Selection & Socialization?

Selection:Selection:

application forms, resume→interview →skill testapplication forms, resume→interview →skill test → →reference check →evaluation →formal interview reference check →evaluation →formal interview → →physical examination →final decisionphysical examination →final decision

Selection:Selection:

application forms, resume→interview →skill testapplication forms, resume→interview →skill test → →reference check →evaluation →formal interview reference check →evaluation →formal interview → →physical examination →final decisionphysical examination →final decision

Socialization:Socialization:

----to help the selected individuals fit smoothly into the --to help the selected individuals fit smoothly into the organization.organization.---to introduce the newcomers to the colleagues;---to introduce the newcomers to the colleagues;---to understand their responsibilities;---to understand their responsibilities;---to study the corporate culture, policies, ---to study the corporate culture, policies, ---to see ,to think, to act.---to see ,to think, to act.

Socialization:Socialization:

----to help the selected individuals fit smoothly into the --to help the selected individuals fit smoothly into the organization.organization.---to introduce the newcomers to the colleagues;---to introduce the newcomers to the colleagues;---to understand their responsibilities;---to understand their responsibilities;---to study the corporate culture, policies, ---to study the corporate culture, policies, ---to see ,to think, to act.---to see ,to think, to act.

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What is Training & Development?

Training & DevelopmentTraining & Development: : ↓ ↓ ↓↓ to improve skill in the present job to prepare for promotionto improve skill in the present job to prepare for promotion

1.Vestibule training for newcomers;

2. Training for experienced workers;

3. How can managers identify the training needs?

4.. Training methods: On-the-job method Off-the-job method Management development program

Training & DevelopmentTraining & Development: : ↓ ↓ ↓↓ to improve skill in the present job to prepare for promotionto improve skill in the present job to prepare for promotion

1.Vestibule training for newcomers;

2. Training for experienced workers;

3. How can managers identify the training needs?

4.. Training methods: On-the-job method Off-the-job method Management development program

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Performance appraisal:Performance appraisal:

a. Upper managers and HRM Dept establish the policies a. Upper managers and HRM Dept establish the policies to guide all performance appraisal;to guide all performance appraisal;b. Employee’s immediate supervisor conducts an b. Employee’s immediate supervisor conducts an employee’s performance.employee’s performance.

c. Informal performance appraisalc. Informal performance appraisal Formal systematic appraisalFormal systematic appraisal

d. additional trainingd. additional trainingLow performance Low performance demotiondemotion separationseparation raiseraiseHigh performance bonusHigh performance bonus promotionpromotion

Performance appraisal:Performance appraisal:

a. Upper managers and HRM Dept establish the policies a. Upper managers and HRM Dept establish the policies to guide all performance appraisal;to guide all performance appraisal;b. Employee’s immediate supervisor conducts an b. Employee’s immediate supervisor conducts an employee’s performance.employee’s performance.

c. Informal performance appraisalc. Informal performance appraisal Formal systematic appraisalFormal systematic appraisal

d. additional trainingd. additional trainingLow performance Low performance demotiondemotion separationseparation raiseraiseHigh performance bonusHigh performance bonus promotionpromotion

What is Performance appraisal?

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Case study:

Recruiting:OLAY General Marketing ManagerOLAY Recuriting Assignment.ppt

Case study:

Recruiting:OLAY General Marketing ManagerOLAY Recuriting Assignment.ppt

1. Review theory and vocabulary 1. Review theory and vocabulary

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HomeworkHomework

2. Questions for discussion2. Questions for discussion

3. Exercises3. Exercises

4. Preview the rest of chapter 54. Preview the rest of chapter 5

.