海南大学：《人力资源管理》课程教学课件（PPT讲稿）Chapter 1 The Strategic Role of Human Resource Management

Gary Dessler Human Resource Management,8th Edition Chapter One The Strategic Role of Human Resource Management

Gary Dessler Human Resource Management, 8th Edition Chapter One The Strategic Role of Human Resource Management

Behavioral Objectives When you finish studying this chapter,you should be able to: Answer the question,"What is Human Resource Management? Discuss the components of the changing environment of Human Resource Management. Present examples of the new management practices that are changing Human Resource Management. Give examples of Human Resource Management's role as a strategic business partner

Behavioral Objectives Answer the question, “What is Human Resource Management? Discuss the components of the changing environment of Human Resource Management. Present examples of the new management practices that are changing Human Resource Management. Give examples of Human Resource Management’s role as a strategic business partner. When you finish studying this chapter, you should be able to: 1

Human Resource Management The policies and practices one needs to carry out the“people”or human resource aspects of a management position,including recruiting, selecting,training,rewarding,and appraising. 2

Human Resource Management The policies and practices one needs to carry out the “people” or human resource aspects of a management position, including recruiting, selecting, training, rewarding, and appraising. 2

Aspects of Human Resource Management Conducting job analyses Planning labor needs and recruiting job candidates Selecting job candidates Orienting and training new employees Managing wages and salaries Providing incentives and benefits Appraising performance Communicating Training and developing Building employee commitment 3

Aspects of Human Resource Management Conducting job analyses Planning labor needs and recruiting job candidates Selecting job candidates Orienting and training new employees Managing wages and salaries Providing incentives and benefits Appraising performance Communicating Training and developing Building employee commitment 3

The Frame of HRM Strategy of Org. Structure of Org.(Function Analysis) POSITION DESIGNING JOB JOB SPECIFICATIONS JOB ANALYSIS DESCRIPTIONS Knowledge Purpose Skill Request Ability Procedure Personality Process

The Frame of HRM Strategy of Org. Structure of Org.(Function Analysis) POSITION DESIGNING JOB ANALYSIS JOB SPECIFICATIONS Knowledge Skill Ability Personality . JOB DESCRIPTIONS Purpose Request Procedure Process . 4

SELECTING JOB SPECIFICATIONS MARCH TESTING Knowledge Knowledge Skill Skill Ability COMPARE Ability Personality Personality TRAINING

JOB SPECIFICATIONS Knowledge Skill Ability Personality . TESTING Knowledge Skill Ability Personality . MARCH SELECTING TRAINING COMPARE 5

JOB DESCRIPTIONS Purpose Request ACTUAL RESULTS Procedure COMPARE OF EMPLOYEE Process Appraising performance MOTIVATION 6

JOB DESCRIPTIONS Purpose Request Procedure Process . ACTUAL RESULTS OF EMPLOYEE COMPARE Appraising performance MOTIVATION 6

Strategic Human Resource Management Strategic human resource management is "the linking of HRM with strategic goals and objectives in order to improve business performance and develop organizational cultures that foster innovation and flexibility

Strategic Human Resource Management Strategic human resource management is “the linking of HRM with strategic goals and objectives in order to improve business performance and develop organizational cultures that foster innovation and flexibility. 7

Trends in the Changing Environment. Human Resource Management Globalization Technological Advances Deregulation Trends in the Nature of Work Workforce Diversity 8

Trends in the Changing Environment of Human Resource Management Globalization Technological Advances Deregulation Trends in the Nature of Work Workforce Diversity 8

©世界经济的发展对人力资源 的要求越来越高 企业竞争 对人力资 企业高层管 力的关键 源的要求 理者的出身 短缺经济 生产力 较低、简单的 生产、技 体力劳动者 术人员 均衡经济 经营力 较高 经营人员 相对过剩经济 创新能力 很高 人力资源 管理专家？

●世界经济的发展对人力资源 的要求越来越高 短缺经济 均衡经济 相对过剩经济 企业竞争 力的关键 对人力资 源的要求 企业高层管 理者的出身 生产力 经营力 创新能力 较低、简单的 体力劳动者 较高 很高 生产、技 术人员 经营人员 人力资源 管理专家 ？ 9