人力资源ppt课件

按一下以編輯母片標題樣式,按一下以編輯母片,第二層,第三層,第四層,第五層,*,HRM chap 3,Recruitment and Careers,人力需求,1.,組織需求：環境、目前,/,未來組織,/,部門目標,2.,現有人力：人力,/,管理檔案、工作表現,3.,決定淨需求,4.HRM,規劃、工作分析,5.,工作說明書、工作規範、人員需求表,6.,招募、甄選,Recruiting needs,Retirement, turnover, job transferring, middle age,Life-long employment, layoff,Globalization,Parkinsons Law,人員需求表,1.,需求說明：需求日期、人數、職稱、薪資,範圍、性質（永久、臨時、兼職、班別）,2.,需要理由：更替、新增,3.,資格條件：教育、經驗、體能,4.,優選項目：若具備,更佳,5.,申請人、批准、,HRM,人員來源,外部,優點：來源廣泛、新血、比內部培養快速、,便宜,缺點：吸引、甄選、新人適應、舊人反應,Outside sources for recruiting,Advertisement: newspaper, journals, magazines, TV/Radio?,Unsolicited applications and resumes,Internet,websites corporate web site, linkedIn, FB,Trade association,職業介紹所：公立、私立,Employee referrals,Up the ante: commission, incentives - dinner,discount, insurance, trip,Pay for performance: 6 months,Tailor the program: educating employees,Increase visibility: celebrate success,Keep the data,Taboos,Widen the program,Measure results,穩定、團結、派系、哪種員工會幫你推薦？,Head hunters(Executive Search Firms),Service charge, payment, contract,Process,Pros and cons, success ratio?,marginal production value, knowledge base economic,Head hunter selection,Education institutions,Campus recruiting,初步面談、公司面談,Job fair,Direct Contact,，學校推薦,Co-op program,Professional association,Labor union,Public employment agencies,Unemployment payment process, requirement, duration,Legal requirement toward hiring firms,Training, counseling,Private employment agencies,Employee leasing,Temps, independent contractors,Globalization,私人職業介紹所：收費、職種,招募問題,實際工作預覽（,realistic job previews),誇大： 公司遠景、前途、薪資、受訓,招募人員的專業、態度,組織誘因,(organizational inducement),：,名聲,產品、服務、員工待遇、社會活動,工作,-,體面、有前途、現況待遇好,法規,1.,年齡,2.,殘障：公立,-34,人以上，,3,私人,67,人以上，,1,，,原住民；代金、外勞,3.,反歧視、不實廣告、扣押文件、保證金,/,押金、違背公序良俗之工作,Resume, Curriculum Vitae,性別、婚姻、身高體重、照片、現職,站在對方的立場來編排,學經歷、特長、證書、語言、得獎、論文,光寫英語精通，不如附上英文自傳,錯字、文句,對該公司的瞭解、自己的生涯規劃,Improving external recruiting effectiveness,Yield ratios,Cost of recruitment,：推薦、網路、報章、獵頭； 主管、專業、一般員工,Average source cost per hire (SC/H),P 93,Organizational recruiters,Realistic job preview,人員來源,-,內部,Skills/management inventories,方式：內升、調職,優點：,1,）熟知彼此、組織、運作、文化,2,）升遷、訓練、士氣、保住人員,3,）人員投資、招募成本,缺點：內鬥、不適應（工作、地點、環境）,改進方向：,1,）組織,/,員工發展計畫,2,）內升條件,年資、績效、專業,Recruiting internally,Promote from withinp.83 Marriott,Advantage and limitationmorale, experienceinbreeding, employee cloning,Peters principle,nepotism,Chinese, Middle East, US, Japan, Germany,Pros and cons,Legal - prejudicial,methods,Inventory management talents,Job posting and bidding,Performance appraisal,Potential,P97 9-box grid,職缺公布與申請,Job posting and bidding,公告一段時間,職稱、等級,申請資格、條件、現職多久以上,甄選標準、流程,工會介入？,Assessment centers,A process, not a place,In-basket exercise,，現況模擬,Leaderless group discussion,Role-playing,Behavior interviews - Nike,Career development,誰的責任？組織、員工、主管？,Career planning, career path,个人自我评估：能力、兴趣、目标,组织评估：员工能力、潜力、绩效,沟通、主管,整体目标，改进、增强态度、行为、技能,Career Management,The goal match individual and organization needs,Identify career opportunities & requirements,Gauge employee potential,Institute career development initiatives,P 99,Goal matching,Employees role:,企圖心, KASH, self-swot, performance, potential, initiatives, loyalty, accountability, stability/mobility,Organizations role: establishing a favorable climate, line manager, HR, mentoring,Blending,P 101,Identify career opportunities & requirements,Begin with competency analysis,Identify job progressions,Recognition lots of possibilitiestech magt, relocation, outplacement, promotion, demotion,Consider dual career paths for employeestechnical, management,Career opportunities,Consider boundaryless careerboundaryless vs organization man,Track career stages,，,p. 107,Avoid the plateau trap,P108,，表,3.10structure,（组织晋升限制）,content,（专业已足）,life,（哀乐中年）,Career Plateau,職涯停滯期,退休前達晉升上限，不表示失敗、無能,/,無用,分類：,目前表現,未來晉升可能,低 高,高 殷實市民 明星,低 無用者 學習者（新進者）,預防、整合、管理,實務作法,調職：訓練新員工,工作輪調、指派新工作、,project,新工作方法、新技術,認同、肯定、關懷：知識、經驗、忠誠,Career development initiatives,Clear expectation,Giving opportunity,Succession plan,Performance reward, recognition,Time and resources to achieve goals,Assessment and directions,P.109,Corporate career planning,Career planning workbooks,Workshops,Career counseling,Determining individual needsfast track program,mentoring,Research background,Contact,Request help,Your offer in exchange,Arrange a meeting,Follow up,Ongoing basis,生涯規劃迷思,員工：高層總有個位置，成功關鍵在天時地利人和、拍馬屁，好部屬才能成為好上司，家庭與工作分開、全心投入工作，那山比這山高，生涯規劃是公司,/HRM,的事，不切實際的期望，计画赶不上变化,管理者：員工會更投入工作、主管被员工牵著鼻子走，公司要有明确的体系与制度,Career networking,Schoolmates, colleagues,Extended family,Friends family members,Professor, advisor, coaches, tutors,Former boss, friends bosses,Members of clubs, religion, organizations,Similar career interests, opportunities, trends,九同：学、校、行、年、乡、宗、事、好、病,500,年前是一家, LinkIn, Facebook,Career self-management,Knowing self well,Prepare for mobility,Self-assessment: attitudes and values,内生、跳槽的条件，,Exchange, transactional,Developing a diverse talents pool,Recruiting and developing woman,Eliminate womans barriers to advancement,Glass ceiling audit, p 116,Prepare woman for management,Accommodating families,Glass Ceiling,女性、少數族群晉升,人為設限,(artificial barriers),、不注重多元、公平就業（招募作業、雇用偏見）,員工訓練,-,高層、主管、一般,公司政策，以能力、表現為晉升主要考量,薪資、考績,擴大候選人來源,Other talent concerns,Recruiting disabled,Less publicized disadvantages(,较少公开、为人知悉的劣势，肥胖、长得不好看、识字）,Employing older workforce,Dual career/earner couples(,双职,/,薪工）,Relocation,單親職工：女性是男性的,3,倍,家庭友好計畫、幼童,/,老人看護、彈性工時、工作分享、店子通勤、兼職、雙親假,Older Workforces,利：經驗、知識、技術、穩定,弊：身體條件、病、意外、家庭、不穩定,兼職、臨時、彈性工時、電子通勤、工作分享、顧問、,on-call,（臨時替代）,minorities,Providing internships,Advance minorities,Diversity recruitment, p 119-120,員工甄選統一指導方針,Uniform Guidelines on Employee Selection Procedures,逆向（差別）影響 （,Adverse impact,）,聘僱、升遷，不得有種族、性別、宗教歧視,五分之四,/80,法則,(4/5th or 80 percent rule)1.,當地亞裔人口,25,，,25,4/5,20,公司員工,1000,人，亞裔,100,人，,10,2.,男性,25,人應徵，錄取,15,人，,15/25,60,女性,20,人應徵，錄取,5,人，,5/20,25,60,4/5,48,，逆向影響,23,一生能有幾次工作,?,1,了解你的潜力价值和经验价值。,2,善用,20/80,法则表现自我。,3,找到适合自己的工作。,4,克服授权的困境。,5,乐于助人，创造双赢,Case 1 Nike,1. advantage and disadvantage of Nike computer-based interview system?,2. any EEO concerns?,Your opinions, improvement suggestions?,Case 2 small company,1. Does small company need diversity?,2. what problems the company have?,Personal Career Development,Developing personal skills & competencescommunication, time magt, self-motivation, HR, leadership,心态、怀才不遇？,Choosing a careerfirst 3-5 year,Use of available resources,Know thyself,Self-evaluation, MBTI, Big-five,Interest inventory, skill surveyp 135, p138 figure 3.A1,Evaluate long term employment opportunities,Choosing an employernegotiating, not begging,P 139, questions to ask yourself,Do your own business,Age(20,岁？）, capital, knowledge, opportunities, finance, business plan, cash flow, team, supplier, customer,P 140,图,3.A2,楚汉之争：夫運籌帷帳之中，決勝千里之外，吾不如子房；鎮國家，撫百姓，給饋餉，不絕糧道，吾不如蕭何；連百萬之軍，戰必勝，攻必取，吾不如韓信。此三者，皆人傑也，吾能用之，此吾所以取天下也。,Keeping a career in perspective,Success?,Interest, hobby,Family, marriage,Retirement,Health, friends,On-line resources,（线上生涯规划工具，趋势、机会、自我评估、履历宝、面谈,）,请假规定,病假, medical proof, call in sick,事假, 3-7,天前,年休假,补假,迟到, 5m, 30m, 1 h,Big Five Personality Test,I see myself as someone who.,1. .Is talkative,Strongly Disagree12345Strongly Agree,2. .Tends to find fault with others,Strongly Disagree12345Strongly Agree,3. .Does a thorough job,Strongly Disagree12345Strongly Agree,4. .Is depressed, blue,Strongly Disagree12345Strongly Agree,5. .Is original, comes up with new ideas,Strongly Disagree12345Strongly Agree,Background, optional,Gender, Age,Where are you living, how long?,Racial identification,Education,Occupation selection/satisfaction,answer questions truthfully?,First time,MBTI,心理能力的走向：你是外向（,Extrovert,）（,E,）還是內向（,Introvert,）（,I,）？,認識外在世界的方法：你是感覺（,Sensing,）（,S,）還是直覺（,Intuition,）（,N,）？,倚賴甚麼方式做決定：你是理性,(Thinking,）（,T,）還是情感（,Feeling,）（,F,）？,生活方式和處事態度：你是判斷（,Judging,）（,J,）還是理解（,Perceiving,）（,P,）？,Accuracy,根據,4,個問題的不同答案，可將人的性格分為,16,個種類。,ISTJ,ISFJ,INFJ,INTJ,ISTP,ISFP,INFP,INTP,ESTP,ESFP,ENFP,ENTP,ESTJ,ESFJ,ENFJ,-,ENTJ,二選一、过去、当下、理想的我？时间？,Accuracy? Application?,