HRM专业英语教程PPT-上海交大MPA

,单击此处编辑母版标题样式,单击此处编辑母版文本样式,第二级,第三级,第四级,第五级,上海交通大学MPA,*,上海交通大学MPA,上海交通大学,MPA,专业英语,(OB,与,HRM,方向,),上海交通大学MPA,Preface,课程方式,相关领域经典文献阅读,时下讨论激烈的问题相关文献阅读,课堂互动式讨论,案例讨论,Management education new model -,service-learning,: at its core, service-learning is about creating opportunities for students to apply theory they learn in the classroom to real-world problems and real-world needs.,上海交通大学MPA,熟悉相关领域的专业术语表达和内涵,基本看懂相关领域的专业文献,适当可以用英语进行相关专业表述,了解国际上相关领域的,“,最佳,”,实践,了解国际上相关领域的研究焦点,Maybe still confused, but at a higher level at the end of this course.,Preface:,课程目标,上海交通大学MPA,课堂出勤 （,10%,）,课堂参与 （,30%,）,作业与分析报告 （,30%,）,课程考试（大作业）（,30%,）,缺课三分之一以上者不可以进入本次考试，,需要加入下届重修,Preface:,考核方式,上海交通大学MPA,Preface:,基本规范,为营造良好的学习氛围，,请将通讯工具（手机或,BP,机）设置成振动状态；,如果确实有不得不接听的重要电话或信息的，请主动到教室外进行；,请课堂上不要阅览与课程内容无关的报刊或杂志；,积极、主动参与课堂讨论,并高质量地、及时完成作业任务,上海交通大学MPA,Preface:,课程基本结构,公共人事管理与组织管理领域，包括现状、人事规划、招聘与选拔、绩效管理、薪酬管理、培训与开发、激励管理、能力管理、劳动关系管理、应急管理以及高绩效组织建设等方面的文献选读（,11,个专题的,12,篇文献）。,每个专题：,关键术语与专业表达介绍,相关背景介绍,文献构架介绍,讨论问题,上海交通大学MPA,Preface:,课程进度安排,共,12,次课程（第,7,周到第,18,周，每周一次）,每次课程计划完成对一篇文献的提示、阅读和讨论,课程间会有三次课程讨论与报告,一次大作业（考试）（在最后一次课程后提交）,上海交通大学MPA,Syllabus,Introduction,Strategic Planning,Selection/Recruiting,Performance Management,Compensation Management,Training & Developing,上海交通大学MPA,Syllabus,Motivation Management,Competency Management in Public Sectors,Employment Relationship Management,Emergency Management,Creating High-Performance Organization in Public Sector,上海交通大学MPA,Contents,Chapter1 Introduction,From crisis to opportunity: human resource challenges for the public sector in the twenty-first century,Chapter2 Strategic Planning,The implementation of workforce and succession planning in the public sector,Chapter3 Selecting/Recruiting,Recruitment and selection of public workers: an international compendium of modern trends and practices,Chapter4 Performance Management,Performance management model: A system-based approach to public service quality,Chapter5 Compensation Management,How much should federal employees be paid? The problems with using a market philosophy in a broadband system,上海交通大学MPA,Chapter6 Training & Developing,Training and Development: Best Practices,Chapter7 Motivation Management,Factors affecting the context for motivation in public organizations,Chapter8 Competency Management in Public Sectors,Developing competency models to promote integrated human resource practices,Competency management in the Flemish and Dutch civil service,Chapter9 Employment Relationship Management,The employment relationship in the UK Public sector: A psychological contract perspective,Chapter10 Emergency Management,Preparing for the unthinkable: managers, terrorism and the HRM function,Chapter11 Creating high-performance organizations in public sectors,Creating high-performance organizations in public sectors,Contents,上海交通大学MPA,Syllabus,Chapter1 Introduction,Chapter2 Strategic Planning,Chapter3 Selection/Recruiting,Chapter4 Performance Management,Chapter5 Compensation Management,Chapter6 Training & Developing,Chapter7 Motivation Management,Chapter8 Competency Management in Public Sectors,Chapter9 Employment Relationship Management,Chapter10 Emergency Management,Chapter11 Creating High-Performance Organization in Public Sector,上海交通大学MPA,Chapter 1: Introduction,From crisis to opportunity: human resource challenges for the public sector in the twenty-first century,Key Terms & Professional Expressions,Human capital crisis,人力资本危机,Public sector,公共部门,Presidential agendas,总统议程,Public policy,公共政策,Upcoming retirement,即将退休,Early retirement,提前退休,Downsizing,裁员,Public service/Civil service,公共服务,Human resource (HR) crisis,人力资源危机,Human resource management (HRM),人力资源管理,上海交通大学MPA,Chapter 1: Introduction,From crisis to opportunity: human resource challenges for the public sector in the twenty-first century,Key Terms & Professional Expressions,Government agency,政府机构,Public confidence,公众信心,公众信任,Bureaucratic bashing,官僚冲击,National commission of Public Service,公共服务国家委员会,Quiet crisis,寂静的危机,Imminent catastrophe,即将到来的灾难,General Accounting Office (GAO),总审计署（美国,),Organizational capability,组织能力,Civil service reform,公共服务改革,上海交通大学MPA,Chapter 1: Introduction,From crisis to opportunity: human resource challenges for the public sector in the twenty-first century,Key Terms & Professional Expressions,Workforce demographics,劳动力,(,人员,),人口统计特征,Government institutions,政府机构,Office of Personnel Management (OPM),人事管理局,(,美国,),Merit System Protection Board (MSPB),绩效系统保护委员会,(,美国,),Federal agency,联邦机构,Presidential priority,总统特权,Oversight agency,督察机构,Public sector think tank,公共服务智囊机构,(,班子,),Clinton and Bush Administrations,克林顿,/,布什政府,(,当局,),Government Performance and Results Act (GPRA),政府绩效和效果法案,(,美国,),上海交通大学MPA,Chapter 1: Introduction,From crisis to opportunity: human resource challenges for the public sector in the twenty-first century,Key Terms & Professional Expressions,Organizational culture,组织文化,Policymaker,政策制定者,Performance management,绩效管理,Senate Subcommittee on Governmental Affairs (,美国,),参议院政府事务小组委员会,Shared vision,共同愿景,Aging of supervisory and managerial personnel,主管和管理人员老龄化,Eligible,合格的,符合条件的,Pipeline problem,人员输送,(,选拔,),问题,Savvy workforce,老练员工,/,精明员工,上海交通大学MPA,Chapter 1: Introduction,From crisis to opportunity: human resource challenges for the public sector in the twenty-first century,Key Terms & Professional Expressions,Department of Homeland Security,国土安全部,(,美国,),Transportation Security Administration,交通安全局,(,美国,),Public administration,公共管理,/,行政管理,Job vacancy,工作职位空缺,Job announcement,招工告示,National Aeronautics and Space Administration (NASA) (,美国,),航空航天局,Fiscal year,财政年度,Workforce planning,人员规划,Revamping,翻新,/,改进,High-quality service,高质量服务,Mass exodus,大批人员离去,上海交通大学MPA,Chapter 1: Introduction,From crisis to opportunity: human resource challenges for the public sector in the twenty-first century,Key Terms & Professional Expressions,Span of control,控制幅度,Leadership competency model,领导能力模型,Federal Aviation Administration (FAA),联邦航空管理局,Office of Management and Budgeting (OMB) (,美国,),管理与预算局,Human capital strategy,人力资本战略,Senior Executive Service (SES),高级行政管理人员机构,Managerial competency,管理胜任力,E-government,电子政府,Strategic Human Capital Management,战略人力资本管理,Core competency,核心能力,上海交通大学MPA,Chapter 1: Introduction,From crisis to opportunity: human resource challenges for the public sector in the twenty-first century,Key Terms & Professional Expressions,Myriad,无数的,极大数量的,Human resource planning,人力资源规划,New public service,新公共服务,Flexible organization,柔性组织,US Department of Agriculture (USDA),美国农业部,Leadership development,领导力开发,Center for Creative Leadership,创造性领导中心,Performance management,绩效管理,Diverse workforce,多元人员组成,National Association of Schools of Public Affairs and Administration (NASPAA),公共事务与管理学会全国委员会,上海交通大学MPA,Chapter 1: Introduction,From crisis to opportunity: human resource challenges for the public sector in the twenty-first century,Key Terms & Professional Expressions,Perfunctorily,敷衍了事地,马马虎虎地,Risk averse,风险规避,Public service ethic,公共服务伦理,Utilitarian incentives,功利性激励,Policy windows,政策窗,上海交通大学MPA,Backgrounds,Reforming in public sector organizations: efficiency and effectiveness,Status quo in public sector organizations: Public-service motivation,Reputation?,stability?,Compensations level?,Power?,Tight labor market in public sector organizations (for example in USA),Attracting, retaining and motivating job applicants.,Strategic view to human resource issues: Connecting people?,Chapter 1: Introduction,From crisis to opportunity: human resource challenges for the public sector in the twenty-first century,上海交通大学MPA,Outlines,Introduction,The nature of human resource crisis and its causes,Lack of recognition of the importance of human capital,Retirement,The pipeline problem,Downsizing,Recruitment and hiring,Chapter 1: Introduction,From crisis to opportunity: human resource challenges for the public sector in the twenty-first century,上海交通大学MPA,Capacity problem and skill gap,Supervisory and leadership issues,Turning crisis into opportunity,Strategic human capital management,Greater emphasis on HR Planning,Understanding new public service,Developing executive and supervisory talent,Improved skills in diverse workforce,Improve HRM Practices,Reestablishing public service ethic,Conclusions,Chapter 1: Introduction,From crisis to opportunity: human resource challenges for the public sector in the twenty-first century,上海交通大学MPA,Discussions,Crisis in human resource encountered by public sector? And the reasons behind them.,Difficulties and challenges in human resource management in your organization.,Chapter 1: Introduction,From crisis to opportunity: human resource challenges for the public sector in the twenty-first century,上海交通大学MPA,Syllabus,Chapter1 Introduction,Chapter2 Strategic Planning,Chapter3 Selection/Recruiting,Chapter4 Performance Management,Chapter5 Compensation Management,Chapter6 Training & Developing,Chapter7 Motivation Management,Chapter8 Competency Management in Public Sectors,Chapter9 Employment Relationship Management,Chapter10 Emergency Management,Chapter11 Creating High-Performance Organization in Public Sector,上海交通大学MPA,Chapter 2: Strategic Planning,The implementation of workforce and succession planning in the public sector,Key Terms & Professional Expressions,Workforce / Succession planning (WFSP),人员,/,继任计划,Public sector,公共部门,Human resource (HR),人力资源,State government / local government,国家（州）政府,/,地方政府,Public organization/agency,公共组织,/,机构,Layoff,下岗,Job cuts,裁员,Row office,街道办公室,Reservist,预备役军人,上海交通大学MPA,Key Terms & Professional Expressions,Strategic planning,战略规划,Human resource planning,人力资源规划,National Academy of Public Administration (NAPA),公共管理国家协会,HRM strategy,人力资源管理战略,Human resource requirement,人力资源需求,Line manager,直线经理,Competency gap,能力缺口,Attrition rate,损耗率；人员流失率,Human capital,人力资本,Action plan,行动计划,Chapter 2: Strategic Planning,The implementation of workforce and succession planning in the public sector,上海交通大学MPA,Key Terms & Professional Expressions,Fixing accountability,固定责任,Top management,高层管理,(,者,),Impending retirement,即将退休,Incumbent employee,在职人员,Demand forecast,需求预测,Employee development,员工开发,Information technology (IT),信息技术,Retirement annuity,退休年金,D organization,网络公司,Nonprofit organization,非赢利组织,Chapter 2: Strategic Planning,The implementation of workforce and succession planning in the public sector,上海交通大学MPA,Key Terms & Professional Expressions,Job analysis,工作分析,Job specification,工作说明书,Keep abreast of,与,.,并进,(Keep abreast of the times/,与时俱进,),Data inventory,数据库,Sick leave,病假,Human resource information system (HRIS),人力资源信息系统,Functional requirement,职能需求,Succession analysis,继任分析,Gap analysis,缺口分析,Job classification,工作分类,Taskforce,任务组（人员组）,Chapter 2: Strategic Planning,The implementation of workforce and succession planning in the public sector,上海交通大学MPA,Key Terms & Professional Expressions,Focus group,焦点小组,First-level supervisor,一线管理人员,Stakeholders,利益相关者,Career path,职业轨迹,Union member,工会成员,Managerial and executive development,管理人员开发,Problem-solving skills,问题解决技能,Interpersonal skills,人际技能,Federal Highway Administration (FHWA),联邦高速公路管理局（美国）,Professional development,专业开发,Chapter 2: Strategic Planning,The implementation of workforce and succession planning in the public sector,上海交通大学MPA,Key Terms & Professional Expressions,Continuous learning,持续学习,IPMA-HR,（,International Public Management Association for Human Resources,）国际公共人力资源管理协会,Nuts and bolts,工作细节（部件）（美口语）,Organizational change,组织变革,Interdepartmental cooperation,部门间合作,Reward system,奖励制度,Turnover,离职,Chapter 2: Strategic Planning,The implementation of workforce and succession planning in the public sector,上海交通大学MPA,Backgrounds,Strategic decision making needs,Tight labor market in public sector (especially in north America and Europe),Impending retirement/turnover,Loss of workforce skills and knowledge,Competency out of time,Recruiting, selecting and allocating the right people on the right job positions in the right time,While effective and flexible HR planning is not easy implemented,Chapter 2: Strategic Planning,The implementation of workforce and succession planning in the public sector,上海交通大学MPA,Outlines,Definition and process of WFSP,Human resource planning,Implementing the WFSP,Training,Career development,Managerial and executive development,Problems and implications of WFSP,The changing role of HRM,Conclusions,Chapter 2: Strategic Planning,The implementation of workforce and succession planning in the public sector,上海交通大学MPA,Discussions,Main processes in aligning WFSP with organizational missions.,In your opinion, what are advantages when implementing WFSP.,How to identify the gap between current staff status quo and future demands in your organization.,Recommend “ Training and Developing as a integral part of WFSP”.,Main obstacles during implementing WFSP in your organization, for example, the latest human resource planning in your “Eleventh five-year plan”.,Chapter 2: Strategic Planning,The implementation of workforce and succession planning in the public sector,上海交通大学MPA,Syllabus,Chapter1 Introduction,Chapter2 Strategic Planning,Chapter3 Selection/Recruiting,Chapter4 Performance Management,Chapter5 Compensation Management,Chapter6 Training & Developing,Chapter7 Motivation Management,Chapter8 Competency Management in Public Sectors,Chapter9 Employment Relationship Management,Chapter10 Emergency Management,Chapter11 Creating High-Performance Organization in Public Sector,上海交通大学MPA,Chapter 3: Selecting & Recruiting,Recruitment and selection of public workers: an international compendium of modern trends and practices,Key Terms & Professional Expressions,Unprecedented staffing challenge,史无前例的人员变革,Luring talent,吸引人才,Selection and recruitment,选拔与招聘,Economic, social and organizational pressures,经济、社会和组织压力,Attract and Retain,吸引和保留,Developed countries,发达国家,Less Developed Countries (LDCs),欠发达国家,Best practices,最佳实践,Competent cadre,有能力的干部,Civil servant /public servant,公务员,上海交通大学MPA,Key Terms & Professional Expressions,International community,国际社会,Political system,政治制度,Social structure,社会结构,Social and political upheavals,社会与政治大变动,Global war for talent,全球人才战,Human resource management (HRM),人力资源管理,Indigenous civil service,本土化公共服务,Aging,老龄化,High turnover,高离职率,Leadership bench,领导层,Chapter 3: Selecting & Recruiting,Recruitment and selection of public workers: an international compendium of modern trends and practices,上海交通大学MPA,Key Terms & Professional Expressions,Troubled waters,混乱状态 （,Fish in troubled waters/,混水摸鱼）,Public image (government bashing),公共印象,Employee loyalty,员工忠诚,Privatization and outsourcing of government jobs,政府工作私有化和外包,Job security,工作保障,Benefit package,福利包,Accountability,责任,Harkens back to,倾听,Classical management /Scientific management /Taylorism,古典管理学派,/,科学管理学派,/,泰勒主义学派,Intrinsic satisfaction,内在满意,Chapter 3: Selecting & Recruiting,Recruitment and selection of public workers: an international compendium of modern trends and practices,上海交通大学MPA,Key Terms & Professional Expressions,Hyperbole,夸张法,Recruitment crisis,招聘危机,Staffing decision,人员配备决策,Public personnel system,公共人事制度,Competitive wage,富有竞争力的工资水平,Job market,劳动力市场,Public service ethic,公共服务道德,Civic-minded people,公民心目中的人,Job applicant,申请工作者,Bureaucratic recruitment process,官僚式的招聘流程,Chapter 3: Selecting & Recruiting,Recruitment and selection of public workers: an international compendium of modern trends and practices,上海交通大学MPA,Key Terms & Professional Expressions,Job description,工作描述,Line management,直线管理者,Circumvent,智胜，包围,New public management,新公共管理（主义）,Central authority,中央权力机构,Modern bureaucracy,现代官僚,Colonial rules,殖民法规,Democratic political institution,民主的政治机构,Liberal democracy,自由民主（党）,Ritualism,仪式主义,A caste structure,社会等级结构,Chapter 3: Selecting & Recruiting,Recruitment and selection of public workers: an international compendium of modern trends and practices,上海交通大学MPA,Key Terms & Professional Expressions,Nepotism,裙带关系,Merit system,绩效系统,Recruitment based credentials,基于（学历）证书的招聘,Complementary HRM system,互补式人力资源管理系统,Incremental change,递增变革,Procedural change,程序变革,Archaic rules,陈旧的规则,Screening applicants,筛选应聘人员,Qualified candidate,合格的后选人,Performance-based test,基于绩效的测评,Chapter 3: Selecting & Recruiting,Recruitment and selection of public workers: an international compendium of modern trends and practices,上海交通大学MPA,Key Terms & Professional Expressions,Biodata,简历信息（,Biography Data,）（一种招聘方法）,Structured interview,（结构化面试）,Over-qualified,（过于满足标准的）,Organization for Economic Cooperation and Development (OECD),（经合组织）,Hotbed,（温床）,Telecommuting,（借助现代通讯技术基础上的）（在家办公）,Non-monetary incentives,非现金激励,Job rotation,工作轮换,Decentralization movement,分权运动,Pay-for-performance system,基于绩效的薪酬体系,Chapter 3: Selecting & Recruiting,Recruitment and selection of public workers: an international compendium of modern trends and practices,上海交通大学MPA,Key Terms & Professional Expressions,Headhunter,猎头,Temporary worker / Internship,临时员工,/,见习,Virtual HRM,虚拟人力资源管理,On-line job posting,在线工作（空缺）告示,Computer-assisted Technology (CAT),计算机辅助技术,Chapter 3: Selecting & Recruiting,Recruitment and selection of public workers: an international compendium of modern trends and practices,上海交通大学MPA,Backgrounds,Good government requires good people.,Recruiting and selection is one of two critical issues encountered by public sectors, and the other is to retain and motivate, regardless of political system.,Recruiting and selection reliability and validity.,Recruiting and selection techniques diversity.,Recruiting and selection criteria-related.,Recruiting and selection cost and effectiveness.,Search for “Best practices” in recruiting and selection process.,Chapter 3: Selecting & Recruiting,Recruitment and selection of public workers: an international compendium of modern trends and practices,上海交通大学MPA,Outlines,Problems in recruitment and selection confronted by developed countries and LDCs.,Precursors to successful recruitment and selection,Reversing the erosion of public service ethic,HRM as partner to line management,Civic culture and tradition,Managerial system,Chapter 3: Selecting & Recruiting,Recruitment and selection of public workers: an international compendium of modern trends and practices,上海交通大学MPA,Outlines,Emerging approaches to recruitment and selection,Procedural change,Improvement to recruitment and selection process,Use of technology,The future?,Chapter 3: Selecting & Recruiting,Recruitment and selection of public workers: an international compendium of modern trends and practices,上海交通大学MPA,Discussions,Problems in recruitment and selection in Chinese public sectors.,Recruitment and selection techniques in your organization and Challenges in recruitment and selection in your organization.,Suggestions for improvement in recruitment and selection in your organization.,Chapter 3: Selecting & Recruiting,Recruitment and selection of public workers: an international compendium of modern trends and practices,上海交通大学MPA,Syllabus,Chapter1 Introduction,Chapter2 Strategic Planning,Chapter3 Selection/Recruiting,Chapter4 Performance Management,Chapter5 Compensation Management,Chapter6 Training & Developing,Chapter7 Motivation Management,Chapter8 Competency Management in Public Sectors,Chapter9 Employment Relationship Management,Chapter10 Emergency Management,Chapter11 Creating High-Performance Organization in Public Sector,上海交通大学MPA,Chapter 4: Performance Management,Performance management model: A system-based approach to public service quality,Key Terms & Professional Expressions,Developing countries,发展中国家,Over-centralized,过于集权化,Public service