人力资源管理导论（英文版）

《人力资源管理导论》是由著名人力资源管理和组织管理专家加里·德斯勒所著。该书自出版以来，已被广泛认为是人力资源管理领域的经典之作，并被翻译成多种语言，在全球范围内广为传播。该书内容丰富，涵盖了人力资源管理的各个方面，包括导论、员工招募与配置、培训与开发、薪酬管理以及员工关系等，旨在为读者提供全面而深入的人力资源管理知识和实践指导。

人力资源管理导论

• 总介绍
  • 人力资源管理定义
    • human resource management (HRM) The process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness concerns.
  • 战略人力资源管理
    • strategic human resource management Formulating and executing human resource policies and practices that produce the employee competen- cies and behaviors the company needs to achieve its strategic aims.
    • line manager A manager who is authorized to direct the work of subordinates and is responsible for accomplish- ing the organization’s tasks. staff manager A manager who assists and advises line managers.
  • 战略
    • 公司战略
      • corporate-level strategy Type of strategy that identifies the portfolio of businesses that, in total, comprise the company and the ways in which these businesses relate to each other.
        • Concentration
        • Diversification
        • Vertical integration
        • Geographic expansion
    • 竞争战略
      • competitive strategy A strategy that identifies how to build and strengthen the business’s long-term competitive position in the marketplace
        • Cost leadership
        • Differentiation
        • Focuses
    • 职能战略
      • functional strategy A department’s functional strategy identifies what the department must do in terms of specific de- partmental policies and practices to help the business accomplish its competitive goals.
        • Human Resources localization
• 工作分析
  • 工作分析
    • job analysis The procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it.
      • Steps in job analysis 工作分析步骤
        • 1、decide how you will use the information
        • 2、reviews relevant background information
        • 3、select representative positions
        • 4、analyze the job
        • 5、verify the job analysis information
  • 工作说明书
    • job descriptions A list of a job’s duties, responsibili- ties, reporting relationships, work- ing conditions, and supervisory responsibilities—one product of a job analysis.
      • 工作说明书
        • job identification
        • Job summary
        • Responsibility and duties
        • Authority of incumbent
        • Standards of performance
        • Working conditions
        • Job specification
  • 任职资格要求
    • job specifications A list of a job’s “human require- ments,” that is, the requisite education, skills, personality, and so on—another product of a job analysis
• 人力资源规划
  • workforce (or employment or personnel) planning The process of deciding what positions the firm will have to fill, and how to fill them.
• 甄选
  • 信度
    • Reliability The characteristic that refers to theconsistency of scores obtained by the same person when retested with the identical or equivalent tests.
  • 效度
    • Validity tells you whether the test is measuring what you think it’s supposed to
  • 管理考核中心
    • management assessment center A facility in which management can- didates are asked to make decisions in hypothetical situations and are scored on their performance.
      • The in-basket
      • The leaderless group discussion
      • Individual presentations
  • 甄选面试
    • A selection interview is “a selection procedure designed to predict future job performance on the basis of applicants’ oral responses to oral inquiries.”
      • 情景模式题
        • Situational questions focus on the candidate’s ability to explain what his or her behavior would be in a given situation
      • 行为面试题
        • behavioral questions, you ask interviewees how they behaved in the past in some situation.
      • 避免面试时的任务
        • How to Avoid Common Interviewing Mistakes several common interviewing mistakes often undermine an interview’s usefulness.
          • Snap Judgments
          • Negative Emphasis
          • Not Knowing the Job
          • Pressure to Hire
          • Candidate Order (Contrast) Error
          • Influence of Nonverbal Behavior
          • Attractiveness
          • Research Insight
          • Ingratiation
          • Nonverbal Implications
      • 有效面试
        • How to Conduct an Effective Interview
          • Step1 design the interview
            • A first make sure you understand the job duties from the job
            • B compose questions based on job
            • C ues the same question without all candidates
            • D ues rating scales
            • E interview the candidate
            • F create a structured interview
          • Step2 review the candidate’s background
          • Step3 establishe rapport
          • Step4 ask questions
            • 四要四不要
              • Don’t ask questions that can be answered yes or no Don’t telegraph the desire answer Don’t interrogate the applicant as if the person were a criminal Don’t monopolize the interview Do ask open-ended questions Do listen to the candidate Do draw out the application’s opinions Do ask for examples
          • Step5 close the interview
          • Step6 review the interview
• 培训与开发
  • 员工培训
    • employee orientation A procedure for providing new employees with basic background information about the firm.
      • 入职培训的目的
        • 1 Make the new employee feel welcome and at home
        • 2. Make sure the new employee has the basic information
        • 3. Help the new employee understand the organization 4. Start socializing
  • 培训
    • training The process of teaching new or cur- rent employees the basic skills they need to perform their jobs.
      • 培训过程The ADDIE Five-Step Training Process
        • Analyze the training need
          • Strategic Performance Task
        • Design the overall training program
          • Setting learning objectives
          • Creating a motivation learning environment
            • Make the learning meaningful Reinforce the learning Make skills transfer obvious and easy
        • Develop the course (actually assembling/ creating the training materials).
          • 外部购买
          • in-hasety development
        • Implement training, by actually training the targeted employee group using methods such as on-the-job or online training.
          • OJT
          • apprenticeship training A structured process by which peo- ple become skilled workers through a combination of classroom instruc- tion and on-the-job training.
        • Evaluate the course’s effectiveness.
  • 对培训的评估
    • Reaction Learning Behavior Results
• 绩效管理 考核
  • Performance appraisal
  • Performance management
  • 高潮
    • 新角色 冲突 态度
      • 制造悬念
• 薪酬
  • 员工薪酬
    • All forms of pay or rewards going to employees and arising from their employment.
      • 高管和经理薪酬Compensating Executives and Managers
        • Base pay
        • Short-term incentives Long-term incentives Executive benefits and perks
  • 职位评价
    • A systematic comparison done in order to determine the worth of one job relative to another.
      • 职位评价方法(选择题)
        • Ranking methods
        • Job classification (or grading)methods Point method
        • Wage curve
        • Pay (or wage)grade
        • Pay (or rate)ranges
  • 报酬要素
    • A fundamental, compensable element of a job, such as skills, effort, responsibility, and working conditions.
• 人力资源管理导论