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fundamentals of Human Resource Management 4 th edition by R.A. Noe, J.R презентация, доклад

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What Do I Need to Know? (1 of 2)Define human resource management and explain how HRM contributes to an organization’s performance.Identify the responsibilities of human resource departments.Summarize the types of skills

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Слайд 1fundamentals of Human Resource Management 4th edition by R.A. Noe, J.R. Hollenbeck,

B. Gerhart, and P.M. Wright
CHAPTER 1
Managing Human Resources

fundamentals of Human Resource Management 4th edition by R.A. Noe, J.R. Hollenbeck, B. Gerhart, and P.M. Wright

Слайд 2What Do I Need to Know? (1 of 2)
Define human

resource management and explain how HRM contributes to an organization’s

performance.
Identify the responsibilities of human resource departments.
Summarize the types of skills needed for human resource management.
What Do I Need to Know? (1 of 2)Define human resource management and explain how HRM contributes

Слайд 3What Do I Need to Know? (2 of 2)
Explain the

role of supervisors in human resource management.
Discuss ethical issues in

human resource management.
Describe typical careers in human resource management.
What Do I Need to Know? (2 of 2)Explain the role of supervisors in human resource management.Discuss

Слайд 4Human Resource Management (HRM)
The policies, practices, and systems that influence

employees’:
behavior
attitudes
performance

Human Resource Management (HRM)The policies, practices, and systems that influence employees’:behaviorattitudesperformance

Слайд 5Figure 1.1: Human Resource Management Practices

Figure 1.1: Human Resource Management Practices

Слайд 6At companies with effective HRM:
Employees and customers tend to be

more satisfied.
The companies tend to:
be more innovative
have greater productivity
develop a

more favorable reputation in the community
At companies with effective HRM:Employees and customers tend to be more satisfied.The companies tend to:be more innovativehave

Слайд 7Human Capital
Human Capital – an organization’s employees described in terms

of their:
training
experience
judgment
intelligence
relationships
insight
The concept of “human resource management” implies that employees

are resources of the employer.
Human CapitalHuman Capital – an organization’s employees described in terms of their:trainingexperiencejudgmentintelligencerelationshipsinsightThe concept of “human resource management”

Слайд 8Figure 1.2: Impact of Human Resource Management

Figure 1.2: Impact of Human Resource Management

Слайд 9HRM and Sustainable Competitive Advantage
An organization can succeed if it

has sustainable competitive advantage.
Human resources have the necessary qualities to

help give organizations this advantage:
Human resources are valuable.
Human resources with needed skills and and knowledge are sometimes rare.
Human resources cannot be imitated.
Human resources have no good substitutes.
HRM and Sustainable Competitive AdvantageAn organization can succeed if it has sustainable competitive advantage.Human resources have the

Слайд 10At Southwest Airlines, the company’s focus is on keeping employees

loyal, motivated, trained, and compensated. In turn, there is a

low turnover rate and a high rate of customer satisfaction.
At Southwest Airlines, the company’s focus is on keeping employees loyal, motivated, trained, and compensated. In turn,

Слайд 11High-Performance Work System
An organization in which technology, organizational structure, people,

and processes all work together to give an organization an

advantage in the competitive environment.
High-Performance Work SystemAn organization in which technology, organizational structure, people, and processes all work together to give

Слайд 12Engaged, Enabled Employees Deliver Bottom-Line Benefits

Engaged, Enabled Employees Deliver Bottom-Line Benefits

Слайд 13Table 1.1: Responsibilities of HR Departments

Table 1.1: Responsibilities of HR Departments

Слайд 14Responsibilities of HR Departments
One employee dedicated to handle HR related

matters is usually necessary in a company of ____ employees.
10
25
75
200

Responsibilities of HR DepartmentsOne employee dedicated to handle HR related matters is usually necessary in a company

Слайд 15Analyzing and Designing Jobs
Job Analysis
The process of getting detailed information

about jobs.
Job Design
The process of defining the way work will

be performed and the tasks that a given job requires.
Analyzing and Designing JobsJob AnalysisThe process of getting detailed information about jobs.Job DesignThe process of defining the

Слайд 16Recruiting and Hiring Employees
Recruitment
The process through which the organization seeks

applicants for potential employment.
Selection
The process by which the organization attempts

to identify applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the organization achieve its goals.
Recruiting and Hiring EmployeesRecruitmentThe process through which the organization seeks applicants for potential employment.SelectionThe process by which

Слайд 17Qualities of Job Candidates
Which of the following qualities were in

the top 5 as reported by employers?
Technical skills
Intelligence
Interpersonal skills
Computer skills

Qualities of Job CandidatesWhich of the following qualities were in the top 5 as reported by employers?Technical

Слайд 18Table 1.2: Top Qualities Employers Seek in Job Candidates

Table 1.2: Top Qualities Employers Seek in Job Candidates

Слайд 19Training and Developing Employees
Training
A planned effort to enable employees to

learn job-related knowledge, skills, and behavior.
Development
The acquisition of knowledge, skills,

and behaviors that improve an employee’s ability to meet changes in job requirements and in customer demands.
Training and Developing EmployeesTrainingA planned effort to enable employees to learn job-related knowledge, skills, and behavior.DevelopmentThe acquisition

Слайд 20Managing Performance
Performance Management – The process of ensuring that employees’

activities and outputs match the organization’s goals.
The human resource department

may be responsible for developing or obtaining questionnaires and other devices for measuring performance.

Managing PerformancePerformance Management – The process of ensuring that employees’ activities and outputs match the organization’s goals.The

Слайд 21Planning and Administering Pay and Benefits
Planning Pay & Benefits
How much to

offer in salary and wages.
How much to offer in bonuses,

commissions, and other performance-related pay.
Which benefits to offer and how much of the cost will be shared by employees.

Administering Pay & Benefits

Systems for keeping track of employees’ earnings and benefits are needed.
Employees need information about their benefits plan.
Extensive record keeping and reporting is needed.

Planning and Administering Pay and BenefitsPlanning Pay & BenefitsHow much to offer in salary and wages.How much

Слайд 22Maintaining Positive Employee Relations
Preparing and distributing:
employee handbooks and policies
company publications

and newsletters
Dealing with and responding to communications from employees:
questions about

benefits and company policy
questions regarding possible discrimination, safety hazards, possible harassment
Collective bargaining and contract administration.
Maintaining Positive Employee RelationsPreparing and distributing:employee handbooks and policiescompany publications and newslettersDealing with and responding to communications

Слайд 23Establishing and Administering Personnel Policies
Organizations depend on their HR department to

help establish and communicate policies related to:
hiring
discipline
promotions
benefits
All aspects of HRM

require careful and discreet record keeping.
Establishing and Administering Personnel PoliciesOrganizations depend on their HR department to help establish and communicate policies related

Слайд 24Ensuring Compliance with Labor Laws
Government requirements include:
filing reports and displaying

posters
avoiding unlawful behavior
Managers depend on HR professionals to help them

keep track of these requirements.
Lawsuits that will continue to influence HRM practices concern job security.
Ensuring Compliance with Labor LawsGovernment requirements include:filing reports and displaying postersavoiding unlawful behaviorManagers depend on HR professionals

Слайд 25One reason W.L. Gore & Associates is repeatedly named one

of the 100 Best Companies to Work for in America

is their unusual corporate culture where all employees are known as associates and bosses are not found.
One reason W.L. Gore & Associates is repeatedly named one of the 100 Best Companies to Work

Слайд 26Supporting the Organization’s Strategy
Human resource planning – identifying the numbers

and types of employees the organization will require to meet

its objectives.
The organization may turn to its HR department for help in managing the change process.
Skilled HR professionals can apply knowledge of human behavior, along with performance management tools, to help the organization manage change constructively.

Supporting the Organization’s StrategyHuman resource planning – identifying the numbers and types of employees the organization will

Слайд 27Supporting the Organization’s Strategy
Evidence-based HR– Collecting and using data to

show that human resource practices have a positive influence on

the company’s bottom line or key stakeholders.

Supporting the Organization’s StrategyEvidence-based HR– Collecting and using data to show that human resource practices have a

Слайд 28Supporting the Organization’s Strategy
Corporate Social Responsibility
A company’s commitment to meeting

the needs of its stakeholders.

Stakeholders
The parties with an interest in

the company’s success (typically, shareholders, the community, customers, and employees).
Supporting the Organization’s StrategyCorporate Social ResponsibilityA company’s commitment to meeting the needs of its stakeholders.StakeholdersThe parties with

Слайд 29Figure 1.3: Skills of HRM Professionals

Figure 1.3: Skills of HRM Professionals

Слайд 30Who is Responsible for HR?
In an organization, who should be

concerned with human resource management?
Only HR departments
Only Managers
Managers and HR

departments
Who is Responsible for HR?In an organization, who should be concerned with human resource management?Only HR departmentsOnly

Слайд 31Figure 1.4: Supervisors’ Involvement in HRM

Figure 1.4: Supervisors’ Involvement in HRM

Слайд 32Ethics in Human Resource Management
Ethics – the fundamental principles of

right and wrong.
Ethical behavior is behavior that is consistent with

those principles.
Many ethical issues in the workplace involve human resource management.
Ethics in Human Resource ManagementEthics – the fundamental principles of right and wrong.Ethical behavior is behavior that

Слайд 33Employee Rights

Employee Rights

Слайд 34Ethical companies act according to four principles:
In their relationships with

customers, vendors, and clients, ethical companies emphasize mutual benefits.
Employees assume

responsibility for the actions of the company.
The company has a sense of purpose or vision that employees value and use in their day-to-day work.
They emphasize fairness.
Ethical companies act according to four principles:In their relationships with customers, vendors, and clients, ethical companies emphasize

Слайд 35Figure 1.5: Standards for Identifying Ethical Practices

Figure 1.5: Standards for Identifying Ethical Practices

Слайд 36Standards for Identifying Ethical Human Resource Management Practices
HRM practices must

result in the greatest good for the largest number of

people.
Employment practices must respect basic human rights of privacy, due process, consent, and free speech.
Managers must treat employees and customers equitably and fairly.
Standards for Identifying Ethical Human Resource Management PracticesHRM practices must result in the greatest good for the

Слайд 37Figure 1.6: Median Salaries for HRM Positions

Figure 1.6: Median Salaries for HRM Positions

Слайд 38Test Your Knowledge
Which HR functions are primarily concerned with 1)

ensuring employees are capable of doing their current job ,

2) ensuring that employees are satisfied with their rewards.
1) Development; 2) Employee Relations
1) Training; 2) Legal Compliance
1) Selection; 2) Pay & Benefits
1) Training; 2) Pay & Benefits
Test Your KnowledgeWhich HR functions are primarily concerned with 1) ensuring employees are capable of doing their

Слайд 39Summary
Human resource management (HRM) consists of an organization’s “people practices”
the

policies, practices, and systems that influence employees’ behavior, attitudes, and

performance.
HRM influences who works for the organization and how those people work.
HR departments have responsibility for a variety of functions related to acquiring and managing employees.
SummaryHuman resource management (HRM) consists of an organization’s “people practices”the policies, practices, and systems that influence employees’

Слайд 40Summary (continued)
HR management requires substantial human relations skills, including skill

in:
communicating
negotiating
team development
HR professionals also need:
To understand the language of business
To

be a credible with line managers and executives
To be strategic partners
Summary (continued)HR management requires substantial human relations skills, including skill in:communicatingnegotiatingteam developmentHR professionals also need:To understand the

Слайд 41Summary (continued)
Non-HR managers must be familiar with the basics of

HRM and their own role with regard to managing human

resources.
Supervisors typically have responsibilities related to all the HR functions.
HR professionals should make decisions consistent with sound ethical principles.
Summary (continued)Non-HR managers must be familiar with the basics of HRM and their own role with regard

Слайд 42Summary (continued)
The decisions of HR professionals should:
Result in the greatest

good for the largest number of people.
Respect basic rights of

privacy, due process, consent, and free speech.
Treat employees and customers equitably and fairly.
Careers in HR management may involve specialized work in fields such as recruiting, training, or compensation
Summary (continued)The decisions of HR professionals should:Result in the greatest good for the largest number of people.Respect

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