HRM 基本完全汇总.docx
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HRM 基本完全汇总.docx
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HRM基本完全汇总
HRM基本完全(已更新)
1.Which(selection)assessmentmethodhasahighcosttodevelop?
P.170
KSA-BasedAssessments Costs(Develop/Administer)
∙•Cognitiveabilitytests Low/low
∙•Jobknowledgetests Low/low
∙•Personalityrests Low/low
∙•Biographicaldata High/low
∙•Integritytests Low/low
∙•Structuredinterviews High/high
∙•Physicalfitnesstests High/high
Task-BasedAssessments Costs(Develop/Administer)
∙•Situationjudgmenttest High/low
∙•Assessmentcenters High/high
∙•Physicalabilitytests High/high
1.Thevalidationprocessofselection?
P.148
Alsoviewedon
Step1:
AnalyzetheJob
Analyzethejobdescriptionsandspecifications.Specifythehumantraitsandskillsyoubelievearerequiredforadequatejobperformance.
Youshouldalsodefinethecriteriaincludingproduction-relatedcriteria,personneldataorjudgments.
Step2:
ChoosetheTests
Choosetheteststhatyouthinkmeasuretheattributes(predictors)importantforjobsuccess.Basedonexperience,previousresearchandbestguesses.
Youcanalsocombiningseveraltestsintoatestbatteryaimedatmeasuringavarietyofpossiblepredictors.
Step3:
AdministerTests
Administertheselectedteststoemployees.Predictivevalidationisthemostdependablewaytovalidateatest.Aftertheyhavebeenonthejobforsometime,youmeasuretheirperformanceandcompareittotheirperformanceontheirearlytesttodeterminewhethertheirperformanceonthetestcouldhavebeenusedtopredicttheirsubsequentjobperformance.
Step4:
RelateScoresandCriteria
Determinewhetherthereisasignificantrelationshipbetweenscoresandperformance.Theusualwaytodothisistodeterminethestatisticalrelationshipbetweenscoresonthetestandperformancethroughcorrelationanalysis,whichshowsthedegreeofstatisticalrelationship.
Step5:
Cross-ValidateandRevalidate
Beforeputtingthetestintouse,youmaywanttocheckitbycross-validating,byagainperformingstep3and4onanewsampleofemployees.Anexpertshouldvalidatethetestperiodicallyatleast.
1.Testthatmeasurearangeofabilitiesincludingmemory,vocabulary,verbalfluency,andnumericalability.P.150
Intelligencetests,suchasIQtests,aretestsofgeneralintellectualabilities.Theymeasurenotasingleintelligencetrait,butratherarangeofabilities,includingmemory,vocabulary,verbalfluency,andnumericalability.
1.Whatorientationtypicallyincludes?
P.185
Employeeorientationprovidesnewemployeeswithbasicbackgroundinformationneededtoperformtheirjobssatisfactorily.Employerwanttoaccomplishfourthingsbyorientingnewemployees.
1) Makethenewemployeefeelwelcomeandathomeandpartoftheteam.
2) Makesurethenewemployeehasthebasicinformationtofunctioneffectively,suchase-mailaccess,personnelpoliciesandbenefits,andwhattheemployerexpectsintermsofworkbehavior.
3) Helpthenewemployeeunderstandtheorganizationinabroadsense(itspast,present,culture,andstrategiesandvisionofthefuture)
4) Startthepersononbecomingsocializedintothefirm’svalueandwaysofdoingthings.
Orientationprogramscovers:
u Employeebenefits
u Personnelpolicies
u Theemployee’sdailyroutine
u Companyorganizationandoperations
u Safetymeasuresandregulations
1.Theroleofapersoninhumanresources.P.2(Keri’swords)
Conductingjobanalyses(determiningthenatureofeachemployee’sjob)
Planninglaborneedsandrecruitingjobcandidates
Selectingjobcandidates
Orientingandtrainingnewemployees
Managingwagesandsalaries(Compensatingemployees)
Providingincentivesandbenefits
Appraisingperformance
Communicating(interviewing,counseling,discipline)
Trainingemployees,anddevelopingmanagers
Buildingemployeecommitment
1.TheroleofapersonactingasaninternalconsultantatHRteam(LecturePPT)
u Providesefficientoperationalservicesincludingoutsourcingservicewhennecessary
u Supportstopmanagement’sstrategicplanningefforts
u Actsasthecompany’s‘internalconsultant’foridentifyingandinstitutionalizingchangesthatenhanceemployeesskillsallowingthemtocontributetothecompany’ssuccess
1.Thepurposeofastrategicplan(P.53/lecture:
FocusonStrategicHRM)
Astrategicplandescribeshowinternalstrengthsandweaknesseswillbematchedwithexternalopportunitiesandthreatsinordertomaintainacompetitiveadvantage.Astrategyisacourseofaction.
Thepurposeofstrategicplanningistosetyouroverallgoalsforyourbusinessandtodevelopaplantoachievethem.Aswithanymanagementtool,itisusedforonepurposeonly:
tohelpanorganizationdoabetterjob–tofocusitsenergy,toensurethatmembersoftheorganizationareworkingtowardthesamegoals,toassessandadjusttheorganization'sdirectioninresponsetoachangingenvironment.Inshort,strategicplanningisadisciplinedefforttoproducefundamentaldecisionsandactionsthatshapeandguidewhatanorganizationis,whatitdoes,andwhyitdoesit,withafocusonthefuture.
u Step1:
Definethecurrentbusiness
What/Wherewesell?
Productsdifferentiation?
u Step2:
Performexternalandinternalaudits
SWOTanalysis;Key:
adaptation
u Step3:
Formulateanewdirection
Whatshouldournewbusinessbe?
Visionstatement:
whatdowewantbecome
Missionstatement:
wherearewenow?
u Step4:
Translatethedesirednewdirectionintostrategicgoals
Translatethedesirednewdirectionintostrategicgoals.(Operationalizethemission)
Whatdoesthemissionmeantoeachdepartment?
Whatgoalsfollowimplementation?
Step5:
Formulatestrategiestoachievethestrategicgoals
ChooseBeststrategies(coursesofaction)thatwillenablethecompanytoachieveitsstrategicgoals.
u Step6:
Implementthestrategies
Strategicexecution:
Translatethestrategiesintoaction
Maydo:
hire/firepeople;build/closeplants;adding/eliminatingproduct(lines)
u Step7:
Evaluateperformance
EvaluateongoingprocessesagainstStrategiccontrol
1.Totranslatestrategyintoactionwhatisrequired(Lecture1Part2,P.59)
Managementformulatesstrategicplansandgoals.Inturn,executingtheseplansandachievingthesegoalsdependsonhavingtherightmixofemployeecompetenciesandbehaviors,theHRmanagermustputinplacetherightmixofrecruitment,selection,training,andotherHRpoliciesandpractice.
u Formulatebusinessstrategy:
whatarethestrategicgoalsofthebusiness?
u Identifyworkforcerequirements:
WhatemployeecompetenciesandbehaviorsmustHRdelivertoenablethebusinesstoreachitsgoals?
u FormulateHRstrategicpoliciesandactivities:
whichHRstrategiesandpracticeswillproducetheseemployeecompetenciesandbehaviors.
u DevelopdetailedHRscorecardmeasures:
howcanHRmeasurewhetheritisexecutingwellforthebusiness,intermsofproducingtherequiredworkforcecompetenciesandbehaviors.
1.Theroleofhumanresourcesexperts
ManyconsultantsareHRgeneralists,meaningtheyareknowledgeableinmanyifnotalloftheHRdisciplines.ThisalsomeansanHRconsultantcanbeavaluableassettoanorganizationthatengagesherservices,becauseshecanpotentiallyaddressaspectsoftheentireHRdepartment.Importantly,theroleofanHRconsultantistolendexpertise,notperformthedutiesoftheHRstaffmembers.
AHRconsultanthasaroleoflendingexpertiseandalsoconstructingproposals,deliveringpresentationsandmakingrecommendationstopotentialclients.Theycanalsoworkassubjectmatterexpertsbydeliveringspeechestoprofessionalassociations.
1.Whoisinvolvedincollectingjobanalysisdata(P.82)
Basically,mostmethodsofcollectingjobanalysisinformationinvolvesemployeesandsupervisors.
u JobInterview:
conductindividualorgroupinterviewswithemployeesorsupervisorinterviewswithoneormoresupervisorswhoknowthejob.
u Questionnaires:
Havingemployeesfilloutquestionnairestodescribetheirjob-relateddutiesandresponsibilitiesisanotherway.
u Observation:
withjobinterviewtogethertoemployees
u Participantdiary/logs:
askworkerstokeepadiary/logofwhattheydoduringtheday.
1.Whatisneedanalysisp.188LecturePPT
Thetrainingneedsanalysisistoaddresstheemployer’sstrategiclongertermtrainingneedsand/oritscurrenttrainingneeds.Itisfocusesonidentifyingthetrainingthatemployeeswillneedtofillthesenewfuturejobs.
Itistodeterminewhattraining,ifany,isrequired.Employersdeterminetheskillseachjobrequires,andtheskillsofthejob’scurrentorprospectiveemployees.
1.Understandingequityintermsofhowfairajob’spayrateis,whencomparedtootherjobswithinthesamecompanyP.276
Theequitytheoryofmotivationpostulatesthatpeoplearestronglymotivatedtomaintainabalancebetweenwhattheyperceiveastheircontributionsandtheirrewards.
Internalequityreferstohowfairaparticularjob’spayrateiswhencomparedtootherjobswithinthesamecompany.
Also:
Externalequity;Individualequity;andProceduralequity.
1.Howdoesbiasaffectsupervisors’evaluationp.229
Ratees’personalcharacteristics(suchasage,raceandgender)candistorttheirratings.
1.Whatiscareermanagementp.247
Careermanagementistheprocessforenablingemployeestobetterunderstandanddeveloptheircareerskill
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