人力资源-第一课-简易版本(ppt文档)课件.ppt

1、PowerPoint Presentation by Charlie CookThe University of West AlabamaChapter 1Introduction to Human Resource ManagementPart One|IntroductionCopyright 2011 Pearson Education,Inc.publishing as Prentice HallCopyright 2011 Pearson Education,Inc.publishing as Prentice Hall12WHERE WE ARE NOWCopyright 2011

2、 Pearson Education,Inc.publishing as Prentice Hall13Copyright 2011 Pearson Education,Inc.publishing as Prentice Hall14Copyright 2011 Pearson Education,Inc.publishing as Prentice Hall15PlanningOrganizingLeadingStaffingControllingCopyright 2011 Pearson Education,Inc.publishing as Prentice Hall16Acquis

3、itionTrainingAppraisalCompensationLabor RelationsHealth and SafetyFairnessHuman Resource Management(HRM)Copyright 2011 Pearson Education,Inc.publishing as Prentice Hall17Copyright 2011 Pearson Education,Inc.publishing as Prentice Hall18Copyright 2011 Pearson Education,Inc.publishing as Prentice Hall

4、19Copyright 2011 Pearson Education,Inc.publishing as Prentice Hall110Copyright 2011 Pearson Education,Inc.publishing as Prentice Hall111Copyright 2011 Pearson Education,Inc.publishing as Prentice Hall112Line FunctionLine FunctionLine AuthorityImplied AuthorityStaff FunctionsStaff FunctionsStaff Auth

5、orityInnovator/AdvocacyFunctions ofHR ManagersCoordinative Coordinative FunctionFunctionFunctional AuthorityCopyright 2011 Pearson Education,Inc.publishing as Prentice Hall113FIGURE 11Human Resources Organization Chart for a Large OrganizationCopyright 2011 Pearson Education,Inc.publishing as Prenti

6、ce Hall114FIGURE 12Human Resources Organization Chart for a Small CompanyCopyright 2011 Pearson Education,Inc.publishing as Prentice Hall115RecruiterEEO coordinatorLabor relations specialistTraining specialistJob analystCompensation managerHuman Resource SpecialtiesCopyright 2011 Pearson Education,I

7、nc.publishing as Prentice Hall116Transactional HR groupCorporate HR groupEmbeddedHR unitNew HR Services GroupsCenters of ExpertiseCopyright 2011 Pearson Education,Inc.publishing as Prentice Hall117Globalization and Competition TrendsTechnological TrendsIndebtedness(“Leverage”)and DeregulationTrends

8、in the Nature of WorkWorkforce and Demographic TrendsEconomic Challenges and TrendsTrends in HR ManagementCopyright 2011 Pearson Education,Inc.publishing as Prentice Hall118FIGURE 14Trends Shaping Human Resource ManagementCopyright 2011 Pearson Education,Inc.publishing as Prentice Hall119FIGURE 15Em

9、ployment Exodus:Percent of employers who said they planned as of 2008 to offshore a number of these jobsCopyright 2011 Pearson Education,Inc.publishing as Prentice Hall120High-Tech JobsService JobsChanges in How We WorkKnowledge Work and Human CapitalCopyright 2011 Pearson Education,Inc.publishing a

10、s Prentice Hall121TABLE 11Demographic Groups as a Percent of the Workforce,19862016Copyright 2011 Pearson Education,Inc.publishing as Prentice Hall122Demographic TrendsGeneration“Y”RetireesNontraditional WorkersTrends Affecting Human ResourcesCopyright 2011 Pearson Education,Inc.publishing as Prenti

11、ce Hall123FIGURE 16Gross National Product(GNP)Copyright 2011 Pearson Education,Inc.publishing as Prentice Hall124FIGURE 17Case-Shiller Home Price IndexesCopyright 2011 Pearson Education,Inc.publishing as Prentice Hall125The New HR ManagersHigh-Performance Work SystemsStrategic HRMEvidence-Based HRMM

12、anaging EthicsHR CertificationHuman Resource Management TrendsCopyright 2011 Pearson Education,Inc.publishing as Prentice Hall126Focus more on“big picture”(strategic)issuesFind new ways to provide transactional servicesThe New Human Resource ManagersAcquire broader business knowledge and new HRM pro

13、ficienciesCopyright 2011 Pearson Education,Inc.publishing as Prentice Hall127TABLE 12Some Technological Applications to Support HRTechnology How Used by HR Application service providers(ASPs)and technology outsourcing ASPs provide software application,for instance,for processing employment applicati

14、ons.The ASPs host and manage the services for the employer from their own remote computersWeb portals Employers use these,for instance,to enable employees to sign up for and manage their own benefits packages and to update their personal information Streaming desktop video Used,for instance,to facil

15、itate distance learning and training or to provide corporate information to employees quickly and inexpensively Internet-and network-monitoring software Used to track employees Internet and e-mail activities or to monitor their performance Electronic signatures Legally valid e-signatures that employ

16、ers use to more expeditiously obtain signatures for applications and record keeping Electronic bill presentment and payment Used,for instance,to eliminate paper checks and to facilitate payments to employees and suppliers Data warehouses and computerized analytical programs Help HR managers monitor

17、their HR systems.For example,they make it easier to assess things like cost per hire,and to compare current employees skills with the firms projected strategic needs Copyright 2011 Pearson Education,Inc.publishing as Prentice Hall128FIGURE 18Effects CFOs Believe Human Capital Has on Business Outcome

18、sCopyright 2011 Pearson Education,Inc.publishing as Prentice Hall129Copyright 2011 Pearson Education,Inc.publishing as Prentice Hall130Actual measurementsExistingdataProviding Evidence for HRM Decision MakingResearch studiesCopyright 2011 Pearson Education,Inc.publishing as Prentice Hall131Copyright

19、 2011 Pearson Education,Inc.publishing as Prentice Hall132Copyright 2011 Pearson Education,Inc.publishing as Prentice Hall133Copyright 2011 Pearson Education,Inc.publishing as Prentice Hall134FIGURE 110 Strategy and the Basic Human Resource Management ProcessCopyright 2011 Pearson Education,Inc.publ

20、ishing as Prentice Hall135K E Y T E R M Sorganizationmanagermanagement processhuman resource management(HRM)authorityline authoritystaff authorityline managerstaff managerfunctional authorityglobalizationhuman capitalCopyright 2011 Pearson Education,Inc.publishing as Prentice Hall136All rights reserved.No part of this publication may be reproduced,stored in a retrieval system,or transmitted,in any form or by any means,electronic,mechanical,photocopying,recording,or otherwise,without the prior written permission of the publisher.Printed in the United States of America.