最新版人力资源课件-第1章5e.ppt

1、 2010 South-Western,a part of Cengage Learning.All rights reserved.11 2010 South-Western,a part of Cengage Learning.All rights reserved.12Identify how firms gain a sustainable competitive advantage through people.Explain how globalization is influencing human resources management.Describe the impact

2、 of information technology on managing people.Identify the importance of change management.Describe HRs role in developing intellectual capital.Chapter ObjectivesAfter studying this chapter,you should be able to 2010 South-Western,a part of Cengage Learning.All rights reserved.13Explain how TQM,Six

3、Sigma,and reengineering affect HR systems.（X 以后章节讲）Discuss how cost pressures affect HR policies.Discuss the primary demographic and employee concerns pertaining to HRM.Provide examples of the roles and competencies of todays HR managers.Chapter Objectives(contd)After studying this chapter,you shoul

4、d be able to 2010 South-Western,a part of Cengage Learning.All rights reserved.145 2010 South-Western,a part of Cengage Learning.All rights reserved.16 2010 South-Western,a part of Cengage Learning.All rights reserved.17FIGURE1.1Framework of Human Resources Management 2010 South-Western,a part of Ce

5、ngage Learning.All rights reserved.18 2010 South-Western,a part of Cengage Learning.All rights reserved.19 2010 South-Western,a part of Cengage Learning.All rights reserved.110 2010 South-Western,a part of Cengage Learning.All rights reserved.1111A Guide to HR Internet SitesHR professionals can acce

6、ss the following Web sites for current information related to human resources.Codes of ConductAsia-Pacific Economic Cooperation Forum Business Code of Conduct(http:/www.cauxroundtable.org/APECForumBusinessCodeofConduct.html)Caux Round Table Principles for Business(http:/www.cauxroundtable.org/princi

7、ples.html)Fair Labor Association Workshop Code of Conduct(http:/www.fairlabor.org)Global Sullivan Principles(http:/www.thegsp.org)ILO Tripartite Declaration of Principles Concerning Multinational Enterprises and Social Policy(http:/www.ilo.org)OECD Guidelines for Multinational Enterprises(www.oecd.o

8、rg/daf/investment/guidelines)OECD,Principles of Corporate Governance(http:/www.oecd.org)Rules of Conduct on Extortion and Bribery in International Business Transactions(International Chamber of Commerce,http:/www.iccwbo.org)United Nations Universal Declaration of Human Rights(http:/www.un.org)2010 S

9、outh-Western,a part of Cengage Learning.All rights reserved.1121A Guide to HR Internet Sites(contd)GeneralAFL-CIO(http:/www.aflcio.org/home.htm)Union news,issue papers,press releases,links to labor sites.American Management Association(http:/www.amanet.org/index.htm)AMA membership,programs,training,

10、and so on.FedWorld(http:/www.fedworld.gov)A gateway to many government Web sites.HR Professionals Gateway to the Internet(http:/)Links to HR-related Web pages.Occupational Safety and Health Resources(http:/)OSHA-related sites,government pages,resources,and so on.Society for Human Resource Management

11、(http:/www.shrm.org)Current events,information,connections,and articles.Telecommuting,Telework,and Alternative Officing(http:/)Telecommuting and flexible hours.Training&Development Resource Center(http:/)Job mart,training links,and T&D electronic mailing list links.U.S.Department of Labor(http:/www.

12、dol.gov)Job bank,labor statistics,press releases,grants,and contract information.中国人力资源和社会保障部：中国人力资源和社会保障部：http:/ South-Western,a part of Cengage Learning.All rights reserved.113 2010 South-Western,a part of Cengage Learning.All rights reserved.114 2010 South-Western,a part of Cengage Learning.All r

13、ights reserved.1152Automation of Talent Management Functions 2010 South-Western,a part of Cengage Learning.All rights reserved.116 2010 South-Western,a part of Cengage Learning.All rights reserved.117 2010 South-Western,a part of Cengage Learning.All rights reserved.118 2010 South-Western,a part of

14、Cengage Learning.All rights reserved.119120“An organizations ability to learn,and translate that learning into action rapidly,is the ultimate competitive business advantage.”(Jack Welch,General Electric)21 2010 South-Western,a part of Cengage Learning.All rights reserved.122 2010 South-Western,a par

15、t of Cengage Learning.All rights reserved.123 2010 South-Western,a part of Cengage Learning.All rights reserved.124 2010 South-Western,a part of Cengage Learning.All rights reserved.125 2010 South-Western,a part of Cengage Learning.All rights reserved.126 2010 South-Western,a part of Cengage Learnin

16、g.All rights reserved.127FIGURE1.2Estimated Number and Types of U.S.Jobs Estimated to Move Offshore between 2010 and 2015 2010 South-Western,a part of Cengage Learning.All rights reserved.128 2010 South-Western,a part of Cengage Learning.All rights reserved.129FIGURE1.3Productivity Enhancements 2010

17、 South-Western,a part of Cengage Learning.All rights reserved.130 2010 South-Western,a part of Cengage Learning.All rights reserved.1313Social Issues in HRMChanging Demographics:The coming decades will bring a more diverse and aging workforce to developed countries such as the United States.This has

18、 major implications for all aspects of HRM because it alters traditional experience and expectations regarding the labor pool.Among the issues in this area are:Globalization Diversity strategies Shrinking pool of skilled entry-level workers Social Security and retirement issues Rising health care co

19、sts for employees Continual skills development and retraining Outsourcing,offshoring,and the use of temporary and part-time employeesEmployer/Employee Rights:This area reflects the shift toward organizations and individuals attempting to define rights,obligations,and responsibilities.Among the issue

20、s here are:Relationship employment versus transactional-based employment Concern for the privacy of employees Whistle-blowing Comparable worth Employer-employee ethics Legal compliance Mandated benefitsAttitudes toward Work and Family:Because of the increase of working women as well as employee mobi

21、lity and a growing concern about family issues,there is demand for recognizing and supporting family-related concerns.Among the issues are:Day care and elder care Parental leave Flextime Telecommuting Alternative work schedules Job sharing Job rotation 2010 South-Western,a part of Cengage Learning.A

22、ll rights reserved.132FIGURE1.4Composition of U.S.Population 2010 South-Western,a part of Cengage Learning.All rights reserved.133FIGURE1.5Labor Force and Gender Distributions 2010 South-Western,a part of Cengage Learning.All rights reserved.134FIGURE1.6Education Pays 2010 South-Western,a part of Ce

23、ngage Learning.All rights reserved.135FIGURE1.7Model of Diversity Management Strategy 2010 South-Western,a part of Cengage Learning.All rights reserved.1364Why Diversity?The primary business reasons for diversity management include.2010 South-Western,a part of Cengage Learning.All rights reserved.13

24、7Jobs and OrganizationsEmployee RightsConcern for PrivacyAttitudes towards WorkBalancing Work and Family 2010 South-Western,a part of Cengage Learning.All rights reserved.138 2010 South-Western,a part of Cengage Learning.All rights reserved.139FIGURE1.8Human Resource Competency Model 2010 South-West

25、ern,a part of Cengage Learning.All rights reserved.1405SHRM Code of Ethical and Professional Standards in Human Resource ManagementSociety for Human Resource ManagementCODE PROVISIONSProfessional ResponsibilityCore PrincipleAs HR professionals,we are responsible for adding value to the organizations

26、 we serve and contributing to the ethical success of those organizations.We accept professional responsibility for our individual decisions and actions.We are also advocates for the profession by engaging in activities that enhance its credibility and value.Intent To build respect,credibility and st

27、rategic importance for the HR profession within our organizations,the business community,and the communities in which we work.To assist the organizations we serve in achieving their objectives and goals.To inform and educate current and future practitioners,the organizations we serve,and the general

28、 public about principles and practices that help the profession.To positively influence workplace and recruitment practices.To encourage professional decision-making and responsibility.To encourage social responsibility.2010 South-Western,a part of Cengage Learning.All rights reserved.141corporate social responsibilitydownsizingemployee leasingglobalizationhuman capitalhuman resources information system(HRIS)human resources management(HRM)knowledge workersmanaging diversityoffshoringoutsourcingproactive changereactive changereengineeringSix Sigmatotal quality management(TQM)