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? 2005 Prentice Hall Inc. All rights reserved. ? 2005 Prentice Hall Inc. All rights reserved. PowerPoint Presentation by Charlie Cook The University of West Alabama t e n t h e d i t i o n Gary Dessler Part 1 Introduction Chapter 1 ? 2005 Prentice Hall Inc. All rights reserved. 1–* Basic trend: Use Modern HRM and Metrics（度量、计量） to Support Company’s Strategic Goals Strategic HRM Metrics High performance Work Systems Technology 疮胀牺诞静砍沸拯嗅惰卧悠再漫疆筏痞糖莎伤晒狈卓铆轮嚼幕窃涸瓢沫隙2 Modern HRM MethodsChapter ? 2005 Prentice Hall Inc. All rights reserved. 1–* 1. Institute Strategic 战略上的 Human Resource Management Formulating and executing HR systems—HR policies and activities—that produce the employee competencies and behaviors the company needs to achieve its strategic aims. formulating 明确地叙述 fomulating executing 执行 executing Formulating and executing HR systems competency 资格 傲拳弦睫层迪妮恐戳抨叙募炉胆峭招马罐堂靳贯豁订臂叠脖娶蜡芽瘦抗沧2 Modern HRM MethodsChapter ? 2005 Prentice Hall Inc. All rights reserved. 1–* How to Align HR Strategy and Actions with Business Strategy 羡便挎益柏偏柒得匆召黎铀咯雅提泣摄币怖钙悼丁戮黔芳篷继盯特冀蕴笨2 Modern HRM MethodsChapter ? 2005 Prentice Hall Inc. All rights reserved. 1–* 2. HR Metrics Absence Rate [(Number of days absent in month) ÷ (Average number of employees during mo.) × (number of workdays)] × 100 Cost per Hire (Advertising 广告费 + Agency Fees 机构费 + Employee Referrals（转呈、递交） + Travel cost of applicants and staff + Relocation （变换布置）costs + Recruiter pay and benefits) ÷ Number of Hires Health Care Costs per Employee Total cost of health care ÷ Total Employees HR Expense Factor HR expense ÷ Total operating expense Figure 1–5 Sources: Robert Grossman, “Measuring Up,” HR Magazine, January 2000, pp. 29–35; Peter V. Le Blanc, Paul Mulvey, and Jude T. Rich, “Improving the Return on Human Capital: New Metrics,” Compensation and Benefits Review, January/February 2000, pp. 13–20;Thomas E. Murphy and Sourushe Zandvakili, “Data and Metrics-Driven Approach to Human Resource Practices: Using
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