人力资源管理(HRM)英文PPT2课件.ppt

;Chapter 2;Taking a Strategic HRM Approach;Strategic Plans;A Model to Organize HRM;A Model to Organize HRM;A Model to Organize HRM;Taking a Diagnostic Approach to HRM;Taking a Diagnostic Approach to HRM;Available resources;HRM is One Function Among Many;Government Law and Regulations;Government Law and Regulations;Government Law and Regulations;Government Law and Regulations;Government Law and Regulations;The Union;The Union;Economic Conditions;Economic Conditions;Economic Conditions;Economic Conditions;The Work Sector of HRM;Competitiveness;Organizational Competitiveness;Competitiveness;Competitiveness;Competitiveness;Composition Diversity of Labor Force ;Women in the Workforce;Minorities in the Workforce;Facts About Older Employees;Employment Projection;Geographic Location of Organization;Internal Influences on HRM Programs;Strategy;Goals;Goals;Goals;Organizational Culture;Organization Culture;Nature of the Task;Job Factors that Attract/Repel Workers;Work Group;Effective Work Groups;Work Group;Leader’s Style and Experience;Strategic HRM: A Key to Success;Strategic HRM: A Key to Success;Strategic HRM: A Key to Success;Strategic HRM;Strategic HRM: A Key to Success;Building a Cooperative Workforce;Building a Cooperative Workforce;Restructuring and Downsizing;Restructuring and Downsizing;Contingent Workers;People the HRM Diagnostic Framework;Abilities of Employees;Employee Attitudes and Preferences;Work;Motivation;Motivation;Personality: How One Thinks Behaves;Personality of Employees;HRM Desirable End Results;Comments to Reflect On