人力资源调动与流动（PPT 19页）.pptVIP

经主管部门决定而改变人员的工作岗位职务、工作单位或隶属关系的人事变动。 人员调配 实现组织目标 人尽其才 实施人力资源计划 激励员工 改善组织气氛 人员调配 意 义 因事设人 用人所长 协商一致 照顾差异（性别、年龄、能力、气质、兴趣等） 人员调配 原 则 工作需要 调整优化 照顾困难 落实政策 人员调配 原 因 德才兼备原则 机会均等原则 民主监督原则 “阶梯晋升”与“破格提拔”相结合 有计划替补和晋升原则 人员职务升降 原 则 Resignation/Quit （辞职） Dismissal（解雇） Layoff（临时解雇） TURNOVER 人员流动 裁员风暴 朗讯 通用电气 戴姆勒·克莱斯勒 摩托罗拉 施乐 英特尔 思科 宝洁 爱立信 Delphi 北电网络 迪斯尼 爱华 大宇 康柏 1.6万 7.5万（未来2年） 2.6万（3年内） 已经裁减1.2万 5200 5000 5500至8000 9600 3300 11,500 15,000 4000(3%) 50% 6500 5000 Turnover Costs Pre-turnover costs Separation costs Vacancy costs Recruiting and new-hire processing costs Pre-turnover costs 离职前成本 slower work pace 工作效率降低 increased absenteeism 缺勤增加 Separation costs 分离成本 severance pay 离职工资 unemployment costs 事业成本 litigation fees 诉讼费用 Vacancy costs 空缺成本 lost opportunities in sales and service 销售与服务机会的流失 overtime pay for employees who pick up the slack 有关人员的加班工资 Recruiting and new-hire processing costs 重新雇佣成本 the direct cost of advertisement and promotional materials, referral bonuses, relocation expenses, sign-on bonuses, background checks the wages of employees who recruit, process paperwork, conduct interviews and tours, give tests, train and conduct orientation the wages of support staff who hook up computers and phones, process identification badges Turnover Costs Managing the Effects of Layoffs on Survivors FACTORS AFFECTING SURVIVORS REACTIONS 影响幸存者反应的因素 Perceived Fairness 公平感 Changed Working Conditions 变化的工作条件 Perceived Fairness IS THE LAYOFF JUSTIFIED? IS THE LAYOFF CONGRUENT WITH CORPORATE CULTURE? DID THE ORGANIZATION PROVIDE AMPLE ADVANCED NOTICE? IN IMPLEMENTING THE LAYOFF, HOW WELL DID THE ORGANIZATION ATTEND TO THE DETAILS? DID MANAGEMENT PROVIDE A CLEAR AND ADEQUATE EXPLANATION OF THE REASONS FOR THE LAYOFFS? WERE CUTBACKS SHARED AT HIGHER MANAGERIAL LEVELS? WHAT DECISION RULE WAS USED TO DETERMINE WHICH EMPLOYEES WOULD BE LAID OFF VERSUS CHOSEN TO REMAIN? DID THE ORGANIZATION PROVIDE TANGIBLE CARETAKING SERVICES TO HELP SOFTEN THE BLOW FOR THOSE LAID OFF? DID THE ORGANI