人力资源管理 规划篇 英文版.pptx

1.1 The Concept of HRP —— The process of getting the right number of qualified people into the right job at the right time. —— The system of matching the supply of people—internally and externally—with the openings the organization expects to have over a given time frame.;1.2 Strategy-linked HRP;2. Steps in the HRP Process;● Step 1: Determining Organizational Objectives ★ Organizational objectives —— it give the organization and its members direction and purpose, should be stated in terms of expected results. ★ Cascade Approach —— it is a manner that establishing organizational, divisional, and departmental objectives. ;★ Cascade Approach (Page 119) ;● Step 2: Determining the skills and Expertise Required ;;● Step 4: Developing Action Plans;Economic activity;3. Tools and Techniques of HRP;4. Other questions about HRP ;● Strategic Human Resource Management ★ Three Major Subfields of HRM (Boxall, Purcell, and Wright,2007) ;● The Definition of SHRM —— The pattern of planned human resource deployments and activities intended to enable an organization to achieve its goals. （Wright Mcmanhan,1992） ● The evolution of SHRM (1) Explaining contingency perspectives and fits (Early 1980s); (2) Shifting form a focus on managing people to creating strategic contributions(1980s); (3) Expanding the scope of SHRM(1980s); (4) Elaborating HR system components and structure (Early 1990s); (5) Achieving HR implementation and execution; (6) Measuring outcomes of SHRM (Later in the 1990s); (7) Evaluating methodological issues (Since 2000). ;● The Basic Frame of SHRM;● The procedure of SHRM;References;[9] James D. Werbel, Samuel M. DeMarie. Aligning strategic human resource management and person–environment fit [J]. Human Resource Management Review 2005 (15) 247–262. [10] Clint Chadwick. The vital role of strategy in strategic human resource