人力资源管理者及竞争优势.pptxVIP

Chapter 1Human Resource Managementand Competitive Advantage人力资源管理与竞争优势;Resources of an Organization组织来源;The Employment Cycle雇佣周期;Pre-Selection Phase筛选前阶段;Human Resource Planning人力资源计划;Job Analysis工作分析;Job Analysis工作分析;Selection Phase筛选阶段;Recruitment Goals招聘目标;Selection Goals筛选目标;Post-Selection Phase筛选后阶段;Training and Development培训与发展;Training and Development Goals培训与发展目标;Performance Appraisal绩效评估;Performance Appraisal Goals绩效评估目标;Compensation薪酬;Compensation Goals薪酬目标;Productivity Improvement Programs提高生产力方案;Productivity Improvement Program Goals提高生产力方案目标;External Influences on HRM人力资源管理的外部影响;Social, Economic, and TechnologicalInfluences on HRM Practices社会经济与技术对人力资源管理的影响;Who is Responsible for HRM?谁对人力资源管理负责;HR Professionals’ Responsibilities人力资源专业人员的职责;Line Managers’ Responsibilities基层管理者的职责;HRM Conducted by Line Managers由基层管理者实施的人力资源管理;Competitive Advantage竞争优势;How Can You Gain Competitive Advantage?如何赢得竞争优势;Cost Leadership成本领先;Cost Leadership.成本领先;Five Strategies to Improve Productivity提高生产力的5个策略;Product Differentiation产品差异;Four Ways to Achieve Product Differentiation达到产品差异的4个方法;HRM Practices and Competitive Advantage人力资源管理实务与竞争优势;Restaurant A: help wanted ads cost = $75/hire 餐厅A 通过广告招聘成本 = 75美金/每人 Restaurant B: employee referral cost = $10/hire 餐厅B 员工介绍成本 = 10美金/每人;Indirect Impact of HRM on Competitive Advantage竞争优势对人力资源管理的间接影响;Employee-Centered Outcomes以雇员为中心的结果;Job Satisfaction工作满意;Organizational Commitment组织承诺;Organizational Citizenship组织荣誉感;HRM Practices that Affect Employee Competence人力资源管理实务影响雇员能力;HRM Practices that Affect Employee Motivation 人力资源管理实务影响对雇员的激励;Organization-Centered Outcomes以组织为中心的结果;;Why HRM is a Sustainable Competitive Advantage为什么人力资源管理是持续不变的竞争优势;;;Chapter 2第二章Understanding the Legal and Environmental Context of HRM了解人力资源管理的法令及环境;;;;Equal Employment Opportunity公平就业机会;;Major EEO Laws主要的EEO法律;Civil Rights Act of 1964 (Title VII)1964年的公民权利法案(第7版);Civil Rights Act of 1991199