德斯勒 人力资源管理（英文版第15版） 课件Dessler15e_HRM_Ch04.pptxVIP

Human Resource Management;Learning Objectives (1 of 3);Learning Objectives (2 of 3);Learning Objectives (3 of 3);I.Define talent management and explain why it is important.;The Talent Management Process;Improving Performance Through HRIS: Talent Management Software;II.Discuss the process of job analysis, including why it is important.;The Basics of Job Analysis;What Is Job Analysis?;Uses of Job Analysis Information;Conducting a Job Analysis;Processes involved in Job Analysis;Other Processes involved in Job Analysis;Improving Performance: HR as a Profit Center;III.Explain how to use at least three methods of collecting job analysis information, including interviews, questionnaires, and observation.;Methods for Collecting Job Analysis Information;The Interview;Questionnaires;Observations;Participant Diary /Logs;Quantitative Job Analysis Techniques;Electronic Job Analysis Methods;IV.Explain how you would write a job description.;Writing Job Descriptions (1 of 2);Diversity Counts;Writing Job Descriptions (2 of 2);Job Identification;Job Summary;Relationships;Responsibilities and Duties (1 of 6);Responsibilities and Duties (2 of 6);Responsibilities and Duties (3 of 6);Responsibilities and Duties (4 of 6);Responsibilities and Duties (5 of 6);Responsibilities and Duties (6 of 6);Trends Shaping HR: Digital and Social Media;Know Your Employment Law;Standards of Performance and Working Conditions;Improving Performance: HR Tools for Line Managers and Small Businesses;Steps in using O*NET to write job descriptions;V.Explain how to write a job specification.;Writing Job Specifications (1 of 2) ;Writing Job Specifications (2 of 2);Specifications for Trained versus Untrained Personnel;Specifications Based on Judgment;Specifications Based on Statistical Analysis;The Job-Requirements Matrix;VI.List some human traits and behaviors you would want an employee to bring to a job if employee engagement is important to doing the job well;Employee Engagement Guide for Managers;VII.Exp