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CHARPTER
1..HumanResourceManagement(HRM)Theprocessofacquiringtrainingappraisingandcompensatingemployeesandofattendingtotheirlaborrelationshealthandsafetyandfairnessconcerns..authority职权Therighttomakedecisionsdirectothers11workandgiveordersJineauthority直线职权TheauthorityexertedbyanHRmanagerbydirectingtheactivitiesofthepeopleinhisorherowndepartmentandinserviceareas.staffAuthority职能职权Givesthemanagertherighttoadviseothermanageroremployees..LineManager Isauthorized(haslineauthority)todirecttheworkofsubordinatesandisresponsibleforaccomplishingtheorganizationstasks..StaffManager Assistsandadviseslinemanagers.Hasfunctionalauthoritytocoordinatepersonnelactivitiesandenforceorganizationpolicies.附注Recruiters(招募专员)Maintaincontactwithinthecommunityandperhapstravelextensivelytosearchforqualifiedjobapplicants.EqualEmploymentOpportunity(EEO)RepresentativesorAffirmativeActionCoordinators(公平就业机会协调员)InvestigateandresolveEEOgrievancesexamineorganizationalpracticesforpotentialviolationsandcompileandsubmitEEOreports.JobAnalysts(职位分析员)Collectandexaminedetailedinformationaboutjobdutiestopreparejobdescriptions.CompensationManagers(薪酬管理员)Developcompensationplansandhandletheemployeebenefitsprogram.TrainingSpecialists(培训专员)Responsibleforplanningorganizinganddirectingtrainingactivities.LaborRelationsSpecialists(劳资关系专员)Advisemanagementonallaspectsofunion-managementrelations.CHARPTER4Jobanalysis Theprocedurefordeterminingthedutiesandskillrequirementsofajobandthekindofpersonwhoshouldbehiredforit.Jobdescription(职位说明书)Itreferstoalistofajob/zsdutiesresponsibilitiesreportingrelationshipsworkingconditionsandsupervisoryresponsibilities-oneproductofajobanalysis.JobSpecification(任职资格说明书)Alistofajob〃shumanrequirements/1thatistherequisiteeducationskillspersonalityandsoon-anotherproductofajobanalysis.CHARPTER
51.EmploymentorPersonnelPlanning人力资源规划Theprocessofdecidingwhatpositionsthefirmwillhavetofillandhowtofillthem.SuccessionPlanning继任计戈]Theprocessofdecidinghowtofillthecompanysmostimportantexecutivejobs.Humanresourcerecruitment thepracticeoractivitycarriedonbytheorganizationwiththeprimarypurposeofidentifyingandattractingpotentialemployees.Jobposting publicizingtheopenjobtoemployeesandlistingitsattributeslikequalificationssupervisorworkscheduleandpayrateRehiringformeremployees-MOTOAnoptiontoday——highturnoverinsomehigh-techoccupations-rehiringformeremployeesisbackinstyle.Successionplanning ensuringasuitablesupplyofsuccessorsforfutureseniorjobsExecutiveRecruitersHeadhuntersSpecialemploymentagenciesusedtoseekouttopmanagementandtechnicaltalentCHARPTER8Employeeorientation Employeeorientationprogramsprovidenewemployeeswiththebasicbackgroundinformationaboutthefirm.Training IstheprocessofteachingnewemployeesbasicskillstheyneedtoperformtheirjobsIsahallmarkofgoodmanagementReducesanemployer*exposuretonegligenttrainingliabilityOn-the-JobTrainingOJTHavingapersonlearnajobbyactuallydoingthejob.ApprenticeshipTraining astructuredprocessbywhichpeoplebecomeskilledworkersthroughacombinationofclassroominstructionandon-the-jobtrainingAudiovisualBasedTraining ToolsincludefilmsPowerPointpresentationsvideoconferencingaudiotapesandvideotapes.SimulatedTraining-isamethodinwhichtraineeslearnontheactualorsimulatedequipmenttheywilluseonthejobbutareactuallytrainedoff-thejob.Teletraining Atrainerinacentrallocationteachesgroupsofemployeesatremotelocationsviatelevisionhookups.ManagementDevelopmentAnyattempttoimprovemanagerialperformancebyimpartingknowledgechangingattitudesorincreasingskills.OrganizationalDevelopment aspecialapproachtoorganizationalchangeinwhichtheemployeesthemselvesformulatethechangerequiredandimplementitoftenwiththeassistanceofatrainedconsultantCHARPTER9AppraisalProcess Theevaluationofanemployeescurrentandpastperformancerelativetoperformancestandards.PerformanceAppraisal Settingworkstandardsassessingperformanceandprovidingfeedbacktoemployeestomotivatecorrectandcontinuetheirperformance.PerformanceManagement;Anintegratedapproachtoensuringthatanemployeesperformancesupportsandcontributestotheorganizationsstrategicaims.GraphicRatingScaleMethod Thesimplestandmostpopularappraisingperformancetechniqueiswhereascaleisusedtolistanumberoftraitsandarangeofperformanceforeachthentheemployeeisratedbyidentifyingthescorethatbestdescribeshis/herperformancelevelforeachtrait.AlternationRankingMethodEmployeesarerankedfrombesttoworstonaparticulartraitchoosinghighestthenlowestuntilallareranked.Pairedcomparison PairedComparisonMethodinvolvesrankingemployeesbymakingachartofallpossiblepairsofemployeesforeachtraitandindicatingwhichisthebetteremployeeofthepair.criticalincidentmethodthesupervisorkeepsalogofpositiveandnegativeexamplescriticalincidentsofasubordinateswork-relatedbehavior.Every6monthsorsosupervisorandsubordinatemeettodiscussthelattersperformanceBehaviorallyAnchoredRatingScalesBARSisanappraisaltoolthatanchorsanumericalratingscalewithspecificexamplesofgoodorpoorperformance.Itsproponentssayitprovidesbettermoreequitableappraisalsthandotheotherappraisaltools.IttakesmoretimetodevelopaBARSbutthetoolhasseveraladvantages.Appraisalinterview Aninterviewinwhichthesupervisorandsubordinatereviewtheappraisalandmakeplanstoremedydeficienciesandreinforcestrengths.CHARPTER11Employeecompensation Itreferstooilformsofpayorrewardsgoingtoemployeesandarisingfromtheiremployment.Thesalarysurvey ItisasurveyaimedatdeterminingprevailingwagerateswhichincludeFormalInformalBenchmarkjobs ajobthatisusedtoanchortheemployer^payscaleandaroundwhichotherjobsarearrangedwhichotherjobsarearrangedinorderofrelativeworth.Jobevaluation IstheformalandsystematiccomparisonofjobsinordertodeterminetheworthofonejobrelativetoanotherObClassificationRaterscategorizejobsintogroupsorclassesofjobsthatareofroughlythesamevalueforpaypurposes.Factorcomparison-isawidelyusedmethodtorankjobsbyavarietyofskillsanddifficultiesthenaddingthesetoobtainanumericalratingforeachjobCompetencies DemonstrablecharacteristicsofapersonincludingknowledgeskillsandbehaviorsthatenableperformanceCompetency-BasedPay PayingfortheemployeesrangedepthandtypesofskillsandknowledgeratherthanforthejobtitleheorsheholdsCHARPTER15CollectiveBargaining集体谈判Processthroughwhichrepresentativesofmanagementandunionmeettonegotiatealaboragreement.Bothmanagementandlaborarerequiredbylawtonegotiatewageshoursandtermsandconditionsofemploymentingoodfaith//GoodFaithBargaining诚信谈判Bothpartiescommunicateandnegotiate.Theymatchproposalswithcounterproposalsinareasonableefforttoarriveatanagreement.Neitherpartycancompeltheothertoagreetoaproposalortomakeanyspecificconcessions.Mandatoryitems-areitemsthatapartymustbargainoveriftheyareintroducedbytheotherpartywageshoursrestperiodlayoffsbenefitetal.Voluntarypermissibleitems-areneithermandatorynorillegal;theybecomeapartofthenegotiationsonlythroughthejointagreementofbothmanagementandunion.Illegalitems-areforbiddenbylaw.FactFinder实情调查员Aneutralpartywhostudiestheissuesinadisputeandmakesapublicrecommendationforareasonablesettlement.Arbitration仲裁Anarbitratoroftenhasthepowertodetermineanddictatethesettlementterms.Bindingarbitration约束性仲裁bothpartiesarecommittedtoacceptingthearbitratorsaward.Nonbindingarbitration非约束性仲裁theyarenot.。