LOGO Human Resource Management Proverb Man proposes, God disposes. -T.A.kempis. 謀事在人 ,成事在天 . -肯比斯 Learning tasks學習任務 Definition of the term human resource management定義 The strategic importance of HRM 策略重要性 Activities of HRM 人力資源管理活動 The role that managers play in performing HRM activities 主管在人管活 動 中的 角 色 Definition of HRM Human Resource Management is the function performed in organizations that facilitates the most effective use of people (employees) to achieve organizational and individual goals. 人力 資源 管理是 促 使組織 人力有效 運用 的一 種 管理功能，其目的在于達 成 組織與個人 的目 標 。 Tasks Go to the library and find a book about HRM. Find what HRM concern about and what activities it has 發現人力資源管理是關于什么的，它都有哪些活動 Think hard about HRM give your opinion about it 思考并給出你的人力資源管理的理解 Human Resource Activities Human Resource Planning人力 資源 規劃 Job Analysis工作分析 Employee Recruitment, Selection, Motivation, and Orientation員 工招募、甄 選 、激勵 、 崗位培訓 Performance Evaluation and Reward績 效 評 估與報償 Training and Development培訓與發展 Labor Relations勞資關系 Safety, Health, and Wellness員工 安全 與保健 Classification of HRM (I) S.A.R.D.四 分法 : Selection 招選 Appraisal評核 Reward報酬 Development培訓發展 Classification of HRM (II) （ 5Ps Model of HRM） 5批 識人 留人 PERSERVATION 育人 PROFESSIONAL 選人 PICK 用人 PLACEMENT PERCEPTION The Role of HRM in the Organization Helping to reach the organizations aim； Making use of employees skills effectively； Providing well-trained employees with high work will； Promoting employees work satisfaction； The Role of HRM in the Organization Explaining the HRM policies of the company； Insuring the policies of the company to conform to the ethics and to take the social responsibility； Playing a supporting role to the change measures of the company In A Word Put the right person in the right place at the right time. Tasks Establish one company you like. Suppose you work in human resource department. Try to create proper organization and human resource. 建立一家你喜歡的公司，你在人力資源部工作。注意設置適當的組織和人員。 Learning tasks The historical development of human resource management. 人力資源管理的歷史發展 The difference between “personnel management” and “human resource management”. 人事管理和人力資源管理的區別 Personnel Management and HRM 人事管理和人力資源管理 PM is that part of management concerned with people at work and with their relationships with an enterprise. 關注工作中的人和他們與企業的關系 Personnel Management and HRM 人事管理與人力資源管理 HR is the further development of PM： Application of modern management theory. Updating of the content and instruction of the PM: 1.Employee -Not the Cost but the Resource. 員工不是花費而是資源 2.The development of the corporate is closely related with the employee. 企業的發展與員工密切相關。 Limitation of Traditional Personnel Management 1.Taking Affair as the center, not Person； 2. Maintaining the existence of the organization only can not ensure the continuous development of the organization； 3.Ignoring the function of person and causing the lack of invigorative激勵的 factors. The manager of HRM should : （ tasks） 1. Know the company strategy and the business management planning； 2. Know the profession； 3. Support the need of business of the company； Tasks(continued) 4. Get often in touch with the other departments； 5. Feel the pulsation(跳動 , 有節奏地跳動 , 震動 )of the company in person. A brief history of HRM 同業工會 (工 會 的前身 ) Guilds To Improve Work Conditions 工業革命時期 (Industrial Revolution) Great changes of work condition and social function 科學管理 (Scientific Management) Attention to work efficiency 人群 關系運動 (Human Relations Movement) Attention to human nature and the difference of the employees 提高至策略 層次 (Strategic HRM) competitive importance links to the bottom-line The Development of HRM(I) A brief history of HRM 1890 s: Independent personnel department coming into being (industrialization, urbanization, welfare workers, working conditions and circumstances) The Development of HRM(II) 1950s-1960s : Many studies on humanized management emerging (Argyris, 1957； Maslow, 1954； McGregor, 1960), Mayos梅奧 human relations approach (a focus on people rather than mechanics or economics) 1965: Miles differed human relations from human resources F.W.Talors泰勒 ： scientific management(科學管理 ) (proper, specialized standard after the boom of industrial revolution)； H.Fayol法約爾 & M.Webers韋伯： classical organization theory 古典組織理論 (structured, unity of direction, discipline, bureaucratic 井然有序 ） The Development of HRM Model (I) Traditional傳統 : tight supervision嚴密的監視 Relationship人際關系 : feeling of utility and importance人力的有用性和重要性 HRM人力 資 源 : making full use of employees to facilitate their self-decision and self-management skills The Development of HRM Model Classical Management古典管理 Employee-Tool Scientific Management科學管理 Employee-Economical Person Management Science管理科學 Employee-Social Person Self-study (reference to textbook page 14-17 ) Review: 1.What the difference between Personnel Management and HRM? 2. What are the tasks for HRM? 3. Present briefly the history of HRM? Proverb Plans are nothing； planning is everything. 凡 事預則立 ,不預則廢 . Learning tasks The tasks of human resource planning The need for human resource planning and the connection with the strategy planning of the corporate The process of human resource planning Case Study 五金制品公司的人力資源規劃 馮如生幾天前才調到五金制品公司的人力資源部當助理，就接受了一項緊迫的任務，要求他在 10天內提交一份本公司 5年的人力資源規劃。雖然老馮從事人力資源管理工作已經多年，但面對桌上那一大堆文件、報表，不免一籌莫展。經過幾天的整理和苦思，他覺得要編制好這個規劃，必須考慮下列各項關鍵因素： 首先是本公司現狀。它共有生產與維修工人 825人，行政和文秘性白領職員143人，基層與中層管理干部 79人，工作技術人員 38人，銷售員 23人。其次，據統計，近五年來職工的平均離職率為 4%，沒理由預計會有什么改變。不過，不同類別的職工的離職率并不一樣，生產工人離職率高達 8%，而技術人員和管理干部則只有 3%。再者，按照既定的擴產計劃，白領職員和銷售員要新增 10%-15%，工程技術人員要增 5%-6%，中、基層干部不增也不減，而生產與維修的藍領工人要增加 5%。 有一點特殊情況要考慮：最近本地政府頒布了一項政策，要求當地企業招收新職工時，要優先照顧婦女和下崗職工。本公司一直未曾有意排斥婦女或下崗職工，只要他們來申請，就會按同一種標準進行選拔，并無歧視，但也未予特殊照顧。如今的事實卻是，銷售員除一人是女的外全是男的；中、基層管理干部除兩人是婦女外，其余也都是男的；工程師里只有三個是婦女；藍領工人中約有 11%婦女或下崗職工，而且都集中在最低層的勞動崗位上。 馮如生還有 5天就得交出計劃，其中包括各類干部和職工的人數、從外界招收的各類人員的人數以及如何貫徹市政府關于照顧婦女與下崗人員政策的計劃。此外，五金制品公司剛開發出幾種有吸引力的新產品，所以預計公司銷售額五年內會翻一番，馮如生還得提出一項應變計劃以備應付這類快速增長。 思考題： 1、 老馮在編制人力資源規劃時要考慮哪些情況和因素？ 2、 他該制訂一項什么樣的招工方案？ 30 Definition of HR Planning HRP is the process of determining the human resource needs of an organization and ensuring that the organization has the right number of qualified people in the right jobs at the right time. 人力資源規劃 是決定組織對 人力 資源 的需要， 并確 保有 適當數 目的 適 任人 員適時 地 擔任適當 工作的一 個過程。 The tasks of HRP Reducing the cost of manpower Allotting manpower reasonably Adapting the organizations development Meeting the employees requirements 減 低用人成本 合理分配人力 適應組織發展 滿 足 員 工需求 Why is HRM necessary? A growing awareness of the need to look into the future 公司發展需要 A desire to exercise control over as many variables as possible which influence business success or failure 對影響公司成敗變的量實行控制因素 The development of techniques which make such planning possible 科技的發展使得這種規劃成為可能 (reference to textbook page 53) The Process of HRP Situational analysis or environmental Scanning環境偵查 Forecasting demand of human Resources 需求預測 Analysis of the supply of human resources 供給分析 Development of plans for action 發展行動 方案 HR PLANNING PROCESS 搜集準備有關信息資料 人力資源需求預測 人力資源供給預測 確定人員凈需求 確定人力資源目標 制定具體計劃 對人力資源計劃的審核與評估 人力資源規劃的過程 Situational analysis 人力資源需求的影響因素表 企業外部環境 企業內部條件 人力資源自身狀況 社會 戰略目標規劃 退休 政治 生產和銷售預測 辭職 經濟 企業預算 合同到期止 法律 新建部門或擴張 辭退 技術 勞動定額的合理程度 休假 競爭者 死亡 Situational Analysis (External) 政府 (Government Laws and Regulation) 工 會 (Union Procedures and Requirements) 勞動 力 (Labor Force Composition) 國內 外 經濟 Economic Conditions (International and Domestic) 地理位 置 (Geographic Location) 競爭 力 (Company Competitiveness) Situational Analysis (Internal) Business HR Implications What business are we in? What people do we need? Culture and value system How do we change? -appropriate not appropriate Strategic direction Who will we need in future? New businesses What systems and procedures might New markets be developed? Strengths How far related to existing use of HR? Weaknesses (e.g. skills base ) Opportunities Demand and supply in the labor market? Threats Critical關鍵的 success factors How far do these depend on employees, rather than other factors? Organizational tasks Staff utilization Labor costs Environmental factors (trends in technology and markets, threats or opportunities) Staff turnover人員流動 Production levels Demand Factors in Forecasting demand