人力资源ppt课件.ppt
HRM chap 3,Recruitment and Careers,人力需求,1.組織需求：環境、目前/未來組織/部門目標2.現有人力：人力/管理檔案、工作表現3.決定淨需求4.HRM規劃、工作分析5.工作說明書、工作規範、人員需求表6.招募、甄選,Recruiting needs,Retirement,turnover,job transferring,middle ageLife-long employment,layoffGlobalizationParkinsons Law,人員需求表,1.需求說明：需求日期、人數、職稱、薪資 範圍、性質（永久、臨時、兼職、班別）2.需要理由：更替、新增3.資格條件：教育、經驗、體能4.優選項目：若具備更佳5.申請人、批准、HRM,人員來源外部,優點：來源廣泛、新血、比內部培養快速、便宜缺點：吸引、甄選、新人適應、舊人反應,Outside sources for recruiting,Advertisement:newspaper,journals,magazines,TV/Radio?Unsolicited applications and resumesInternet websites corporate web site,linkedIn,FBTrade association職業介紹所：公立、私立,Employee referrals,Up the ante:commission,incentives-dinner,discount,insurance,tripPay for performance:6 monthsTailor the program:educating employeesIncrease visibility:celebrate successKeep the dataTaboosWiden the programMeasure results穩定、團結、派系、哪種員工會幫你推薦？,Head hunters(Executive Search Firms),Service charge,payment,contractProcessPros and cons,success ratio?marginal production value,knowledge base economicHead hunter selection,Education institutions,Campus recruiting,初步面談、公司面談Job fairDirect Contact，學校推薦Co-op program Professional associationLabor union,Public employment agencies,Unemployment payment process,requirement,durationLegal requirement toward hiring firmsTraining,counseling,Private employment agencies,Employee leasingTemps,independent contractorsGlobalization私人職業介紹所：收費、職種,招募問題,實際工作預覽（realistic job previews)誇大：公司遠景、前途、薪資、受訓招募人員的專業、態度組織誘因(organizational inducement)：名聲 產品、服務、員工待遇、社會活動工作-體面、有前途、現況待遇好,法規,1.年齡2.殘障：公立-34人以上，3 私人67人以上，1，原住民；代金、外勞3.反歧視、不實廣告、扣押文件、保證金/押金、違背公序良俗之工作,Resume,Curriculum Vitae,性別、婚姻、身高體重、照片、現職站在對方的立場來編排學經歷、特長、證書、語言、得獎、論文光寫英語精通，不如附上英文自傳錯字、文句對該公司的瞭解、自己的生涯規劃,Improving external recruiting effectiveness,Yield ratiosCost of recruitment：推薦、網路、報章、獵頭；主管、專業、一般員工 Average source cost per hire(SC/H)P 93Organizational recruitersRealistic job preview,人員來源-內部,Skills/management inventories方式：內升、調職優點：1）熟知彼此、組織、運作、文化 2）升遷、訓練、士氣、保住人員 3）人員投資、招募成本缺點：內鬥、不適應（工作、地點、環境）改進方向：1）組織/員工發展計畫 2）內升條件年資、績效、專業,Recruiting internally,Promote from withinp.83 Marriott Advantage and limitationmorale,experienceinbreeding,employee cloningPeters principle,nepotism,Chinese,Middle East,US,Japan,GermanyPros and consLegal-prejudicial,methods,Inventory management talentsJob posting and biddingPerformance appraisalPotentialP97 9-box grid,職缺公布與申請,Job posting and bidding公告一段時間職稱、等級申請資格、條件、現職多久以上甄選標準、流程工會介入？,Assessment centers,A process,not a placeIn-basket exercise，現況模擬Leaderless group discussionRole-playingBehavior interviews-Nike,Career development,誰的責任？組織、員工、主管？Career planning,career path个人自我评估：能力、兴趣、目标组织评估：员工能力、潜力、绩效沟通、主管整体目标，改进、增强态度、行为、技能,Career Management,The goal match individual and organization needsIdentify career opportunities&requirementsGauge employee potentialInstitute career development initiativesP 99,Goal matching,Employees role:企圖心,KASH,self-swot,performance,potential,initiatives,loyalty,accountability,stability/mobility,Organizations role:establishing a favorable climate,line manager,HR,mentoringBlendingP 101,Identify career opportunities&requirements,Begin with competency analysisIdentify job progressionsRecognition lots of possibilitiestech magt,relocation,outplacement,promotion,demotionConsider dual career paths for employeestechnical,management,Career opportunities,Consider boundaryless careerboundaryless vs organization manTrack career stages，p.107Avoid the plateau trap P108，表3.10structure（组织晋升限制）content（专业已足）life（哀乐中年）,Career Plateau 職涯停滯期,退休前達晉升上限，不表示失敗、無能/無用分類：目前表現 未來晉升可能 低 高 高 殷實市民 明星 低 無用者 學習者（新進者）預防、整合、管理,實務作法,調職：訓練新員工工作輪調、指派新工作、project新工作方法、新技術認同、肯定、關懷：知識、經驗、忠誠,Career development initiatives,Clear expectationGiving opportunitySuccession planPerformance reward,recognitionTime and resources to achieve goalsAssessment and directionsP.109,Corporate career planning,Career planning workbooksWorkshopsCareer counselingDetermining individual needsfast track program,mentoring,Research backgroundContactRequest helpYour offer in exchangeArrange a meetingFollow upOngoing basis,生涯規劃迷思,員工：高層總有個位置，成功關鍵在天時地利人和、拍馬屁，好部屬才能成為好上司，家庭與工作分開、全心投入工作，那山比這山高，生涯規劃是公司/HRM的事，不切實際的期望，计画赶不上变化管理者：員工會更投入工作、主管被员工牵著鼻子走，公司要有明确的体系与制度,Career networking,Schoolmates,colleaguesExtended familyFriends family membersProfessor,advisor,coaches,tutorsFormer boss,friends bossesMembers of clubs,religion,organizationsSimilar career interests,opportunities,trends九同：学、校、行、年、乡、宗、事、好、病 500年前是一家,LinkIn,Facebook,Career self-management,Knowing self wellPrepare for mobilitySelf-assessment:attitudes and values内生、跳槽的条件，Exchange,transactional,Developing a diverse talents pool,Recruiting and developing womanEliminate womans barriers to advancementGlass ceiling audit,p 116Prepare woman for managementAccommodating families,Glass Ceiling,女性、少數族群晉升人為設限(artificial barriers)、不注重多元、公平就業（招募作業、雇用偏見）員工訓練-高層、主管、一般公司政策，以能力、表現為晉升主要考量薪資、考績擴大候選人來源,Other talent concerns,Recruiting disabledLess publicized disadvantages(较少公开、为人知悉的劣势，肥胖、长得不好看、识字）Employing older workforceDual career/earner couples(双职/薪工）Relocation單親職工：女性是男性的3倍家庭友好計畫、幼童/老人看護、彈性工時、工作分享、店子通勤、兼職、雙親假,Older Workforces,利：經驗、知識、技術、穩定弊：身體條件、病、意外、家庭、不穩定兼職、臨時、彈性工時、電子通勤、工作分享、顧問、on-call（臨時替代）,minorities,Providing internshipsAdvance minoritiesDiversity recruitment,p 119-120,員工甄選統一指導方針Uniform Guidelines on Employee Selection Procedures,逆向（差別）影響（Adverse impact）聘僱、升遷，不得有種族、性別、宗教歧視五分之四/80法則(4/5th or 80 percent rule)1.當地亞裔人口25，254/520 公司員工1000人，亞裔100人，102.男性25人應徵，錄取15人，15/2560 女性20人應徵，錄取5人，5/2025 604/548，逆向影響23,一生能有幾次工作?,1了解你的潜力价值和经验价值。2善用20/80法则表现自我。3找到适合自己的工作。4克服授权的困境。5乐于助人，创造双赢,Case 1 Nike,1.advantage and disadvantage of Nike computer-based interview system?2.any EEO concerns?Your opinions,improvement suggestions?,Case 2 small company,1.Does small company need diversity?2.what problems the company have?,Personal Career Development,Developing personal skills&competencescommunication,time magt,self-motivation,HR,leadership,心态、怀才不遇？Choosing a careerfirst 3-5 yearUse of available resources,Know thyself,Self-evaluation,MBTI,Big-fiveInterest inventory,skill surveyp 135,p138 figure 3.A1Evaluate long term employment opportunitiesChoosing an employernegotiating,not beggingP 139,questions to ask yourself,Do your own business,Age(20岁？）,capital,knowledge,opportunities,finance,business plan,cash flow,team,supplier,customer,P 140,图3.A2楚汉之争：夫運籌帷帳之中，決勝千里之外，吾不如子房；鎮國家，撫百姓，給饋餉，不絕糧道，吾不如蕭何；連百萬之軍，戰必勝，攻必取，吾不如韓信。此三者，皆人傑也，吾能用之，此吾所以取天下也。,Keeping a career in perspective,Success?Interest,hobby,Family,marriageRetirementHealth,friendsOn-line resources（线上生涯规划工具，趋势、机会、自我评估、履历宝、面谈）,请假规定,病假 medical proof,call in sick事假 3-7天前年休假补假迟到 5m,30m,1 h,Big Five Personality Test,I see myself as someone who.1.Is talkativeStrongly Disagree12345Strongly Agree2.Tends to find fault with others Strongly Disagree12345Strongly Agree3.Does a thorough job Strongly Disagree12345Strongly Agree4.Is depressed,blueStrongly Disagree12345Strongly Agree5.Is original,comes up with new ideasStrongly Disagree12345Strongly Agree,Background,optional,Gender,Age,Where are you living,how long?Racial identification,Education,Occupation selection/satisfaction,answer questions truthfully?First time,MBTI,心理能力的走向：你是外向（Extrovert）（E）還是內向（Introvert）（I）？認識外在世界的方法：你是感覺（Sensing）（S）還是直覺（Intuition）（N）？倚賴甚麼方式做決定：你是理性(Thinking）（T）還是情感（Feeling）（F）？生活方式和處事態度：你是判斷（Judging）（J）還是理解（Perceiving）（P）？,Accuracy,根據4個問題的不同答案，可將人的性格分為16個種類。ISTJ ISFJ INFJ INTJISTP ISFP INFP INTPESTPESFPENFPENTPESTJESFJ ENFJ-ENTJ二選一、过去、当下、理想的我？时间？Accuracy?Application?,
