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人力资源管理就是其中一个组织的组成部分，选择创建、说服、评估、调整练习，和奖励个人等。人力资源管理同样可以由直线董事（一个人直接管理的义务，一个特定的员工）。人力资源管理是确定的个人，问题的安排，例如，报答，登记，执行管理，协会的进步，幸福，健康，优点，代表灵感，对应，组织权威的能力，和准备。人力资源管理是一个重要的和深远的方法来监督个人和工作环境，社会和环境。成功的人力资源管理使工人帮助成功和盈利的组织和协会的目标和目标的实现。
Human Resource Management-In General 人力资源管理
Definition: 定义：
HRM alludes to exercises by which an association volunteers, chooses, trains, creates, persuades, assesses, adjusts, and prizes individuals decently. HRM can likewise be performed by line directors (an individual with immediate managerial obligation regarding a specific worker). HRM is the authoritative capacity that arrangements with issues identified with individuals, for example, recompense, enlisting, execution administration, association advancement, wellbeing, health, advantages, representative inspiration, correspondence, organization, and preparing. HRM is additionally a vital and far reaching methodology to overseeing individuals and the working environment society and environment. Successful HRM empowers workers to help successfully and profitably to the general organization bearing and the achievement of the association's objectives and targets.
Scope of Human Resource Management 人力资源管理范围
Human assets are without a doubt the key assets in an association, the most straightforward and the most hard to oversee! The targets of the HRM compass right from the labor needs appraisal to administration and maintenance of the same. To this impact Human asset administration is in charge of successful outlining and usage of different approaches, techniques and projects. It is about creating and overseeing learning, abilities, innovativeness, bent and ability and utilizing them ideally.
Human Resource Management is not simply constrained to oversee and ideally misuse human brains. It additionally concentrates on overseeing physical and enthusiastic capital of workers. Considering the intricacies included, the extent of HRM is enlarging with each passing day. It covers however is not restricted to HR arranging, enlisting (recruitment and choice), preparing and improvement, payroll administration, prizes and distinguishments, Industrial relations, grievance taking care of, legitimate methods and so on. As it were, we can say that its in regards to creating and overseeing symphonious connections at working environment and striking a harmony between hierarchical objectives and individual objectives.
The extent of HRM is broad and expansive. Hence, it is extremely hard to characterize it briefly. Nonetheless, we may order the same under after heads:
HRM in Personnel Management:This is regularly direct work organization that incorporates work organizing, utilizing (recruitment and determination), planning and headway, instigating and presentation, trade, progression, installment, lessening and protection, specialist benefit. The general focus here is to learn particular improvement, headway and sufficiency which by suggestion help various leveled change.
It furthermore joins execution examination, making new capacities, installment of wages, helpers, settlements, voyaging procedures and strategies and other related courses of exercises.
HRM in Employee Welfare: 员工福利中的人力资源管理：
this specific part of HRM manages working conditions and pleasantries at work environment. This incorporates a wide cluster of obligations and administrations, for example, wellbeing administrations, wellbeing administrations, welfare reserves, government disability and restorative administrations. It additionally covers arrangement of wellbeing officers, making the nature's turf worth working, wiping out work environment perils, help by top administration, work security, defending hardware, cleanliness, fitting ventilation and lighting, sanitation, therapeutic consideration, affliction advantages, occupation harm advantages, individual damage advantages, maternity advantages, unemployment advantages and family advantages.
It additionally identifies with supervision, representative advising, creating symphonious associations with representatives, instruction and preparing. Worker welfare is about deciding representatives' genuine needs and satisfying them with dynamic interest of both administration and workers. Notwithstanding this, it additionally deals with flask offices, crèches, rest and break rooms, lodging, transport, restorative aid, instruction, wellbeing and security, diversion offices, and so
HRM in Industrial Relations: 劳资关系中的人力资源管理：
Since it is a very touchy region, it needs cautious collaborations with work or worker unions, tending to their grievances and settling the question viably so as to keep up peace and congruity in the association. It is the workmanship and exploration of comprehension the business (union-administration) relations, joint discussion, disciplinary systems, tackling issues with common endeavors, understanding human conduct and keeping up work relations, aggregate bartering and settlement of debate.
The primary point is to protecting the enthusiasm of workers by securing the most abnormal amount of understanding to the degree that does not leave a negative effect on association. It is about making, becoming and elevating mechanical popular government to defend the hobbies of both representatives and administration.
Functions of HRM
Human Resource Planning (HRM)
Job Analysis
Compensation
Employment Equity
Recruitment and Selection
Orientation
Training and Development
Performance Evaluation
Industrial Relations
Health and Safety
Human Resource Planning (HRP)
Necessary to have the right number of people in the appropriate positions at the right time
The HRP process consists of three steps:
Determine the Demand
Work with line managers to predict the number of employees required in future
Determine the Supply
Effective database management is useful
Calculate turnover rate
Estimate Shortages or Surpluses
Projected demand – (estimated supply – turnover) = anticipated number of employees
Handle surplus or shortage
Job Analysis
The process of determining and describing the duties of a job, and the qualifications needed to do that job
Job analysis information essential for HR activities
Used for recruitment and selection
Helps to determine how much a job is worth
Job analysis process:
Compensation
All the financial rewards received by an employee including:
salary/wages
fringe benefits
incentive pay
External factors affecting compensation:
Government regulations, policies of competitors, unions, labour market conditions
Internal factors affecting compensation:
Management philosophy, pay equity program, nature of job
Determining compensation
Step 1: conduct salary survey
Step 2: determine worth of each job
Step 3: similar jobs are grouped into pay grades within a range of points
Step 4: benefits added to pay level
Employment Equity
Means fair access to employment opportunities and fair treatment in the workplace
As a minimum, consult federal Employment Equity Act and other provincial legislation
Senior management must :
Commit to support process
Develop written policy
Look for imbalances and reasons for them
Prepare action plan for equity, with reasonable goals
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Harassment policy a critical responsibility
Recruitment & Selection
Process whereby an organization searches for and attracts qualified candidates for vacancies
Deciding whether more efficient to recruit internally or externally (or a mix)
Selection process can include:
Application form
Tests
Interview
Reference Checks
Medical examinations.
Orientation
Welcoming new employees, and familiarizing them with the organization, their jobs, their supervisors, and their work groups
Reduces stress and anxiety
Better if done in small groups
Orientation manual helpful
Introduce recruit to the organization’s:
Policies
Products & services
Benefits & regulations
Physical plant
Colleagues
Training and Development
Training is key for becoming more globally competitive.
Technological change one reason for growing importance of training & development.
Goals are to improve knowledge, skills & attitudes of employees, leading to improved corporate performance.
Training and development can be a combination of on and off the job, providing of experiences.
Training includes lectures, discussions, video, case studies, role play, computer assisted learning, interactive videodisc.
Performance Evaluation
Assessing the work of employees against performance standards
Employees need feedback
Common performance tools:
the rating scale
behaviorally anchored rating scales
management by objectives
Rating errors
Tendency to be too strict or too lenient
Halo effect
Regency effect
Central tendency effect
Similarity effect
Industrial Relations
Management of the relationship between and organized (union) group and an employer (management)
Includes:
Recognition of union
Negotiation of collective agreement
Interpretation and administration of agreement
With an impasse, use mediation, conciliation, strike or lockout, or arbitration
Human Resource Evaluation
Role of HRM becoming increasingly visible, leading to demands for measuring HR performance
Measures of employee effectiveness:
Turnover
Absenteeism
Production Standards
Quality Standards
Accident Rates
Grievance Rates
Employee Suggestions
Attitudes toward work
Health and Safety
Some health and safety considerations include video display terminals, ergonomics, air purity, psychological stress, substance abuse, HIV, and others
Workers have a right to refuse unsafe work .
Government and unions have introduced many policies.
Management gains much by cooperating.
Joint health and safety committees would be useful.
Conclusion 结论
HRM is the business of people.
People are critical to the success of any business.
Effective HRM is everyone’s responsibility in an organization.
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