UNIT 15HUMAN RESOURCES MANAGEMENT

GOALS OF THE UNITHuman resources planningEmployment processEvaluating and development performanceCompensation and benefitsTodays Human Resources Challenges

DeployTurnoverPromotion Employment RedeploymentWork forceJob analysisRecruitmentOrientationJob performancePerformance appraisal()///

KEY TERMS 1

CompensationBase pay/salaryIncentive Dividend

Bonus

BenefitsAbsenteeismPension

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KEY TERMS 2

termination/dischargeRecommendation letter Reference letterCover letterResumeCurriculum Vitae

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KEY TERMS 3EXTENSION ()

JOB SEARCH WEBSITEShttp://www.yingjiesheng.com/ http://www.51job.com/ www.zhaopin.comhttp://www.lietou.com/JOBSDB()http://www.jobsdb.com/http://www.jobeast.com/http://www.abcdjob.cn/ http://www.wtojob.com/ http://www.pinjiao.com/ http://www.jiaoshi.com.cn/

JOBS FOR GRADUATES WITH AN ENGLISH MAJORMerchandising(exporting and importing )Document operatorTeaching English as Second LanguageTranslating Editor Interpreting Expatriate or business traveler /Management trainee Human resources (e.g. HK)Secretary/Assistant /Sales e.g. Business advisor (e.g. HK )There are a lot of other possibilities. Think out of box and discover

WHAT CHANGE HAS TAKEN PLACE IN HUMAN RESOURCES MANAGEMENT?In the past:Companies regard people as a ______ to be ____ to exhaustion and ______ .Today:Employees are viewed as _____ to be ____ ______ and _____. WHAT IS THE PROCESS OF HUMAN RESOURCES MANAGEMENTHuman resources planning The employment process Evaluating and enhancing job performance Compensation and benefits

HUMAN RECOURSES PLANNINGQuestion to ponder:If you are to set up your exporting business, what talents do you think must be recruited? What departments do you might have to set up.Human resources departmentSalesMarketingFinancialProductionR & DLogisticsAdministration

HUMAN RECOURSES PLANNINGWhat does the planning process involve?

1. forecasting demand 2. estimating the supply 3. planning to meet needs4. job analysis

HUMAN RECOURSES PLANNINGPhase 1: forecasting demand What is the demand determined by?Both internal factors and eternal factorsInternal factors: Shifts in goods or services. E.g. Kodak launches new businesses, e.g. medical equipment.Expansion() or contraction() of businessPurchase of new equipmentPersonal changes like retirement and leaves of absence()External factors:The economic outlookRising or falling interest ratesRegulation, competition, technological change

HUMAN RECOURSES PLANNINGPhase 2: Estimating the supply of workers

Figure out how many current workers are qualified to move into the anticipated vacancies.

HR will also assist:Production schedules and budget: Plant choosing: Turnover and absenteeism rate Transfer

HUMAN RECOURSES PLANNINGPhase 3: planning to meet needs

Summary: After finding out the firms demand and the supply of available workers within a company, HR will take the following action:

When the demand exceeds the supply, HR will attract new employees to join the company.When the supply exceeds the demand, there will be a reduction of the work force.

HUMAN RECOURSES PLANNINGPhase 4: job analysis

It is a systematic study of employees' duties, tasks and work environment.

Entail:Entail here means involve.

THE EMPLOYMENT PROCESSWhat does the employment process involve?

1. recruiting the process of attracting qualified people2. selection the identification of appropriate candidates3. orientation the systematic introduction of the company

Any this point, the employer can reject and employee can withdraw.

HUMAN RECOURSES PLANNINGPhase 1: recruiting

What is the objective of recruiting?

To attract a pool of talents for screening.

What if the company only attract as many candidates as the job vacancies?

The employer cannot be selective and is likely to fail to find enough talents for the vacancies.

HUMAN RECOURSES PLANNINGPhase 2: Selection

What is definition of Selection?The screening of sifting process that identifies applicants who should be given a job offer.

What will the applicant go through in this process?Paper testingInterview physical examinationReference check

HUMAN RECOURSES PLANNINGPhase 3: Orientation

The orientation usually covers the following areas:Companys historyOrganizational structureProduct or service linesKey managersEmployee policies and procedures

EVALUATING AND DEVELOPING JOB PERFORMANCEWhat does this process involve?

1. performance appraisal 2. employee assistance program 3. training and development program 4. promotion, transfer and discharge

EVALUATING AND DEVELOPING JOB PERFORMANCE1: Performance appraisalWhat are the purposes of conducting performance appraisal?

Evaluating employees, e.g. eligibility for pay rise, promotion, and the position.Developing employees

Words to learn:Eligibility n.Eligible a. be eligible for sth., eligible to do sth.Retain: Orientedfuture-oriented, exam-oriented

EVALUATING AND DEVELOPING JOB PERFORMANCE2: Employee assistance program(EAP)What is the main purpose of EAP?It aims to help employees overcome personal problems, thus achieving better economic outcome.

Personal problems:Drug and alcoholDomestic problemFinancial difficultyEmotional problem

EVALUATING AND DEVELOPING JOB PERFORMANCE3: Training and Development Program

Train the employees through remedial education for the purpose of enhancing companys competitiveness.

EVALUATING AND DEVELOPING JOB PERFORMANCE4: Promotion, transfer and discharge- Promotion: Advancement to an higher position, greater responsibility, and more prestige.- Transfer: Horizontal change without involving a promotion- Discharge:A termination of the employment initiated by the employer for such reasons as absenteeism or unsatisfied performance.Word to learn:Initiate: A is initiated by Take the initiate to do sth. :

COMPENSATION AND BENEFITSWhat purposes does compensation system serve?

Attracting qualified employeesRetaining talentsMotivating higher levels of performance

What does a compensation system includeBase pay/salaryIncentives () (e.g. bonus, dividend )Benefits (medical and life insurance, annual leave, on-the-job training programs)

TODAYS HUMAN RESOURCES CHALLENGESEstablish Equality for women and monoritiesCope with legal requirementsSkyrocketing costs of health careEqual compensation systemKeep senior employees motivated when entry-level salaries for new hires almost match theirs.Keep new employees motivated when they are paid less than their senior counterparts.Curb drug abuse and alcoholStrike a balance between employees privacy and their right to know in the areas of drug and AIDS testingDeal with AIDS and fear of AIDS in the workplace.

TRANSLATIONCareer Development AdvisoryTo harmonize enterprise objective with individual objectiveFactors affecting staff careerenterprise training programstaff allotmentThe forecast of the demand for human resourcesPerformance appraisal Larger job autonomyOpportunity for equal employmentTo receive vocational technical training

HOMEWORK

1. Finish the exercise of chapter 15.

2. Reviewing task for this week,Translation of phrases and sentences

3. Detailed reviewing plan for the final exam will be released next Monday.

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