HRM 名词解释
? HRM: encompasses those activities designed to provide for and coordinate the
human resources of an organization.
? Job analysis: is the process of determining and reporting pertinent information
relating to the nature of a specific job. (observation, interviews. Questionnaires, functional job analysis)
? Human resource planning (HRP): refers to the process of getting the right
number of qualified people into the right job at the right time.
? Glass ceiling: refers to invisible, yet real or perceived, barriers found in many
organizational structures that appear to stymie the executive advancement opportunities of women and minorities.
? Equal employment opportunity: refers to the right of all people to work and to
advance on the basis of merit, ability, and potential.
? Recruitment: involves seeking and attracting a pool of people from which
qualified candidates for job vacancies can be chosen.
? Orientation: is the introduction of new employees to the organization, their work
units, and jobs.
? Training: is a learning process that involves the acquisition of skills, concepts,
rules, or attitudes to enhance the performance of employees.(on-the-job training and job rotation, apprenticeship training, classroom training, web-based training) ? Performance appraisal: is the process of determining and communicating to an
employee how he or she is performing on the job and ideally establishing a plan of improvement (MBO, 360, work standards, critical-incident, balanced score card).
? Employee benefits: are rewards employees receive as a result of their
employment and position with an organization.
? Compensation: refers to all the extrinsic rewards employees receive in exchange
for their work..
? Disparate impact: refers to unintentional discrimination and involves employment
practices that appear to be neutral but adversely affect a protected class of people
? Job design: is the process of structuring work and designating the specific work
activities of an individual or group of individuals to achieve certain organizational objectives.
? Disparate treatment: refers to intentional discrimination and involves treating one
class of employees differently from other employees. 问答
1. The six Human resource functions(人力资源六个职能)
Human resource functions are those tasks and duties performed in large and small organizations to provide for and coordinate human resources. Human resource functions include the following:
1. Human resource planning, recruitment, and selection. 人力资源规划、招募
和选择；
2. Human resource development. 人力资
源开发；
3. Compensation and benefits. 薪酬和
福利；
4. Safety and health. 安全和
健康；
5. Employee and labor relations. 劳
资关系；
6. Human resource research. 人力资
源研究.
2. Steps in the HRP process(人力资源规划四个步骤)
1. Determining organizational objectives. 2. Determining the skills and expertise required. 3. Determining additional human resource requirements. 4. Developing action plans.
3. five major components of Employee satisfaction(员工满意度的五个表现方面)
Job satisfaction is an employee’s general attitude toward the job. 1. Attitude toward the work group. 2. General working conditions. 3. Attitude toward the company. 4. Monetary benefit.
5. Attitude toward management.
4. Describe the advantages and disadvantages of using internal/external methods
of recruitment (内部招聘和外部招聘各自的优缺点P145)
Internal: The advantages are that the company has a better knowledge of the strengths and weaknesses of the job candidates; the job candidates have a better knowledge of the company; employee motivation and morale are enhanced; and the return on investment that an organization has in its work force in increased.
The disadvantages are that people can be promoted to the point where they cannot successfully perform the job; infighting for promotions can negatively affect morale; and inbreeding can stifle new ideas and innovation.
External: The advantages are that the pool of talent is much larger; new insights and perspectives can be brought to the organization; and if it is frequently cheaper and easier to hire technical, skilled, or managerial employees from outside.
The disadvantages are that attracting, contacting, and evaluating potential
employees are more difficult; adjustment or orientation time is longer; and morale problems can develop among those employees within the organization who feel qualified to do the job.
5. The advantages and disadvantages of Individual incentive plan个人激励制度的
优缺点
The primary advantage of the individual incentive system is that the employees can readily see the relationship between what they do and what they get.
But competition among employees can reach the point of producing negative results.
6. desirable preconditions of pay-for-performance按绩效付酬的先决条件P274
Employees will be motivated when they believe such motivation will lead to desired rewords.
1.trust in management.
2.absence of performance constraints. 3.trained supervisors and managers. 4.Good measurement system. 5.ability to pay.
6.clear distinction among cost of living, seniority, and merit. 7.Well-communicated total pay policy. 8.flexible reward schedule.
7. The challenges in face of HRM 人力资源管理面临的挑战
劳动力市场的多元性 法律法规的变化 组织结构的变化 技术更新 管理模式的变化 选择 （哈佛…）
（培训开发的在HRP的作用:address the resulting gaps）Identifying, assessing, and helping develop the key competencies that enable individuals to perform current or future jobs